Abstract

This study investigates the impact of Human Resource Management on Organizational Performance with case study Njieforbi Company Ltd Buea. The management of employees in organizations is a major contributory area to organizational success. The human resource, on the other hand, is the most important and complex component for achieving organizational success (Igwe et al.,2016).

The study had as Specific Objectives; to identify the relationship between human resource planning and organizational Performance, to examine the effects of training and development on organizational performance, to assess the influence of compensation and motivation management on organizational performance

The study adopts a case study research design. A total of 30 management staff respondents were selected for the study using stratified random sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through Multiple regression analysis.

After conducting the necessary research and carrying out the necessary analysis, it was discovered that human resource management significantly impact on organizational performance, case study Njieforbi company Ltd Buea. The study thus recommends that Njieforbi company limited Buea should organized more often seminars and workshops to improve on its employee’s knowledge about the development of human resources plans so as to improve on its performance.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The management of employees in organizations is a major contributory area to organizational success. In a market economy, business success is dependent on the efficient use of relevant resources such as financial resources, material resources, and human resources. The achievement of the goal is accomplished through the combination of these resources. The human resource, on the other hand, is the most important and complex component for achieving organizational success (Igwe et al.,2016). Human resource management (HRM) entails tasks such as HR preparation, human resource management, strategic recruiting, employee training, growth compensation management, efficiency, worker relations, health care, employee satisfaction, and employee service provision. It consists of policies and practices designed to improve organizational efficiency, employee engagement, and work quality. (Khan & Abdullah, 2019).

Globally, human resources management (HRM) plays a vital role in achieving an innovative and high-quality product or service in an organization. The achievements of an organization widely depend on several significant factors that affect the organization performance. HRM practices such as training and development, compensation, career planning, employee involvement, and performance appraisal encourage the employees to work better thus, increase the performance of the organization (Fomude et al., 2020).

The evolution of human resource management can be traced as far back around 1000 B.C. to 2000 B.C., this saw the development of more advanced HR functions. The Chinese are known to be the first to use employee screening techniques, way back in 1115 B.C. They were the Greek and Babylonian civilizations, ages before the medieval times (Udofia,2012). We can trace the origins of HRM all the way back to Frederick Taylor and Scientific Management. Taylor’s (1911) accounts for his experiments and ways of ensuring and increasing effectiveness are similar to what we now know as job analysis, selection, training, and motivation through compensation. From the early steps of Frederick Taylor, HRM came to be through influences from industrial psychology, industrial sociology and labour economics theory (Byremo,2015). Since the early 1980s, the field of human resources management has been in a state of rapid transition. As the world continues to experience profound changes, different sets of changes are revolving. Today, most managers are comfortable with the term “Human Resources” but a few still prefer to refer to “people”, “Employee” or “staff” and to use the term “personal management”. Cowling (1998;35) argues at one level that terminology ‘may be deemed to be less important, because it is practice that really counts.

However, at another level, he argues that it does matter because ways of managing people at work have come a long way in the last fifteen years, and a refusal to use the modern term “human resources” can be an indication of a failure to recognize and utilize recent development. Human resource management was introduced into China in the 80’s, in the process of the study, because the management of employees is the intangible assets, the impact of human resource management on organizational effectiveness cannot be analyzed in quantitative type, human resource management and organizational performance are the relationship of “black box”.

In Nigeria interests in human Resource Management practices in organizations. Corporate executives in the public and private sector organizations came to realize that indeed human resource is the very necessary and essential resource that energizes all other material and financial resources to enable the organization achieve its objectivess (Udofia,2012).

In the context of Cameroon, many organizations are increasingly pursuing continuous improvement in their performance especially in the telecommunication sector (Imbolo,2021). Cameroon is among the African countries currently experiencing a crisis in the area of human resources for health (HRH), which is adversely affecting progress towards the health-related Millennium Development Goals (MDGs) (Ngah et al,2013). In the Cameroonian context alone, the effect of human resource management practices has been widely addressed and in

various areas. For example, Bandibeno and Ndongo (2017) examined the impact of HRM practices on the social performance of decentralized local governments in Cameroon and concluded that there is a positive and significant link between HRM practices and the social performance of these entities.

1.2 Statement of the problem

Despite a wealth of empirical works on human resource management, still effects of human resources management on organizational performance remain one of the greatest challenges that many organizations face. Undoubtedly, it seems obvious that human resource management practices in most of the organizations today are not up to expectation oraganisations in Cameroon are not exempted.

Organizations are facing challenging, rapidly changing and competitive environment in this era due to globalization, advanced technology, rapidly changing customer demands, diverse work force etc. Organizations need to attract and retain talented employees in order to succeed in global market. Huselid (1995) argued that organizations can use HRM practices to shape the attitude and behavior of employees.

The frequent alleged lopsided recruitments, promotions, appointments and retirement in the organization have always raised public concern. Furthermore, the service lack of a human resource management mechanism has led to the ebb in professionalism and lack of zeal in the personnel. Organizations need to pay much more attention on HR practices in order to be competitive in this global market. A good HRM policy benefits all departments of the organization. Thus, the management of this resource requires special attention since the success of the company also depends on it (Simo et al,.2020)

Persuading the employee to go beyond the function of “mere producer” to become a full member of the organization requires a certain amount of conduct on the part of management. It is therefore up to managers to encourage them to become truly committed to the organization.

Moreover, when the organization implement good management practices staff will not quit, organization will have a good performance. This has motivated the researcher to study the impact of human resources management practices among Njieformbi staff and establish whether has related to organizational performance.

1.3 Research Question

1. What is the relationship between human resource planning and organizational performance?
2. What are the effects of training and development on organizational performance?
3. What are the influences of compensation and motivation management on organization performance?

Read: Public Administration Project Topics and Materials