INTRODUCTION
Human resource management according to Dressler [ 1973 – 125] can be defined as “ procedures activities or action directed toward finding the solutions to the manpower problems of an organization” that is actions which are placement wages recruitment selection and placement wages and salaries administration industrial relations and joint consultation employee welfare training and development motivation employee appraisal and assessment and effective unitization of human resource of an organization.
According to Ubeku (1975:98) the major importance of the subject matter is the fact that is a basic function of management. Unless it is effectively carried out by all members of line management.
Technical efficiency will be inadequate to achieve organizational success. Problem of human resource should not be though of as something separate from technical problem. Both are put of a single situation that need to be understood and dealt with by the line officials beginning with the does executive officer (CEO)
Also human effort differs form other factors of production. This is due to the fact that the employee has his own objectives which must be integrated and reconciled with those of management or the organization. In carrying out human resources management practices both individuals and group relations are taken into account.
Human resource management according to Strawese (1988:98) “started in the from of record keeping. It kept employment records of workers and management or rather managers including such factual materials as date employed background information successive jobs held in the organization with dates and wages received disciplinary penalties imposed and other maters in the relationship of the individual to the organization
Majority of the people with particular reference to the elite will be wondering why there are problem of human resource management in the private and public sectors of Nigeria organizations. First of all emphasis will be made on the importance of human resource in every economy. factually Wendell (1984:30) described human resources as “ those individuals engaged in any organizational activity regard less of level
Human resources management is also concerned with he obtaining of the best possible staff of any organization and having gotten then looking after them so that they will stay and give the best of their jobs. However Wendell went further to emphasize that there are no demarcation for was and women working for an organization. The human resources of the government for example in the Enugu State boasting service (ESBS) Enugu ranging from the manager down to the messengers.
Any activities in the organization from stating to the finishing stages depend on human resources or the staff therefore any organization aimed at achieving some of her goals must adequately be motivated. The researcher clearly understands that the goal of the organization cannot be achieved only by providing and ensuring adequate supply of personnel. This because the human resources or personnel staff that are not well motivated in an organization can never give out their best furthermore James ( 1978:73) observed that the effective use of people is the key productivity. Motivation of employees in an organization is to get the best of their skill and abilities.
James further observed that although the task of motivating workers rested on the managements team as a whole. Managers have more rules to play in other words the sort of continuous day to day coaching appraisal and encouragement that the employee will need will be more than over before managers have upper hands in motivating workers. When managers work together with their workers they will know and satisfy their problems for better result.
In most case the above is expected to be obtained in the public sector but reverse is the case. This is because government will be able to maintain constant and adequate supply of personnel staff let alone motivating the little they have finally, his project will be a contribution finding possible solutions to most of the problems of human resource managers in Nigerian organizations in general and Enugu state particular
LITERATURE REVIEW
Gluck (1979:20) defined human resources management as that function of all enterprises which provides for effective utilization of human resources to achieve both the objective of the enterprise and the satisfaction and development of employees.
Floppo (1986:10) defined it as the planning organization directing and controlling of that procurement development compensation integration and maintenance of people for the purpose of contributing to the organizational goals let us take a close look at these definitions. Personnel or human resources management is said to have two possible meaning. According to Udeze (200: 24) “it is used by some authors to refer to the function’s of managing people at work” every manager who works with people must be involved in personnel management.
The second meaning of the term personnel (human resources) management refers to the unit of the organization that coordinates personnel activities: this is specialized sections of the organization that handles staff matter’s Guick also did recognized that the essence human resources is to maintain these specific functions aimed at accomplishing the goals of an organization. Floppo on this side was more specific in this regard. He mentioned planning development maintenance compensation nod integration as those vital functions of human resources management.
Ubeku (1975:18) want into even more detail in discussion the functions of personnel or human resources management. According to him the traditional functions of human resources management are:
- Recruitment selection and placement
- Wages and salaries administration
- Training and development
- Motivation and
- Organizational development.
Gluck however did capture an important aspect of modern human resources management which Floppo omitted.
The later part of Gluck’s definition indicates that the objective of human resources management is just to enable workers achieve organizational objectives and their and satisfaction. A distinct feature of Floppo’s definition is that it embodies two different sets of functions the first set consist of planning organizing directing and controlling are what he appropriately termed the managerial functions of human resources management. While the later function includes procurement development compensation and integration.
