A PROPOSAL ON THE EFFECTS OF HUMAN RELATION PRACTICES ON EMPLOYEE PERFORMANCE

Abstract

The study will investigate the effect of human relation practices on employee performance. A case study of Sunon Asogli Power Plant Ltd. The following objectives will be used for the study: examine the relationship between human relation practices and employee’s performance in Sunon Asogli Power Plant Ltd and investigate the impact of employee’s performance on Sunon Asogli Power Plant Ltd. The method of data analysis that will be used by the researcher is the simple percentage. More so, percentage and degrees of the responses will also be used in the analysis. Here, the ratio of those whose responses were not in the affirmative will be found and conclusions will be drawn there upon.  Representations of the level of responses will be made in tabular form

Chapter one

Introduction

1.1Background of the study

The main objective of every organization whether private or public is to achieve organizational success. Employees are key to organizational success. Organization have realised the importance of human resource and thus tried to attract, retain and motivate them in order to achieve organizational goals. Onah (2014) what sets most successful organization apart is how they manage human resources. Organizations today gives higher priority to the issues of employees satisfaction, retention, job enrichment, job design in order to keep the employees loyal to the organization (Abid et al, 2013). Human relation practices is an important factor that makes significant impact over employees’ performance.

Manpower is the total number of all available workers in an organization. Ojohwoh (2011) manpower occupies an indispensable position in any establishment, be it an industry, commercial or educational institution.   The role and importance of manpower in the long term viability of any business or enterprises cannot be overemphasized. Manpower is the basis of all resources used and it is the indispensable means of converting other resources to mankind’s use and benefits, so how well we develop and manage human resources is fundamental in deciding how much will be accomplished as an organization and a nation; Human relation practices is of utmost importance to any organization, as it deals with how best to keep employees comfortable in their jobs, resourceful and versatile; this is expected to ensure optimal and continual performance of their assigned roles in an efficient and effective manner. The above is very important given the nature of human existence in the contemporary times (Ajieh, 2014).

The nature and characteristics of employee’s job have a great impact on workers motivation and satisfaction. Research have shown that the design of work, its content and structure affect both productivity and employee’s motivation and morale. Human relation practices has been one of the most effective tools used for optimizing an employee’s performance. An effective human relation brings about involvement of an employee in work related activities. Theories behind human relation traditionally focus on creating or changing the nature of employee’s job to improve their psychological state and therefore increase their performance outcomes. In order to efficiently influence performance, organization can use tools such as providing employees with training or performance appraisal (Wright, Gardner and Maynihan, 2003). Employee’s performance is essential to an organization, therefore it is crucial for organizations to understand how employees perceive and react to the human resource practices (Beijer, 2014; Nishii and Wright, 2007).

The aim of a human resource practices is to improve quality of employee and to reduce employees’ problems such as grievances. Saraswathi (2010) says manpower development in the organizational context is a process by which the employees of an organization are helped in a continuous, planned ways to acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and/or organizational development processes; and develop an organizational culture in which supervisor-subordinate relationships, team work and collaboration among sub-units are strong and contribute to the professional well-being, motivation and pride of employees for the general well-being of the entire organization.

There is no doubt that in this advanced age of development and technological breakthrough, manpower must be developed to meet the challenges of modern technology, thus human resource practices is required. Trained and well-developed manpower is the essential ingredient for efficiency and effectiveness in Sunon Asogli Power Plant Ltd.

1.2. Statement of the Research Problem

The human resources (manpower) is considered the most critical to any organizational. Employees in every organization wants to attain fulfilment from their jobs. Today’s human resource management practices is a unique approach to employment management that aims to attain competitive advantage through the strategic improvement of well dedicated and competent workers by means of incorporated collection of cultural, structural and human resource techniques.

The fact that human resource practice are available or that employee make use of them does not imply that employees perceive the human resource practice as effective for their performance (Van de Voorde and Beijer, 2015). In Sunon Asogli Power Plant Ltd., the ability to achieve and sustain competitive advantage lies within the willingness of employee to perform their duties effectively. It is against this background that the researcher considered the study of effect of human relation practices on employee performance in

Objectives of the study

The following objectives will be assessed to:

1. examine the relationship between human relation practices and employee’s performance in Sunon Asogli Power Plant Ltd.
2. investigate the impact of employee’s performance on Sunon Asogli Power Plant Ltd.

1.4. Research Questions

The following research questions will be formulated:

1. Is there any relationship between human relation practices and employees performance in Sunon Asogli Power Plant Ltd?
2. What are the impacts of employee’s performance on Sunon Asogli Power Plant Ltd output?

1.5. Research Hypotheses

The following hypotheses will be formulated:

1. H₀: human relation practices have no impact on employee’s performance in Sunon Asogli Power Plant Ltd

H₀: employee’s performance has no effect on Sunon Asogli Power Plant Ltd’s output.

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