Global Journal of Human Resource Management Vol.1, No .4, pp.

56-68, December 2013

Published by European Centre for Research Training and Development UK (www.ea-journals.org) 56
HUMAN RESOURCE PLANNING AND EMPLOYEE PRODUCTIVITY IN NIGERIA PUBLIC ORGANIZATION
Anyadike, Nkechi O. Department of Public Administration and Local Government, University of Nigeria

ABSTRACT: Productivity in the Nigerian public organizations have suffered serious decline as
researches have shown that productivity has not really improved even with the enormous human
resources at their disposition hence the assertion that the importance of human resources cannot
be relegated to the background as organizations’ greatest asset is a well-planned and managed
human resources implies that adequate plan must be put in place for those resources to engender
productivity vis-à-vis the effective management of the workforce. This general dissatisfaction has put
human resource planning out as the solution to the issue of employee’s unproductivity in the
Nigerian public organizations. Addressing this issue is the thrust of this paper as it investigates the
role of Human Resources Planning (HRP) in ensuring employee productivity in the Nigeria Public
Organizations.
The Impact of Human Resource Management on Organizational Performance:
Progress and Prospects

Abstract: We describe why human resource management (HRM)

decisions are likely to have an important and unique influence on
organizational performance. Our hope is that this research forum will help
advance research on the link between HRM and organizational
performance. We identify key unresolved questions in need of future study
and make several suggestions intended to help researchers studying
these questions build a more cumulative body of knowledge that will have
key implications for both theory and practice.
Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers –
National Implications

ABSTRACT: Human Resource Management is a branch of an organization which recruits and

develops personnel to promote the organization’s objectives. Human Resource Management involves
interviewing applicants, training staff, and employee retention. Compensation, benefits,
employee/labor relations, health, safety, and security issues are a few of the aspects of the Human
Resource Management division. The ultimate goal of the human resource department is to manage
people, human capital, and culture for the organization’s success. In the educational arena, the
selection of an effective school administrator is crucial in maintaining a nurturing and supportive
environment for teachers. Note: Special note of gratitude to Dr. Kimberly Grantham Griffith for her
assistance in getting this article published.
IMPLEMENTATION OF HUMAN RESOURCE CONTROLLING IN SMALL AND MEDIUM-SIZED ENTERPRISES

Abstract: In the dictionary of personal managers increasingly grows the concept of „human
resource controlling“, which follows the effort of companies to manage the performance of human
capital, to measure its value, and to compare the results with another organizations. Neither the
human resource management, so as other areas of managing, cannot be functional properly without
controlling – without setting objectives, monitoring the measure of their pursuance, determining
divergences and receiving improving measures. The contribution focuses on the definition of human
resource controlling and the possibility of its application in small and medium-sized enterprises (SME).
The importance of the implementation of the human resource controlling results from the large share
of personal costs to the total costs which requires to display the added value of human labor. Human
resource controlling aims to monitor and identify the deviations from the goals in human resources
and creates proposals for their elimination. It points to the curiosities between SME and controlling,
in an effort to provide a general framework for the principle of the introduction personal controlling
in SME. With the help of personal functions – personal planning, recruiting and development tries to
describe the activity of controlling in human resource management. The last part deals with the so-
called human resource (HR) scorecard, thus the tool of HR controlling which can the small and
medium-sized enterprises use to performance management in human resources.
 HUMAN RESOURCE MANAGEMENT IN EDUCATION: ISSUES AND CHALLENGES

ABSTRACT: Human resource management in education is very important and toy with it would result
in jeopardy. This is because education personnel’s are the major instrument for achieving educational
goals and consequently, national development. Human resources are the key to rapid socio-economic
development and efficient service delivery. That’s why this paper stressed that without an adequate,
skilled and well-motivated workforce operating within a sound human resource management
programme, development is not possible. Every educational system at every level depends heavily on
the human resources for execution of its programme. The function of human resource management
in education includes staff maintenance, staff relations,staff development, procurement of staff and
job performance reward. The challenges of human resource management include poor working
condition, problem of staffing, funding, incessant transfer of teacher among others. To address the
identified challenges, the following recommendations were made. Education should be made
attractive by creating a conducive atmosphere for teachers. More government attention is needed for
education sector through improved function as education remains the basis for the progress of all
other sectors of the society. A united salary structure should be made for all categories of teachers
within the education sectors. The paper equally recommended that standard of education in Nigeria
should be up dated to meet the rapid social changes in our present Nigeria society.