THE EFFECT OF HUMAN RESOURCE PERSONNEL ON MANAGEMENT OF ORGANISATION PERFORMANCE
1.1 BACKGROUND OF STUDY
Human resources of an organisation can be defined as the man and woman who work for that particular organisation as the most important corporate resources. They are vital to the generation of all goods and services just as money and raw materials are resources, so also people are human resources of an organisation.
Human Resources Management (HRM) controls the recruitment and selections, development, compensation, retrenchment evaluation and promotion of personnel within an organisation. The Human Resources can also be described as people who performance its activities, in a sense all decisions which affect the workforce concern the organisation. Human Resources Management (HRM) function regardless of the size of a formal HRM or Personal Department, the activities involves in Human Resources Management is pervasive throughout the organisation
According to Glueck, Human Resources Management can also be called Personnel Management is functions of all enterprises which provide for effective use of human resources to achieve both the objectives of the enterprise and the organisation. He went further by emphasizing the psychological basis of personnel management which deals with utilization, motivation and protection of workers.
Human resources management is a means of getting better result from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, objectives and standard. It is a systematic approach to the management of people using performance goals, measurement, feedback and reorganisation as a means of motivating them to realise or informal methods adopted by an organisation and its managers to increase commitment and individual and corporate effectiveness. It is not just performance appraisal or performance related pay. These will indeed be important elements in a performance management system. But they will be par of an integrated approach which consists of an interlocking series of process, attitudes and behaviours which together provided a coherent strategy for adding values and performing results.
The main aim of managing the performance of workers is to provide direction and motivation to those covered by the scheme. It provides the means for an organisation to translate strategy in the result. Human Resources Management forecast the company’s future skill and competency needs, based on the organisation business needs and strategies. Then it seeks to attract the most qualified people to satisfy those needs and execute the strategies. After people are hired, Human Resources Management assists in developing them competencies. Its then assists in rewarding employees and motivating them to perform better and inform their skills. Also, it works to retain employees who will benefit the company and help it achieve it strategies business goals.
Human resources development is a process introduced in improving the quality and productivity of personnel resources of the organisation. It is the process of improving, moulding, changing and developing the skills, knowledge, creative ability, right attitudes and value commitments based on present and further job and organizational requirements.
Human resources development includes educational training of an employee from the lowest form of educational level to the tertiary level. Organizations performs is defined as the record of outcomes produced on a specified project function or activity during a special period.
Different methods can be used to determine the performance of an organisation in a given area. These include; essay, critical incidents, forced distribution, emergency, ranking and paired compassion, the rating scale, forced. Choice and weighted checklist performance report. Proper development and management of an organisation can have a lot of effect on the organisation performance an the outcome of its productivity.
The need for effective management and development of human resources to perform