ABSTRACT
The research is on Environmental influences on human resource management. The specific objectives of this study are to evaluate the extent to which environment influences human resource management, to identify those environmental factors that influence human resource management and to evaluate the nature of the relationship that exist between the environment and human resource management. The population of the study is 205, and sample size of 135 was derived from the population using Yamane’s formular at 5% error tolerance and 95% degree of freedom . Data for this research were obtained from both primary and secondary sources. The questionnaire served as the main instrument for data collection. Interview was also conducted so as to obtain more information. Data presentation were done through the use of tables. Hypotheses were tested through Chi-square (x)The findings indicate that, the extent to which environment influences human resource management is significant, Technological advancement, culture and economic factors influence human resource management and there is significant relationship between human resource management and the environment. From the findings of this study, we recommend that Organisations should study the environmental factors so that they can be able to manage the environmental threats. Also, organization should endeavour to adapt to changes that come from the environment for their survival and sustainability.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
An Organization does not operate in a vacuum. Generally, organizations operates in a multifaceted environment which is of itself subject to a large measure of change. The relationship between organization and its environment is one mutuality, and that is, the environment exerts pressures on organizations . Organizations also depends on its environment for the supply of all its input and at the same time to absorb its output.
The environment provides opportunities or alternatives avenues for investments which the human manager can exploit to his or her advantage. The organization environment may also constitute a threat to the human resource department if changes in it are unfavorable to the organization. If the organization and its workforce must survive in the long run, it must be capable of responding and adapting to environmental conditions from time to time as these environmental factors are dynamic in nature, therefore the human resources manager should take decisions and execute them within the bounds or limits imposed by the environment.
According to Rue and Byars (1990) effective human resources management embraces those activities designed to provide for and coordinate the human resources of an organization. Resources of an organization represent one of the largest investments in the form of wages and salaries, recruitment decisions and the practices that directly affect or influence the people who work for the organization. Thus getting and keep productive people is critical to the success of every organization whether profit or non-profit making, public or private. In essence, organizations through acquiring, developing, stimulating and keeping effective workers will enhance the growth and development of such organization.
For an organization to survive in a constantly changing business environment, it must recruit, select and train its workforce with the almost care.
The Human resources managers must strive to create conducive working environment and this goes beyond aiming for strike free situations. The organization environment must be constantly monitored, in order to adjust to the threat and exploit the opportunities presented by the environment (Eze and Anikpo, 1999).
1.2 STATEMENT OF THE PROBLEM
Business organizations operating in a dynamic environment are confronted by a number of problems, which affect their performance. Such as need to constantly change company products or services to keep pace with technology advancement, high expectations from customers and employees, good working conditions, fair and equitable remuneration, union activities, unstable political activities ,demography and life styles. These problems affect effective management of work force or human resource.
Therefore , this study focuses on The Environmental Influences on Human
Resource Management.
1.3 OBJECTIVES OF THE STUDY
The specific objectives of the study include the following:
1. To evaluate the extent to which environment influences human resource management.
2. To identify the environmental factors which influence human resource management.
3. To evaluate the nature of the relationship that exist between the environment and human resource management.
1.4 RESEARCH QUESTIONS
The study poses the following research questions.
1. To what extent does environment influences human resource management?.
2. what environmental factors influence human resource management ?.
3. What is the nature of the relationship that exist between the human resource management and the environment?.
1.5 RESEARCH HYPOTHESES
For the purpose of the study the following research Hypotheses were formulated.
1. Ho: The extent to which environment influences human resource management is not significant.
Hi: The extent to which environment influences human resource management is significant.
2. Ho: Technological Advancement, culture and economic factors do not influence human resource management.
Hi: Technological Advancement, culture and economic factors influence human resource management.
3. Ho: There is no significant relationship between human resource management and the environment.
Hi: There is a significant relationship between human resource management and the environment.
1.6 SIGNIFICANCE OF THE STUDY
The study will enable managers to have an indepth knowledge of organization’s environmental factors and various ways of identifying such environmental factors.
This study provides relevant information that will help managers understand the relationship that exist between the environment and Human Resource Management.
The study will serve as a reference material for future researchers who wish to carry out research on the topic.
