ABSTRACT
Human resources management exist to help employees and organization reach their numerous goals. In the course of doing this, they face many challenges arising from the demands of the employees, the organizations and the society. And, in a depressed economy like Nigeria, it takes an effective and efficient human resources manager to meet these challenges proactively. The purpose of human resources management is to improve the productive contribution of people in the organization in way that are strategically, ethically and socially responsible. This purpose guides the study and practice of human resources management. In line with the above, this research work investigated low productivity of workers as a basis for investigating the methodology adopted in managing human resources in Emenite Enugu. The study is divided into five chapters. Chapter one is the introductory chapter in which major direction of the work is discussed. Chapter two discussed the review of the related literature. Chapter three discussed the research design and methodology, while chapter four discussed the presentation and analysis of data. Chapter five discussed the findings, recommendations and conclusions based on the analysed data. From the data collected and analysed it was found that the human resources management techniques, methods and process employed by Emenite improved workers performance and productivity of the organization.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The term human resource management has come to the fore in recent years. There is a growing awareness by management and personnel specialist that the organization is an organic entity and that its parts are so inter dependent that a change cannot be introduced in one place without affecting the entire organization.
The importance of human resource of any organization whether public or private has long been identified. Human beings are resource to any organization, just like inventories or cash in bank. They are the most important asset in an organization. Organizational objectives such as profit maximization, market share, social responsibilities, cannot be fulfilled without human beings who co-ordinate the activities of the organization using other factors of production. The realization of the value of human capital to any organization has led to a proposal by
experts that people should be classified as “assets” and to be so recorded in accounting records.
Investment in human capital is a worthy and necessary expenditure if an organization is to discharge its legal, statutory and social responsibilities to the owners, government, the public and society at large.
Where yesterday’s personnel administrators used to be mainly for keeping employees and managers from each other’s throats, today’s human resource managers bring together employees and employers as a partnership in profitable operation and global competitiveness.
Human resource management involves all management decision and practices, which directly affect or influence the people who work for the organization. It brings about improvement in the quality of work
life, productivity, job satisfaction, training and development for change.
Human resource management is a modern term for what has traditionally been referred to as, personnel administration or personnel management. Some authors view human resource management as being
somewhat different from traditional personnel management. They see personnel management as much narrower and more clerically oriented than human resource management. For the purpose of this study, we will use the term, human resource management.
Human resource management brings about improvement in the quality of work life, productivity, job satisfaction, training and development and readiness for change.
Human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically, and socially responsible.
Human resources management embraces those activities designed to provide for and co-ordinate the human resources of an organization. It involves management decisions and practices that directly affect or influence the people who work in the organization (Ugbaja, 2002: 78). It emphasizes the individual employee as against collective relation between management and labour.
According to Metcalf (2003: 1), Human resources management involves management relying less on hierarchy and command but becoming more participative and open. The aim is to promote co- operative relations between management and employees and to avoid controversies associated with traditional industrial relations.
Human resources management requires a package of measures including employee involvement, relating pay to performance, care with selection and training and fair treatment of employees.
According to Nwatu (2000: 49), organizations operating human resources management policies devote resources to staff recruitment, selection, training and development as well as social welfare and security schemes. They are particularly keen to employ individuals who can operate flexibly and adopt to different tasks as opposed to keeping rigidly to defined job demarcations. They must also be able to adapt to rapidly changing work arrangement.
Some of the Human resources challenges that face most organization are in recruitment, performance management, training and development, motivation and compensation management. Recruitment has become an important element in human resource management. Human resources determine every organization’s success.
Human resources have become an indispensable factor of production system. Thus, every firm uses its human resources to achieve its goal. However, not all types of human resources are needed by all organizations. In 1950s automation (robotic Engineering) targeted at displacing workers with machine, Imaga (1996:288) became possible task. Rather than eliminating human labour, its consequence was improved labour quality (job skill and job satisfaction).
