Download complete project materials on The Applicability Of Human Resource Development Strategies In Recruitment Processes from chapter one to five
TABLE OF CONTENTS
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Title Page
Declaration
Approval page
Table of content
CHAPTER ONE
Background of the study
Statement of the problem
Objectives of the study
Statement of hypothesis
Significance of the study
Scope of the study
Historical background of the case study
Limitations of the study
Definition of terms
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
2.2 Human resource development defined
2.3 Elements of human resource development
2.4The role of human resource development in organization
2.5 The concept of recruitment
2.6 Components of human resource development in organization
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
3.1 Research design
Research population
Sample size and sampling techniques
Method of data collection
Method of data analysis
Justification for method used
3.7Justification for the instrument used
CHAPTER FOUR
DATA PRESENTION AND ANALYSIS
4.1 Introduction
4.2 Data presentation
4.3 Data analysis
4.5 Test of hypothesis
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
Introduction
Summary of findings
5.2 Conclusion
Recommendations
References
Appendix
ABSTRACT
This project work is an attempt to shed more light on Human Resource Development (HRD) and how the application of Human Resource Development strategies in recruitment can make employees to be more productive in achieving organizational objectives. Human Resource have bee described as the most valued asset of any business organization who work individually and collectively to achieve its objective, hence, the objective of this study is to see how HRD plans and programmes can be incorporated right from recruitment stages in order to enhance employees performance and productivity.
There are two hypotheses from which the questionnaire is drawn and it is designed in a likert 5- point scale grading, administered to a sample size of 60 respondents drawn from the research population. Furthermore, the data collected is presented in a tabular form, analysis of findings is also made while Ch-square method is used in proving the hypothesis formulated for the research.
Finally, the research findings revealed that the applicability of Human Resource Development strategies in recruitment is very key and crucial to successful employees performance in an organization. It was recommended that, in view of the importance of HRD to successful organizational performance, adequate funding and financing should be dedicated to Human Resource Development activities to ensure that the organization continue to remain relevant and achieve competitive advantage through its Human Resource
Planning As A Tool For Effective Management In Business Organization
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CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
Human Resource have been described as the most valued asset of any business organization. Though human resource have been part of business and organization since the earliest days of agriculture, the modern concept of human resource began in reaction to the efficiency focus of Taylorism in the early 1900s. By 1920, Psychology and development experts in the United States started the human relations movement, which viewed workers in terms of their parts. This movement grew throughout the middle of the 20th century, placing emphasis on how leadership cohesion and loyalty played important roles in organizational success.
The assumptions underpinning the practice of Human Resource Management are that people are the organization’s key resource and organizational performance largely depends on them. If therefore, an appropriate range of Human Resource (HR) strategies, policies and process are developed and implemented effectively, Human Resource will make a substantial impact on an organization’s performance.
It is against this backdrop therefore that organizations cannot do without designing an appropriate Human Resource Development strategies that are closely associated with aspect of Human Resource Management which is concerned with investing in people and developing the organization’s human capital, the moment they are recruited into the organization. It is therefore imperative that organization creates a condition where by latent potential of employees will be realized and their commitment to the organization secured.
This latent potential is taken to include not merely the capacity to acquire and utilize new skills and knowledge, but also a hitherto untapped wealth of ideas about how the organization’s operations might be better ordered. Hence the need for the application of Human Resource Development strategies right from recruitment stages to build a strong and effective Human Resource capable of facing future organizational challenges.
Strategic Human Resource Development at the stages of recruitment is concerned therefore with the development of strategies for the provision of learning, development and training opportunities in order to improve individual, group and organization performance. Strategic Human Resource Development is “development that arises from a clear vision about people’s abilities and potential and operates within the overall strategic framework of the business” (Harrison, 1997).
Strategic Human Resource Development takes a broad and long-term view about how Human Resource Development strategies can support the achievement of business strategies. It is concerned with enhancing resource capability in accordance with the belief that an organization’s Human Resource is a major source of “Competitive advantage”. It is therefore about” developing the intellectual capital required by the organization as well as ensuring that the right quality of people are available to meet present and future needs of the organization.
The importance, therefore of ensuring that Human Resource Development strategies are applied right from the process of recruitment in the organization cannot be over-emphasized as it is evident that Human Resource Development strategies make a major contribution to the successful attainment of organization’s objectives.
It is therefore imperative for organizations to attract potential employees by ensuring the appropriate Human Resource Development strategies are put in place to ensure that the needed skills and knowledge for individuals to perform are acquired from inception.
1.2 STATEMENT OF THE PROBLEMS
The idea behind the choice of this topic “The Applicability of Human Resource Development strategies in Recruitment” is to examine the management philosophy of the organization understudy in terms of the emphasis it places on Human
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