The Impact Of Human Resources Policies On Employees Performance
Abstract
The study investigates how HRM policies affect employee performance, paying particular attention to First Bank of Nigeria plc.
Human Resource Management Policies-related literature was cited in order to do this.
The system of written rules established by an organization to support administrative personnel functions, performance management, employee relations, and resource planning is known as human resource management policies. The creation of policies can assist a company in demonstrating to internal and external stakeholders the fundamental requirements for handling contentious issues related to diversity, ethics, and training, as well as a commitment to the regulation and corporate governance of its workforce.
First Bank of Nigeria plc. was surveyed by a sample of 80 respondents using basic and stratified sampling techniques.
Furthermore, there was a response rate of 62.5 percent compared to 37.5 percent of non-respondents.Therefore, data analysis and interpretations used 50 respondents.
The questionnaire was employed as the research tool, and methods of data analysis used for the study included frequency distribution, percentage, and chi-square.
However, the study’s findings demonstrate that HRM practices have a big impact on how well employees perform. Additionally, a beneficial association between employment and human resources policies
Chapiter 1
Introduction
1.1 The Study’s Background
Any organization’s growth and survival, especially those of the 21st century, which often deal with harmful rivalry in the global market, depend on the management of human resource policies. Bankole,(2003).
Human resource management procedures involve fundamental rules that enable efficient and effective staff utilization for the achievement of best practices. As a result, any organization that wants to succeed in the long run in the current environment of intense competition must adopt a realistic human resources system, planning, and utilization that can inspire and sustain the entire workforce in the pursuit of the organizational goal. This is thus because, unlike the kingdom of heaven, which is based on righteousness, the world’s government is essentially controlled by men (Human resources). Therefore, improving the survival of a business requires management policies or principles of human resources.
Qureshi.M,(2006)
However, long-standing HR policies are firmly rooted in ensuring that employees have a peaceful and supportive working relationship while taking into account labor regulations, privacy laws, occupational health and safety, human rights, and workers compensation.
It entails assurance on other pertinent laws that are applicable in the country where the firm works.
No matter how sophisticated and effective an organization’s modern tools and technology are, or how many financial and other material resources it has, these things are useless to it unless the actions, principles, and rules that govern its human resources are followed. Economic development is not solely a result of a sufficient supply of natural resources and other resources. In terms of employee or worker teamwork and management action, it is the human asset that can effectively deploy and utilize human resources to make good use of resources. As a result, HR policies serve to shape the organization’s value as an employer and guarantee that managers have the knowledge and tools necessary to implement and oversee the policy. The human component is at the heart of every organization.
Marques,(2007)
According to Iyanda (1986), human resources account for up to 64% of the development process in each nation, with the remaining 36% coming from other natural and artificial resources.
1.2 Statement of the issue .
Policies created to affect human resources management are poorly executed despite the fact that they are recognized as essential to an organization’s performance. The lack of or subpar response to putting this principle into effect in the majority of organizations has been based on rigidity and subpar performance for its ethics. Among these abnormals are:
– Mediocrity in service delivery due to poor hiring practices and the selection of individuals based on federal character, nepotism, feelings, and sentiments.
– Lack of experience as a result of ineffective practices for training and development that are contrary to HR rules or principles.
– The absence of strict employee evaluations of their work, which results in inconsistent performance of the duties or tasks that have been allocated.
– An ineffective motivational strategy that implies that the employee should be satisfied with their employment
– Inconsistent decision-making by managers and employees that has a negative effect on the workplace or corporate success
– Negatively affecting employee performance by showing disregard and insensitivity to general employment norms, occupational health and safety, human rights, and workers compensation.
1.3 Goal Of The Study
Examining how First Bank Nigeria Plc’s HR management practices affect employee performance is the overall goal of this study. Its objective is to
– Recognize the impact of human resources policy on workers’ performance.
– To raise employee awareness of human resources procedures and policies in the banking industry.
– To illustrate the variations in human resources policies provided by the various Nigerian banking companies.
– To determine the Human Resources practice that employees feel is most in need of attention in order to perform better than previously.
– To investigate the significance of human resource practices and to alter employees’ perspectives because these practices have a positive impact on both the performance of the company and the employees individually.
1.4 The Study’s Significance
The study is essential because the findings will show how poorly implemented HR rules in firms can be changed, implemented, and followed.
– The findings will help the researcher determine the advantages of HR policy compliance in the workplace.
The results will show how organizational integration, flexibility, decentralization, and functional autonomy can be viewed as catalysts for corporate communication and employee commitment to better organizational synergy.
– The study will clarify how significant concerns pertaining to an organization’s mission or operations are addressed in human resources policy.
The result will refute the notion that management can be flexible enough to approach every circumstance differently.
1.5 Questions For Research
According to the previously mentioned research goal, the study seeks to address the following queries:
– Are your organization’s human resources management policies effective?
Has the performance of employees been impacted by these practices in organizations?
– Do the HR practices used in your firm make sense given the size of the workforce?
– Does your organization successfully monitor and enforce the policy?
– Has the HR statement resulted in the generation of competent and skilled workers?
– Does it foster harmonious employment relations in the workplace?
– Have the objectives outlined in this formal statement been met?
– How will the HR policy affect a manager’s capacity to make decisions on recruiting, firing, approving leave requests, performance reviews, and promotion decisions?
– How does it aid in the creation of the desired workplace culture for the organization?
3. HYPOTHESIS
I. HYPOTHESIS
H0: The effectiveness of employees is not significantly impacted by human resources policies.
H1: Worker performance is significantly impacted by human resources policies.
II. HYPOTHESIS
H0: Policies relating to human resources have a negative impact on employment relationships.
H1: Policies relating to human resources have a favorable influence on employment relationships.
1.7 THE STUDY’S SCOPE
The study examines the effects of human resources policies on employees’ performance with particular reference to First Bank of Nigeria Plc, which is located in the state of Lagos at the Taylor Bus Stop on the Lagos-Abeokuta Express Road.
Staff and employees from the top, medium, and bottom echelons of the business make up the majority of the respondents targeted for the study.
1.8 Limitations of the study:
Among the difficulties encountered during the study are:
– Traffic control device
– Distinction
– Stress and the rigors that go along with it
– An incomplete collection of questionnaires was received, in contrast to the number that was initially disseminated.
– Information privacy, according to some responders.
– Mistreatment and rude behavior from the financial institution’s security-gate staff and
– Budgetary restrictions.
1.9 Terminal Definitions
A formal statement of a rule or concept that members of an organization are expected to abide by is known as a policy. Every policy addresses a topic that is crucial to the organization’s operation or mission.
Performance refers to the result or outcome of an employee’s service delivery to a task that has been assigned.
HUMAN RESOURCES MANAGEMENT is the practice of functions or activities that are centered on people and address the efficient sourcing, utilization, and upkeep of human resources within a company.
EMPLOYMENT RELATIONSHIP: Describes the fundamental workplace regulations that apply to both employers and employees.
A MISSION is a task that a person, group of people, or organization is assigned to complete.
VISION: suggests the objective of an entity, a collection of people, a group of people, or an organization, which is motivated by its work to realize it.
ORGANISATIONAL INTEGRATION discusses the harmony inside a company and the manual coexistence of its employees. This can be accomplished by having strong group cohesion and good communication.
A person’s behavior is motivated by any instinctive or rational attempt to satiate their fundamental wants, perceived or rational demands.
Additionally, the inner stimulus is what motivates workers to perform at a higher level.
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