ABSTRACT

The aim and objective of this research work is to examine the impact of human resource management in an organization effort have been made to discover the prospect and constraints of human resource in an organization. To make the compilation of this loon easy, the researcher discussed the meaning and concept of human research; human resource planning, recruitment selection and placement, training and development. Compensation- ways and salaries administration, etc the researcher therefore recommended that efforts should be made to improve human resource as a motivating tool to an organizational success.

CHAPTER ONE: INTRODUCTION

1.1     INTRODUCTION

Human resources consists of all the employees, lower, middle and management staff of an organization. The term human resources management covers all activities by both management and personnel department that deals with matters affecting employees, human resources management comprises of the managerial activities involved in planning, recruitment, staffing and development, rewarding, utilizing and maintaining personnel in an organization, whether public or private, management and personnel department perform the function to some degree and also require the assistance and advice of staff specialist with high development skills in human resource field.

The meaning of human management must be considered in terms of historical development. Human resource management today is not the same as it was in 1990 nor will it be the same in the future knowledge and philosophy. Value and technology have continued to change several factors influencing the development of human resources management such factors include:

1. The emergency of personnel specialist
2. Human relation era
3. The behavior era
4. The welfare era
5. The industrial era
6. The scientific management movement
7. The growth of trades unions
8. The industrial revolution
9. The paternalistic era

In the beginning the personnel staff simply processed people for hiring and maintained simple record of each. Resource manager’s participated in the strategic planning. The personnel concept of human resource management is that it plays a role in the organization manpower, policy and planning.

1.2   STATEMENT OF THE PROBLEM

Despite the adequate funds spent by the management of federal judicial service commission on training and development programmer for their employees in order to improve their skills and performance the employees were still found not putting up the expected performance.

 In the light to the above, the researcher found it very interesting to undertake the study or the importance of human resource management in an organization.

1.3     OBJECTIVE OF THE STUDY

Human resource been the most important assets of all organization it plays a significant role in the structure and operation of all public organization as designed. In the process of administering human resource in the public sector, human resource manager face some challenges which hider the performance of their functions. Therefore they formulate policies and the method to guide them to achieve these objectives.

             The objectives of the study therefore are:

1. To identify the problems associated with human resource management in public organization.
2. To uncover the significance and the impact of motivation on effective human resource management with reference to federal judicial service commission.
3. Consequently, the research work critically analyzed the significance of human relations in the organization.
4. Finally, the project recommended possible solution to the problems which hinder the performance of human resource management in an organization.

1.4     SIGNIFICANCE OF THE STUDY

This project work is necessary in order to know the significance role that the human resource management plays in an organization.

This is to consider on the event of managing human resources in the realization of the organization of the goal by carrying out a research work on activities by personnel in public or private service.

The study will provide detailed information about those factors that responsible for effective and efficient management of human resources in the court. The finding will also be useful to all judicial organization in general, the relevant government department, the management and staff of judicial service commission in particular so as to know what extent the human resources management has significantly affected the attainment of the commission objective.

1.5    SCOPE AND LIMITATIONS OF THE STUDY

This research work is only limited to the impact of an effective human resource management in an organization in the course of this study, the researcher faces some social factors that limit the study to be successful in operation. The means of realizing these targets must give consideration to the base question regarding the role of human resources.

Some these factors include

1. Time factor: the time to conduct the research is too limited the researcher is constrained to operate within a limited time frame. Also the researcher is engaged in some other academic work.
2. Financial constraint: the cost involved in transportation and to source for material for this research is also limited.

1.6 STATEMENT OF THE HYPOTHESIS

H0. An effective human resource management in an organization may have little or no impact on organization goals.

1. HI. An effective human resource management in an organization may have great or serious impact on the attainment of organization goals.

1.7     DEFINATIONS OF TERMS

Me Garth (1917) defined human resource as the personnel or body engaged in many service of employment)

1. Management: Mitchell (1994) defined management as the organizing and directing of people, for the achievement of an objective or it’s the application of bureaucratic rules In a given institution for the achievement of set up goals or objectives.
2. Recruitment: Mekinnel and Loward (1980) defined recruitment as an activity performed to obtain a pool of candidate with better qualification.
3. Selection: Denger (1966) defined selection as various decision point in the staffing process such as whether the application meet minimum qualification i.e. what will be the passing point on test based on which the candidate is to be appointed
4. Motivation: Weber (1963) defined motivation as the process of giving incentive to workers in order to induce them to put in their best.