Wednesday, 27 May 2015

THE IMPACT OF HUMAN RESOURCES MANAGEMENT AND ITS IMPLICATION ON PRODUCTIVITY IN AN ORGANIZATION


CHAPTER ONE
INTRODUCTION
1.1            BACKGROUND          OF THE STUDY
Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce William et al, (1996). Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. According to Collins (2005), major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.” HRM is involved in managing the human resources with a focus on expanding customer base that gives profit to the company Sels, (2006).
           "Human resources" (HR) is a term that is used in business to refer to the people who work for a company or organization. This term was coined in the United States during the 1960s, when labor relations became a greater concern for U.S. businesses, and has since spread around the world. The people who make up a company's workforce, its human resources are considered to be an asset to the company, just like its financial resources and material resources, such as buildings, machinery and other equipment. A company is more likely to be successful if it manages its entire resources well, including its people Singh (2004). This is why many companies have human resources departments, even though those departments do not directly contribute to the company's production, services, sales or profits. Rather, effective HR departments allow and encourage the companies' employees to do their best, which in turn contributes to the success of those companies.
       One of the main roles of an HR department is managing current employees. Unlike managers who directly oversee the employees' day-to-day work, the HR department deals with concerns such as benefits, pay, company policies and training. Among the benefits that might be handled by the HR department are insurance plans, paid vacations, paid leave for illnesses and other health matters, pension plans and employee investments Cooke (2000). The HR department also might settle conflicts between employees or between employees and their managers as well as grievances filed against the company by employees.
          Human resources also involve the acquisition of new employees. HR workers might be involved in recruiting potential employees through advertisements or at job fairs Wood (1999). In some cases, the HR department will try to hire certain types of people or at least ensure that certain types of people are employ to improve the diversity of the company's workforce. For example, a company might look for candidates who belong to a certain minority demographic. The HR department often collects and reviews job applications before forwarding those of the best applicants to the appropriate managers in the organization. The hiring process might also include background checks, credit checks and drug testing. After a new employee is hired, the HR department typically provides orientation, including instruction in company policies, and ensures that the employee is properly trained for his or her job.
        A company's HR department also plays a role when an employee leaves the company for any reason. If an employee is fired or otherwise let go against his or her wishes, certain tasks must be performed by the HR department to ensure that the process was done legally. In some cases, severance pay must be offered or negotiated, and outstanding balances of paid vacation time and other benefits must be settled. The HR department might also need to collect all keys or other equipment from the employee and make sure that he or she no longer has access to the company's resources, including computer networks.
      Employee morale is another concern for many human resources departments. An HR department might be responsible for choosing an employee of the month, arranging holiday parties and other get-togethers for employees or otherwise rewarding employees for good performance. The HR department often is concerned with creating a positive, enjoyable work environment. This can improve employees' production and contribute to the rate of turnover among the company's workforce. Human resource management (HRM) is based in the efficient utilization of employees to achieve two main goals within a company or other organization. The first is to effectively make use of the talents and abilities of each employee to meet the operational objectives that are the ultimate aim of the organization. Along with this, the practice also seeks to ensure that individual employees are satisfied with both their working environment and the compensation and benefits that they receive. At times, the two main HRM functions seem to be at odds with one another Huselid (1995). There are certainly instances where it is impossible to arrive at solutions that are in line with both the aims of the company and the desires of the employee. When this happens, effective managers are faced with the task of finding a resolution that protects the interests of the company, but at the same time provides and acceptable level of satisfaction to the employee. This process can sometimes take a great deal of expertise on the part of the human resource personnel, but ultimately can help establish the best solution for all concerned parties.
       Among the human resources issues that are generally handled by HR management personnel are the drafting of position descriptions for all levels of employment within the company, setting the standards and procedures that are used for hiring new employees, and determining benefits that are extended to existing employees. Disciplinary procedures, as well as procedures for recognizing employees for exemplary work, also fall under the province of human resource management. The HR department often seeks to provide the highest quality benefit packages possible, given the current financial position of the company. To this end, personnel will typically seek the best in group health insurance, retirement programs, profit sharing, and vacation and personal days. Preparing and maintaining a company employee handbook is often the province of human resource management. As part of that process, the management team will ensure that all guidelines and regulations contained within the text comply with local, regional, and national laws that affect the status of employees. Managers will also provide all employees the opportunity to understand the provisions within the handbook, both as part of new employee orientation and as an ongoing employee education process. Often, human resource management and personnel are called on to mediate disagreements between employees and immediate supervisors Patterson et al (1997). In these situations, the mediator will seek to represent the best interests of the company, ensure that the dialogue and process is in compliance with laws governing employment within the country of residence, and seek to profile solution and reconcile the parties.

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Friday, 15 May 2015

AN ANALYSIS OF EXTERNAL DEBT ON ECONOMIC GROWTH IN NIGERIA (1995-2013)

