1.1 Introduction
Human resource development is a way of empowering people by fostering the contributing capacities that they can bring to the development of their own quality of life and that of their families, communities, enterprises and societies. Human resource development is also concerned with the provision of learning, development and training opportunities in order to improve individual, team and organizational efficiency (Armstrong, 2003). Human resources include knowledge, skills, abilities and experience controlled by an organization that enables it to improve upon its performance, competitiveness, innovation, efficiency and effectiveness (Anlesinya, Bukari and Eshun, 2015). Development must embrace all employees in the organization and must aim at challenging all to growth and self-development (Anlesinya et al., 2015).
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of terms.
1.2 Background of Study
In recent years, it has been noted that good number of business establishment are having poor performance as a result of lack of effective and efficient human resources. Business is full of uncertainty and the understanding of labour contribution or human resources development is vital for management especially in the areas of boosting organizational productivity and as well its profitability.
According to Susan, (2012), human Resource Management is the function within an organization that focused on recruitment of, management of, and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment (Susan, 2012). Effective Human resource management enables employees to contribute effectively and productivity to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012).
Most organization does not have plans for the development of their members of staff. Once those people are recruited, the companies do not orientate them, neither do they train them to acquire other modern skills or improve upon their talents and educational qualifications they came in with. Companies under study need to equip their labour force which will boost quality product and profit making of their organization. Human resource development makes sure that manpower planning in an organization is not static but an ongoing process source Human resource Article (2009).
Human Resource Development according to Wilson (2004) is a title which represents the latest evolutionary stage in the long tradition of training, educating and developing people for the purpose of contributing towards the achievement of individual, organizational and societal objectives. But like human resource management it has attracted criticisms from some quarters. The first criticism was on its interpretation, by Hansen and Brooks (1994) who claimed that human resource development could be problematic particularly if an international perspective is taken because its interpretation and roles tend to vary from one country to another.
The challenges of lack of skilled labour, heavy competition among firms, technological problems, low productivity and to mention but a few leads to a high rate of poor performance and poor product implementation while placing a serious limitation on product expansion and increase in productivity. It is against this background that this study is being carried out to appraise human resources development in organizational productivity and profitability.
Therefore, in Ikeduru Local Government Area where the research was carried out, the activities that was conducted is to assess the Human Resource Development in Small Scale Business Enterprise.
1.3 Statement of Problems
Investigation revealed that Human Resources Development approach has not taken a planned route in most instances. These days what obtains in most financial institutions is an aberration of the real sector. Lack of research on the relevance and utilization of available human resources in relation to the bank needs and their performance characterizes the management of human resources in most small scale business enterprises in Nigeria.
Training and educational contents are not systematically and regularly tested for relevance to the changing requirements of the small scale business enterprise. It has also been observed that most employees make little or no effort to develop themselves and or increase their careers that will help to progress their job and employability. The above-mentioned problems and issues call for a revised and appropriate strategic approach to human resource development with a forward look to fit with the changing global economic situation with changing social, economic and environmental conditions.
1.4 Aim and Objectives of Study
The aim of the study is to assess the Human Resource Development in Small Scale Business Enterprise using Ikeduru Local Government Area as a case study. In achieving this aim, the following specific objectives were laid out as follows:
- To identify the factors that affects the implementation of human resource development policies in the area under review;
- To determine the efficiency of human resources training and development in organizational growth;
- To determine the extent at which effective human resources development can enhance productivity in order to reduce poor performance in Small Scale Business Enterprise; and
- To proffer possible strategies for the successful implementation of the human resource development in study area in ensuring the attainment of its goals.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Are there factors that affect the implementation of human resource development policies in Ikeduru Local Government Area?
- To what extent is human resources development effective in enhancing productivity in order to reduce poor performance in Small Scale Business Enterprise?
- What is the efficiency of human resources training and development in organizational growth?
- What are the possible strategies for the successful implementation of the human resource development in Ikeduru Local Government Area?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There are no significant factors that affect the implementation of human resource development policies in Ikeduru Local Government Area
- H1: There are significant factors that affect the implementation of human resource development policies in Ikeduru Local Government Area
Hypothesis Two
- H0: The Effective human resources development does not enhance productivity in order to reduce poor performance in Small Scale Business Enterprise.
- H1: The Effective human resources development enhances productivity in order to reduce poor performance in Small Scale Business Enterprise.
1.7 Significance of Study
Globalization, technological change and competition have introduced volatility into the 21st century economy. High level complexity and uncertainty continue to characterize the global economic landscape with serious impact on businesses both globally and locally. Cases of mergers, acquisitions, layoffs and shutdowns are being reported worldwide. Surviving organizations are leaving no stone unturned to ensure that they intelligently confront the rapid shifts in the global economy.
Organizations need the combination of human, material and financial resources to achieve set goals. While it is commonly believed that human resource is a critical source of sustainable competitive advantage, corresponding actions in organizations are usually incongruent with this assertion. This contradiction is reflected in frequent failures to properly articulate and implement effective human resource development policies and practices. Consequently, attracting and retaining core talents become serious challenges resulting in dysfunctional turnover that hampers productivity.
This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of the research is focused on the assessment of human resource development in small scale business enterprise using Ikeduru Local Government in Imo State Area as a case study.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Research Material: availability of research material is a major setback to the scope of the study.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
- Initial Cooperation Delay from Respondents: A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.10 Definition of Terms
Human Resource:
This is a single person or employee within your organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training.
Personnel management:
This is an administrative function of an organization that exists to provide the personnel needed for organizational activities and to manage the general employee-employer relationship.