This is accomplished by training high-level manpower to operate and manipulate robot/machines. An insight into Japanese industrial revolution reveal that her greatest resource is either land which is relatively too small nor capital which lack a formidable base, but it
was her human resource which is almost 100% literate and skilled as a result of training and development.
According to Lioyd L. Byars and Leslie W. Rue (1991:6-7) Human resource functions are concerned with variety of activities that significantly influence all areas of organization and include the following:
1. Ensuring that the organization fulfills all of its equal employment opportunity and other government obligations.
2. Conducting job analyses to establish the specific requirements of individuals jobs within an organization.
3. Forecasting the personnel requirement necessary for the organization to achieve its objectives.
4. Developing and implementing a plan to meet these requirements.
5. Recruiting the personnel required by the organization to achieve its objectives.
6. Selecting and hiring personnel to fill specific jobs within an organization.
7. Orienting and training employees.
8. Designing and implementing management and organizational development programs.
9. Designing systems for appraising the performance of individual employees.
10. Assisting employees in developing career plans.
11. Designing and implementing compensation system for all employees.
12. Serving as an intermediary between an organization and its
Union(s).
13. Designing discipline and grievance handling systems.
Organizations employ human resources management strategies to ensure total organizational /employee well-being and high productivity. Though human resources management strategies has been used by various organizations, much has not been accomplished by these organizations due to one reason or the other, e.g individual action etc. It’s against this background that the researcher wants to delve into
an assessment of human resources management strategies of Emenite ltd, Emene.
1.2 HISTORICAL BACKGROUND OF EMENITE LTD.
EMENE
The foundation stone of the company was on 3rd October 1961 by late Dr. Hon M.I. Okpara, the Premier of the then Eastern Nigeria. It was incorporated on the 6th of October 1961 with registration NO RC
2712.
Emenite limited, a member of the Belgian Etex Group started operation in 1963 under the name ‘Turners Asbestos Cement Company Nigeria limited’.
The company was owned by Turners and Newall Ltd (a Manchester, UK based company) 80% and the government of Eastern Nigeria 20%.
The reasons for the company at its location at Emene Enugu are due to proximity
to the cement factory at Nkalagu
to the airport
to railway line
to a river (Ekulu river)
Production started 1963 with the company manufacturing asbestos, cement pipes, roofing and ceiling product. During the Nigerian civil war (1965-1968), with the absence of the British management, Nigerians managed the company under the supervision of Mr. I. A. Onyeani.
As a result of the indigenization decree of 1973, the shareholding of the company changed to Turners and Newall ltd. 60% and Government of Eastern Nigeria 40%. The name of the company then changed to Turners Building products (Emene) Limited and the company headquarters moved from Tinubu square Lagos, to No 7 old Abakaliki road, Emene, Enugu.
Due to dwindling fortunes of the company, in March 24, 1988, Turners and Newall limited, divested its interest in the company and transferred 51% of its shareholding to Eteroutremer societe Anonyme
of Belgium (now Etex group S.A Belgium), the ultimate holding company /technical partners, while Anambra, Enugu, Imo, Abia and Ebonyi states share the remaining 40%. As a result of the new shareholding arrangement, the company changed its name to Emenite limited.
Due to lack of government patronage and the poor economic situation in the country, the manufacture of pipe and the first sheet machine line were discounted with, in 1986. Subsequently, the company could not continue with the three shift system of production and was forced to run on two shifts for three days in the past two to three years. However, in March 1998, when the prospects of the company started improving, three shifts production on five days a week was resumed.
Meanwhile, there have been constant machine upgrading, and computerization has been fully integrated in all aspects of the company’s processes.
Emenite limited since inspection in 1961 as Turners Nigeria limited has been a key player in the building construction industry in Nigeria. Their ceiling product which constitute 79% of their sales volume control about 24% of the Nigeria total ceiling markets, while the roofing product constitute the remaining 21% of the sales volume and about 4% of the Nigeria roofing market.