 CHAPTER ONE
        INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Securing external loan is inevitable for a government when the economy faces financial crisis. There is no iota of doubt that Nigeria, just as other developing countries, is facing serious debt crisis. It has therefore emphasized the use of external loans for financing public expenditure (National library 2006). It is generally expected that developing countries, facing a scarcity of capital, will acquire external debt to supplement domestic saving (pattillo,etal 2002; safdari; and meherizi 2011).
According to global development finance (2009), “every country in the world aims at achieving economic growth and development”. However this is only possible if a country has adequate resources. In developing countries especially those in sub Sahara African the resources to finance the optimal level of economic growth and development are in short supply. This ploughed with problem of low domestic savings, low tax revenue, low productivity and meager foreign exchanger earnings. Basically, for these reason, many developing counties yearning for economics growth inevitably resort to external financing to bridge the gap between their savings and investments. In the process of obtaining Finance from abroad, a country may consider several options: grants, foreign investment and loans (concessional and non- concessional ) in that order, However mix of these capital inflow in varying proportion could be obtained depending on the socio- economic and political situation in a country(World Bank 2009).
According to (CBN annual report 2002) “Nigeria like most developing countries borrowed from external sources mainly for investment purpose. The country external debt sustainable up to mid 1970s, from the late 1979s because of poor macro- economic management and declining prices of crude oil, the country’s external debt began its upward movement. Thus from an external debt of US$ 557.74 millions in 1975. Nigeria debt packed at US$33 .billions in 1990 before declining to US$27.1 billion in 1997 and rose to US$28.8 billion in 1998. (CBN annual report 2002).
However, one of the greatest problem facing African countries basically classified as the amount of their external indebtedness (World Bank African Data base, 2003). This problem of increasing rate of the external debt is threatening the development programmed embarked upon by these countries, thereby retarding their economics growth and development, the reason being that the size of debt relative to size of the economic GNP is enormous. Also, the current system of debt management has a serious macro-economic impact on the economy’s outputs: as such, there is an urgent need to reduced African total outstanding debt service payments as well as accumulating of arrears on payments. (Anyanwa etal 1993)” in 1986, the federal government introduced the structural adjustment progrmme (SAP)”, to address the problem of structural imbalance in the economy and create an atmosphere for the achievement of macro- economics stability. It is obvious that one of the integral parts of the SAP is to reduce Nigeria huge debt. It is a fact that if the enormous amount spent on debt service payment could be reduced greatly, the country will be able to finance a large volume of domestic investment which enhances growth and development.
However, the borrowed funds are embarked on ill conceived project which are equally badly implemented. Thus , the new international economic order sets out as one of its objective to secure favorable condition for they transfer of resources to developing countries and to ensure that a countries resources are fully utilizes for the development of the country concerned. Thus, Nigeria resorted to external borrowing early in her history so as to quicken the pace of economic development. The issue of Nigeria’s external debt generated much public concern at the beginning of 1980 (World Bank African Data Base 2003).  (Ugwu 2011), the etymology of Nigeria external debt can be traced back to 1958 when a sum of US$28 million was contracted for railway construction. Between 1958 and 1977, the resort to foreign debt was minimal, as debts contracted during the period were the confessional debt from bilateral and multilateral sources with longer repayment period and lower interest rates constituting about 78.5 percent of the total debt stock. From 1978, following the collapse of oil price, which exerted considerable pressure on the government finance, it became necessary to borrow for balance of payment support and project financing. This led to the promulgation of Decree No.30. Of 1978, limiting the first major borrowing of US$ 1billion refereed to as the “jumbo loan” was contracted from the international capital market (1 CM) in 1978, increasing the total external debt stock to us$2.2 billion. Therefore, the spate of borrowing increased with the entry of state government into external loan contractual obligations .while the share of loans from bilateral and multilateral sources declined substantially, borrowing from private sources at stiffer rates increased considerably. Thus by 1982, the total external debt Stock was US$13.1billion.
 According to the (federal ministry of finance) Nigeria inability to settle her import bill resulted in the accumulation of trade arrears amounting to US$9.8 billon between 1983 and 1988.The reconciliation exercise, which took place between 1984 and 1988, reduced the amount to US$3.8billon. The accrued interest of US$10.billon was re-capitalized bringing the total to US$4.8billon in 1988, and the debt was eventually refinanced. Nigeria’s external debt rose further to US$33.1billon in 1990, but declined to US$27.5 billon in 1991 and increased steadily to US$32.6billon at the end of December 1995.
According to the (federal ministry of finance), the total external debt outstanding at the end of 1999 was US$ 28.0 billon, of the total outstanding debt, the Paris club constitutes the highest source of share of 73.2 percent in 1999. The balance is owed to the London club, the multilateral creditors, promissory note holders and others. Since the beginning of civilian Administration in 1999, Nigeria in concert with other debtor nations have canvassed for debt can cancellation all to no avail .However in the year 2000, arising from good performance on a preliminary programme with the international monetary fund (IMF), Nigeria debt service obligation was reduced from about US$4.0 billion to us$1 billon per annum. (CBN 2000), by the end of December 2003, Nigeria external public debt outstanding was estimated at US$32.9 billon. Although in the year 2005 certain debt concessions were granted Nigeria of course this has made our debt obligation with the Paris club to be reduced drastically. In April 2006, Nigeria became the first African country to fully pay off its debt.
          In essence, what matter most is not the amount of the foreign loans but the way and manner the loans are used in developmental process? If these loans are used for current consumption, they will have minimal impact on future economic growth, but if invested rationally in productive ventures, they will contribute positively to real, growth and enhance the productive capacity of the economy.
     The fact is that development depends purely on a sustained increase in real income, which can only achieve or accumulated from economic growth. Economic growth according to (Udabah 1999:24) “is therefore a steady process by which the productive capacity of the economy is increased over time to bring about rising levels of national income”. Growth tends to occur when total productive increase more rapidly than population, thus it is the country’s ability to maintain a strong defense or to pay for some other national project. As a matter of fact, economic growth is an ever increasing quantity of goods and services available to meet the economies need over time, hence the higher the radio of debt servicing payment, the lower the level of economic growth.

     However, according to (Anyanwu etal 1997), “the primary burden of Nigeria’s public debt is indeed shifted to the future”, thereby retarding economic growth.   
    
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