1.7 SCOPE OF THE STUDY
The study focuses on environmental influences on human resource management. The study discusses the types of organizational environment, environmental influences on human resource management, core activities of human resource managers, environmental factors affecting human resource management, the role of human resource managers in adapting to environmental influences, and ultilization of human resource in organizations. The study was carried out in Enugu State Broadcasting Service (ESBS) and Nigerian Television Authority (NTA) within Enugu metropolis.
1.8 LIMITATIONS OF THE STUDY
The limitations or constraints encountered by the researcher in the course of this study include the following:
Time Constraints:
Due to limited time given for the study, the researcher could not get all the information needed for the study.
Financial Constraints:
The researcher has not got enough money to embark on the study. Due to financial constraint, the researcher could not visit places where information relevant to the study could be obtained.
Attitude of the Respondents:
Some of the respondents show negative attitude towards the study because they felt that they have no financial benefit.
1.9 . HISTORICAL BACKGROUND OF ORGANIZATIONS UNDERSTUDY Enugu State Broadcasting Service (ESBS)
What is today known as Enugu State Broadcasting Service (ESBS) has undergone a great deal of metamorphosis. It came into being on october 1, 1960, as one of the memorable ceremonies marking Nigeria’s attainment of Independence, and was then called Eastern Nigeria Broadcasting Corporation (ENBC).
The ENBC consisted of a radio-Television Station housed in the ACB Building at then No.1 Ogui Road, Enugu. At its embryonic stage, the Radio System consisted of a single continuity studio with one medium wave and one short wave transmitter, located at the Hill Top in Ngwo. There was also Land-Rover-borne OB Van and an FM Link.
The ENBC Television was a double-camera studio and control room, one Telecine room and one slide projector. Its transmitter was a 100 watts Gates type which was powerful enough to cover only Enugu Capital Territory. But later , following the acquisition of a 6 Enugu/Nsukka Road and a second identical transmitter installed on Ogbor Hill in Aba, eastern Nigeria and beyond. The ENBC Radio also received a boost in 1964/65 when the then regional government of the late Dr. M.I .Okpara acquired and installed two 250KW, Continental Electronics Medium Wave Transmitter at the 9th-Mile Corner. Shortly afterwards, the ENBC radio- Television studios were removed from Ogui Road to the present premises housing the ESBS Radio and Nigeria Television Authority at Independence Layout, Enugu.
But before the installation of equipment could be completed, the Civil war broke out, and the transmission equipment began its unprecedented journeys in and out of the jungle, until the cessation of hostilities in January 1970.
At the end of civil war in 1970 , the then aged and over-used ENBC I0KW Short Wave transmitter returned to Enugu, but in line with the first exercise of state creation in Nigeria, its name had to change to East central state Broadcasting Service- ECBS. The TV wing was however, temporarily dead.
In october 1975, TV transmission resumed simultaneously in Enugu and Aba, and a Music Studio was added to the Radio wing. However, a plan to further boost
the radio station with two 50KW Medium Wave transmitter did not immediately materialize because, following the creation of Imo State in 1976, the new state acquired the newly ordered equipment to establish the Imo Broadcasting Service.
Meanwhile, the East central state Broadcasting Service – ECBS had to change its name to again to Anambra Broadcasting Corporation, ABC. Sequel to the establishment of a second transmitting station at the 9th mile corner, ABC (Radio) while the services of the Hill Top transmitting station took the name – ABC 11. In 1976, following the decision of the then Federal Military Government to take over all TV stations in the country, the Television arm of the ABC Broadcasting outfit
became the present NTA Channel 8, Enugu.
In 1980, the ABC 11 was opened at Onitsha as a Commercial Station, to mark the 20th anniversary of Broadcasting, East of the Niger.
The Jim Nwobodo Administration followed this up with establishment of the ultra-modern Anambra Television Channel 5-0 (ATV CHANNEL 5-0) in 1981. And in 1985, both ABC Radio and the ATV Channel 5-0 were merged to become the Anambra Broadcasting Services (ABS) with radio TV Stations in Enugu and Onitsha.
