ch 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 better will continue to increase as the organisation employee’s more workers in the organisation. It is clears when an organisation do not have the necessary training materials in the post in which they are problems, conflicts may arise role conflicts exist because different role behaviors are expected in the same situation such conflicts may manifest itself in favourism, biased complaints and unequatable allocation of resources (Paul 1998). Conflicts arises because they re not really trained on their job productivity increase or decrease depending on the level of training given to workers of an organisation on the manner of communication, team wok, tension and hostility involved.
Will the development and proper management of human resources in an organisation increase or decrease the performance of the workers of the given organisation? Is it wrong to get involved in the organisation? Will the development and management of workers in the organisation influence organisation productivity negatively or positively.
1.3 SCOPE OF THE STUDY
A case study of United Bank for Africa (UBA) will be analyse as for a proper illustration and better understanding on the research of human resources UBA has over 31 branches but these study is limited to a branch of UBA in Lagos Island. The sample will be limited to only workers or employee in this particular organisation.
The study will be limited to the main departments which is Human Resources Management, Accounting and Marketing Department. Using United Bank for Africa (UBA) as a case study, I hope to study works techniques, work ethics, working attitude, staff trained styles and many more of the bank environment also the managerial attitudes and human resources response within the organisation to the bank.
1.4 PURPOSE OR OBJECTIVE OF THE STUDY
The main objectives of this research are to access the effect of human resources management or personnel on the organizational performance using UBA as a case study:
i. To known of its management of human resources if influencing the or