This study, THE ROLE OF HUMAN RESOURCE MANAGEMENT IN PROMOTING INDUSTRIAL HARMONY IN NIGERIA contains concise information that will serve as a framework or guide for your project work. The project study is well-researched for academic purposes and are usually provided in complete chapters with adequate References.
TABLE OF CONTENTS
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3 OBJECTIVES OF THE STUDY
1.4 RESEARCH QUESTIONS
1.5 SIGNIFICANCE OF THE STUDY
1.6 SCOPE OF THE STUDY
1.7 LIMITATION OF THE STUDY
1.8 DEFINITION OF TERMS
2.0 LITERATURE REVIEW
2.1 CONCEPTUAL CLARIFICATION
2.1.1 HUMAN RESOURCES MANAGEMENT CONCEPT
2.1.2 INDUSTRIAL RELATION MANAGEMENT CONCEPT
2.1.3 FACTOR THAT UNDERMINE INDUSTRIAL HARMONY AND PRODUCTIVITY IN PRIVATE SECTOR ORGANIZATIONS IN NIGERIA
2.1.4 STRATEGIES ADOPTED BY MANAGEMENT TO ENHANCE INDUSTRIAL HARMONY IN PRIVATE SECTOR ORGANIZATIONS IN NIGERIA
2.1.5 REASONS WHY PRODUCTIVITY AND GROWTH ARE NOT FULLY ENHANCED IN THE PRIVATE SECTOR ORGANIZATIONS IN NIGERIA
2.1.6 EXPLORATION OF STRATEGIES TO REALIZE INDUSTRIAL HARMONY IN PRIVATE SECTOR ORGANIZATIONS IN NIGERIA
2.2 THEORETICAL FRAMEWORK
2.3 EMPIRICAL REVIEW
2.4 SUMMARY OF LITERATURE REVIEW
3.0 RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
3.2 AREA OF STUDY
3.3 POPULATION OF THE STUDY
3.4 RESEARCH SAMPLE AND SAMPLING TECHNIQUE
3.5 INSTRUMENT FOR DATA COLLECTION
3.6 VALIDITY OF THE INSTRUMENT
3.7 METHOD OF DATA COLLECTION
3.8 METHOD OF DATA ANALYSIS
4.0 DATA ANALYSIS AND PRESENTATION
5.0 SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.5 SUGGESTION FOR FUTHER STUDY
1.1 BACKGROUND TO THE STUDY
wide attention in the literature of industrial relations. This is because many organizations in Nigeria are bedeviled with a myriad of industrial challenges caused by inefficient and ineffective management style or strained relationship between management and labour unions (Osamwonyi and Ugiagbe, 2013). Consequently, productivity in most organizations has comparatively been hampered due to frequent industrial conflict. Industrial harmony implies a healthy and cooperative working relationship between employers and employees. It covers four broad areas of cooperation: responsibilities, employment policy, collective bargaining, and communication (Ladan, 2012). Akpoyovwaire (2013: 264) stated that industrial harmony requires that: All management personnel understand their responsibilities and what is required of them, and have the training and authority necessary to discharge such duties and responsibilities efficiently; Duties and responsibilities for each group of employees are stated with clarity and simplicity in organizational structure; Industrial employees or work-groups know their objectives and are regularly kept informed of progress made towards achieving them; There is an effective link in the interchange of information and views between senior management and members of the work-group; Supervisors are briefed about innovation and changes before they occur so they can explain management‟s policies and intentions to the work-group; Employers cooperate with trade unions in establishing effective procedures for the negotiation of terms and conditions of employment and for the settlement of disputes; Employers encourage the establishment of effective procedures among member organizations for the settlement of grievances and disputes at the level of the establishment or undertaking; Employers take all reasonable steps to ensure the organization observes agreements and agreed upon procedures; and The organization maintains a communication system which secures the interchange of information and views between different levels in the organization and ensures that employees are systematically and regularly appraised. In Industrial relations, the essence of the actors involved in the running of an organization includes an understanding of the purpose of each other and the ability to effectively communicate with one another and interact freely so that the set objectives of the organization can be achieved (Jinyemiema, 2008). The actors in industrial relations system have different ideologies. The proper functioning of the system requires that these ideologies should be sufficiently compatible and consistent, so as to allow for a common set of ideas which would make the delineation of actors‟ roles possible, and also limit their conflict of interest. This becomes imperative because the interplay of labour and management influences industrial growth and productivity. Because of the labor-management formalization, it is expected that such relationship will enhance growth and productivity in order to bring the much expected industrial harmony in work relations in Nigeria. However, the reverse seems to be the case in most private sector organizations in Nigeria. This pure state of harmony scarcely exists in organizations, as grievance between employees and management erodes the set objectives of the organizations.
The major challenge management faces in this scenario is principally how to secure employees‟ satisfaction, loyalty, productivity and harmonizing same in the organization, especially in the event of escalating industrial and economic crisis without undermining industrial harmony. This is pertinent because the employer‟s greatest concern is to ensure that industrial harmony exists in the organization, since there is a positive correlation between conflict and failed operational target, delayed projects and profits; thus impeding the profit making and growth of the organization (Jinyemiena, 2008). A harmonious workplace that guarantees satisfaction of workers‟ and employers‟ aspirations is essential for enhanced organizational productivity and growth (Osabuohien and Ogunrinola, 2007). In recent times, industrial crisis is assuming unprecedented proportion in Nigeria.
Have you made payment for this project? If YES, Get a Download Code by contacting our Customer Care.
If NO, Place an Order Now.