The present Enugu State Broadcasting (ESBS) is a consequence of 1991 state creation that split the then Anambra State into Enugu and Anambra States. Whereas the radio arm of ESBS is known as ESBS and or Sunrise 96.1FM, the Television arm goes by the name Enugu Television (ETV) Channel 5-0 and or Star Television.
Nigerian Television Authority (NTA)
The Nigerian Television Authority (NTA) is the National Television Network, for the people of Nigeria. Its key function is to provide, as a public service in the interest of Nigeria, independent and impartial television broadcasting for general reception. No other Television in Nigeria is charged with the same social responsibility of public interest Broadcasting. Accordingly, NTA seeks to serve as a tool for national integration.
NTA was inaugurated in 1977 and claims to run the biggest television network in Africa with stations in several parts of Nigeria. It was formally known as Nigerian Television (NTV), the network began with a takeover of regional television stations in
1976 by the then military authorities, is widely viewed as the authentic voice of the
Nigerian government. The first official Director General was Vincent Maduka, a former Engineer. Prior to his appointment, Maduka was the General Manager Western Television Ibadan, which was African’s first television station. NTA’s monopoly of the Nigerian air-space was broken in the 1990s with the establishment of privately owned television stations and networks, notable among which is the Africa Independent Television. A number of NTA programmes can be viewed online via Africast. NTA News Belletins are frequently aired on AIT and BEN Television in the United kingdom. The Station is made available through the sky Digital in the UK on Channel 202 and on the IPTV platform, Suncas TV.
NTA branches and network Centres include: NTA Aba, Abeokuta, Abuja, Ado-Ekiti, Akure, Asaba, Awka, Bauchi, Calabar, Damaturu, Dutse, Enugu, Gombe, Gusau, Ibadan,Ife, Ijebu-Ode, Ilorin, NTA International. Others are NTA Jalingo, Jos, Kaduna, Kano, Kastina, Lafia, Lokoja, Maiduguri, Makurdi, Minna, Ondo, Osogbo, Owerri, Port-Harcourt, Sokoto, Uyo, Yenegoa, Yola, Sapele, NTA Channel 5 Lagos, and NTA Channel 10 Lagos. NTA’s Vision is “To be a world-class Television Network” and the Mission is “To provide excellent Television service world-wide and project the true African perspective”.
NTA’s Core Values are: Proffessionalism, Accuracy, Credibility, Impartiality, Balance and Objectivity, National interest, Social responsibility, Sensitivity, Commitment to world peace and development.
According to wikipedia (2010), NTA presently has operational ten Network Up-link Centers and Abuja as Headquarters. They include: Benin, Enugu, Ibadan, Jos, Kaduna, Lagos, Maiduguri, Makurdi, Port-Harcourt, Sokoto. The nationwide staff strength is put at 4,000 employees. Each network center is headed by a Zonal Director, who is charged with the responsibility of overseeing all other stations within his zone; for strength 100 employees is headed by a Zonal Director, Mr.Philip Ofoegbu.
1.10 DEFINITION OF TERMS
1. Environment:
Environment is a fixed constraint of an organization. For the organization cannot control it or do anything about it, but at the same time, the environment matters for the organization relative to the attainment of its objectives.(Churchman,1968).
2. Human Resource Management (HRM):
Human resource management is the process of accomplishing organizations objectives by acquiring, retaining, terminating and properly using the human resource management in organization. (Donnelly et al,1992)
3. Organization:
Organization is the act of coming together two or more people who have common interest or objective to achieve. (Agu: 2004: 23).
4. Orientation:
Orientation is the personal activity which introduces new employees to the enterprise and their superiors and work groups. The orientation process communicates basic organizational philosophy, rules and procedures to the new employee(Onuoha :1999:329)
5. Recruitment:
Recruitment is the process of seeking and attracting a pool of people from which qualified candidates can be selected. Efforts should be made to attract a reasonable number of candidates – not too few but not too many (Onuoha:1999: 325).
6. Selection:
Selection is the process of choosing or selecting candidates who are most likely to succeed on the job from those attracted by the recruitment exercise. (Onuoha: 1999:327).
7. Training: Training is a process through which workers acquire new skills that will empower them to carry out organizational tasks. (Agu: 2004:96).
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