1.0 Introduction
1.1 Background Of The Study
Strategic Human resources management (SHRM) is concerned with contributions human resource strategies make to organizational effectiveness and the ways in which these contributions are achieved. (Jeff Erickson, Lee Dyer 2004) Therefore the aim of strategic Human resources Management is to ensure that the culture, style and structure of the organization and the quality, commitments and motivation of it employees contribute fully to the achievement of business objectives. According to Michael Armstrong, 1992, a strategic Orientation is a vital ingredient in human resource management. It provides the framework within which a coherent approach can be developed to the creation and Installation of Human resources management policies, systems, and practice. Strategic human resource means accepting the HR function as a strategic partner in the formulation of the company’s strategies as well as in the implementation of those strategies through HR activities, such as recruitments, selection, training and rewarding personnel. Where as strategic HR recognizes HR’s partnership role in the strategizing process, the term HR strategies refers to specific HR courses of action the company plans to pursue to achieve its aims (Siddhartha Chaturvedi , 2002)
Managing the human resources in the organization is the traditional responsibility of the personnel manager, a precursor to human resource management (HRM). Some scholars however equate HRM with personnel management, concerned with providing staff support in the organization (e.g. Guest, 1989). Other scholars consider HRM as a natural development of personnel management practices in the face of changing economic and business environment (Armstrong , 1989 & 2004, and Fajana 2002).The people –management discipline is undergoing continuous metamorphosis, with the recent emergence of strategic human resource management (SHRM) in organization and management Literature.
1.1 Statement Of Problem
All scientific research is necessitated by a perceived problem. As such the desire and quest to set out and research on this topic –“the impact of strategic Human Resource management in first bank of Nig.Plc. Asaba main branch was aroused”.
As earlier stated, strategic Human Resources Management is aimed at ensuring that the culture, styles and structure of the organization and the quality, commitment and motivation of its employees, contribute fully to the achievements of business objectives, hence determining the extent to which these aims are achieved is also of paramount importance.
The problems may be stated as follows
- The demographic factors which consist of country population, supervising status, age, education, ethnic status, gender and change in unemployment.
- Problem of human resources management practice in terms of formal training system, performance approach , employment security , career ladders and broadly defined jobs
1.2 Purpose Of The Study
The researcher has the following stated objectives as a focus to illuminating the impact of strategic Human resources management as a tool for improving business performance in Nigerian organization
- To appraise how SHRM activities contribute to the achievement of business objectives in organization
- To determine the extents at which the applied SHRM has yield or is yielding results in respect of its purpose of application.
- To ascertain the relationship among these human resource management practice perceptions and demographic characteristic.
1.3 Research Questions
- Is there any significant relationship between strategic human resource management and organization development?
- Do individuals have clear careers path within the organization?
- Do human resource management practice important to the organization development?
- Is there any significant relationship between demographic characteristics and human resource management perception?
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