The company’s range of product include. (a) Roofing products:
big seven corrugated sheets (Grey, Red and Green colour)
standard corrugated sheets
ultimate corrugated sheets
villatile sheets
duratile concrete
long span (Amiantus) sheets. (b) Ceiling products
Emceil flat sheet
Duraceil decorative ceiling
Emlux decorative ceiling
Qualitile decorative ceiling
(c) Garden items
Flower pots of various designs and dimensions.
These products are made from fibre and cement and have the following properties/benefits for consumers
Universal application
Non combustible
Strong and long lasting
Good insulation
Rot and Rust free
Unique
Wide range and accessories
Cost effectiveness
Completely weather proof
Available in different colours
The company are now marketing a new product “the Duratile concrete tile” which was launched into the market on the 28th day of November 2001 in Enugu, in the first instance, and other areas later.
The company products are sold through a wide range of distribution network located in such a place that they will be close to project site.
Iso Certification:
Emenite limited, won Iso 9002 in 2002 (international standard organization or international organization for standardization) award and the company were the first to obtain such international standard East of the Niger. This means that the company product could be sold in any market both locally and internationally. This is international standard for quality systems with more than 100 countries with the central secretariat Geneva Switzerland.
MANAGEMENT STRUCTURE OF EMENITE LTD EMENE
Emenite limited Emene has board of directors headed by a chairman. They appoint the Managing Director. He heads four other departmental heads, and these include:
a. Finance manager b. Technical director
c. Commercial manager d. Personnel manager
These’s also what is called managing Director’s secretariat which include audit section, quality control and supplies. They report directly to the managing director (MD).
Emenite limited, has four departments and each is headed by a department manager.
FINANCE DEPARTMENT
Headed by a finance manager. Here, they four (4) sub-sections
Data processing
Treasury
Accounts
Imports
Data Processing
They receive all accounting documents in the company, cash voucher, unaccepted expense returns, daily banks statement, payment voucher, bank charges, local and foreign supplies, pay roll and stock items.
Treasury
They receive money from customer, prepare daily cash statement, give money to staff, escort money with police to the banks when money received is up to a million.
Accounts
They prepare cheques for supplies, pay cheques, keep petty cash, compute the fixed assets of the company in a computer, handle insurance, company tax, VAT, energy control, inventory control, bank reconciliation, reconciliation of staff account and supplies, documentation of bills, prepare budgets, monthly financial report
which is sent to Brussels head office, and year end accounts with external auditors.
Imports
They order raw material from EASA, place formal order request for foreign exchange from banks, processing of supplies documents, reconciliation of account with EASA. They also handle clearing and transportation to the company, prepare letter of credit.
TECHNICAL DIRECTOR
This department is headed by technical managers. They are two(2) sub-sections
Production department
Engineering department
Production Department
This is headed by a production manager. All production is carried out by this department. After producting the goods, the commercial department will now stock them for the customers purchase.
Engineering Department
This department is headed by engineering manager. They handle all the installations, repairs and maintenance of machines. They are to make sure that all the machines are in order before production of goods.
COMMERCIAL DEPARTMENT
This department is headed by commercial manager, followed by technical sales manager. Here, they have sales representative who are incharge of the sales of their products. They also have marketing, customer services and technical services.
The marketing division is divided into four (4) territories, namely, south East, East central one(1) East central two(II) and North central, each is headed by a sales manager. They report to the technical sales manager who report to the commercial manager. They handle loading of sheets stocking of finished goods.
PERSONNEL DEPARTMENT
This department is headed by personnel manager, who is followed by human resources officer. They also have administration, security, occupational health and human resources.
This department handle all personnel matters such as recruitment, promotion, transfer, confirmation of appointment, termination of appointment, dismissal of staff, staff discipline, deployment , up-grading of staff, casual workers who are on daily paid basis, security etc.
They also handle the personnel canteen services, clinic, wages and salary and staff welfare generally.
This material content is developed to serve as a GUIDE for students to conduct academic research
AN ASSESSMENT OF HUMAN RESOURCES MANAGEMENT STRATEGIES OF EMENITE LIMITED ENUGU>
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