EVALUATION OF THE CHALLENGES AND PROSPECTS OF HUMAN CAPITAL MANAGEMENT IN HOME
FRESH YOGHOURT LTD KADUNA
TABLE OF CONTENTS
Title page - - - - - - - - - i
Declaration - - - - - - - - ii
Approval Page - - - - - - - iii
Dedication - - - - - - - - - iv
Acknowledgment - - - - - - - - v
Abstract - - - - - - - - vii
Table of Contents - - - - - - - - viii
Background to the Study - - - - - - 1
Statement of the
Problem - - - - - - 2
Objectives of the Study - - - - - - 4
Significance of the
Study - - - - - - 5
Research Question - - - - - - - 5
Scope of the Study - - - - - - - 6
Definition of terms - - - - - - - 6
2.0 Introduction - - - - - - - - 9
2.1 Concepts of Human Capital Management- - - - 9
capital management in Nigeria - - - 13
of human capital development - - - 15
of human capital management - - - 16
2.5 The role of human capital management - - - 17
2.6 Types of
small scale enterprises - - - - 20
of small and medium enterprises - - 22
2.8 Problems of
small scale enterprise - - - 23
application/importance of human resource management
to small scale enterprise - - - - - - 25
factors affecting human capital management- - 27
management department- - - - 30
3.1 Introduction - - - - - - - - 32
design - - - - - - - 32
3.3 Area or
the study - - - - - - - 33
of the study - - - - - - 33
and sampling technique - - - - - 33
for data collection - - - - - 33
of instrument - - - - - - 33
of the instrument - - - - - 34
3.9 Method of
data collection - - - - - 34
3.10 Method of
data analysis - - - - - - 34
FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Introduction - - - - - - - 36
of Respondent - - - - - - 36
presentation and Analysis - - - - - 39
Analysis - - - - - - - 40
of Findings - - - - - 40
of findings - - - - - - 41
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary - - - - - - - - 43
5.2 Conclusion - - - - - - - - 44
5.3 Recommendations - - - - - - - 44
of the study - - - - - - 45
Bibliography - - - - - - 48
Appendix - - - - - - - - 50
BACKGROUND OF THE STUDY
resource in an organization is both complex and challenging, the human element
is considered as most crucial in the attainment of any organization objectives.
Thus considerable attention should be given to human resources management
bearing in mind that the quality of personnel in any organization is a means to
an end, therefore, it will be right to say that man is the most valuable asset
in an organization, though difficult to obtain, develop, motivate and retain
amongst an organization assets.
management, like financial management and material are concerned with the
utilization of resource to help achieve organization objectives, it does so by
ensuring that the required human resources is available when needed and sued
efficiently. Human being are very complex and because of their complexity,
organization have tried to see that they are managed adequately over the last
decade.. Human resource management have played a very great role in development
and improvement of business enterprises at all level which include small scale,
medium and large scale enterprises it has helped over the year in shaping or building
the workability of organization resources which include labour (man power)
machine utilization and effective use of funds.
small scale enterprises faces lots of challenges in the time past, problems
such as lack of proper record keeping, mismanagement of funds, lack of time
management and many more but with the application or introduction of human
resources management all these problems have been eradicated this is as a
result of proper training and development, research, good recruitment process or
recruitment of capable worker etc. therefore, the role of human capital on
small scale enterprises can be over emphasis in our societies today.
STATEMENT OF THE PROBLEM
medium enterprises (SMEs) in Nigeria
have not performed creditably well and hence have not played the expected vital
and vibrant role in the economic growth and development of Nigeria. This
situation has been of great concern to the government, citizens. Operators,
practitioners and the organized private sector group. Every year the government
at Federal State and even local levels through
budgetary allocations policies and pronouncements have shown interest in the
sectors, and made attempts to energize it. This is not to talk of the various
from within and outside the country as well as institutional supports created
to help it grow. Despite these efforts geared towards making this sub-sector
vibrant, the performances has fallen short of expectation. It is on record that
most small and medium scale enterprises in Nigeria die before their third
birthday (Owoseni, 2010). This seems to be the case with the Home Fresh
Yoghourt in Kaduna, as other yoghourts, which when newly introduced are ubiquitous
in the city, but gradually become obscure before the third year of existence.
In great and
developed economies, SME’s account for as high as 64% of industrial employment,
but in the case of Nigeria it has been estimated to be below 31%. This level of
contribution is rather disturbing considering the high degree of unemployment
rate in Nigeria
as well as the poverty level. In a normal circumstance, it is expected that a
smooth transition would occur from small and medium scale enterprises, where
employees would be in thousands. This is what is expected of the Home Fresh
Yoghourt. However, despite its years of existence, it has not gone beyond the
small scale enterprise with which it started. It is not quoted on the stock
market neither is it listed among the vibrant SMEs in Nigeria.
by Onugu (2005). One of the vital factors that could be responsible for the
disable performance of SMEs in Nigeria
is lack of adequate human resources management could the low level performance
of Home Fresh Yoghourt be due to poor human resource management. This is what
this project set out to ascertain.
OBJECTIVES OF THE STUDY
objective of this study is to find out if there is adequate human resource
management in small and medium scale enterprises (SMEs) typified by Home Fresh
Yoghourt Kaduna and how applicable it is in the organization including the
challenges faced. Specifically the study
To find out how human capital management treat their
employee (Home Fresh Yoghurt)
To find out their development and management of individual in
line with their key responsibility areas not only make them an
indispensible resources in the future.
To find out if the employers of Home Fresh Yoghurt well train
for effective and efficient of work
To find out if their employees are important resources that
play an instrumental role in productivity of their organisation (Home Fresh
It hoped that
the research work will also serve as a tool for managing human resources in
small and medium scale enterprise. At the individual level this study will in
simple term broaden the knowledge of individuals especially students of
management studies in areas of human capital management on the organizational
level and society at stage. This research work will present the importance of
human capital management as a vital lubricant to the challenges or problems
faced by small and medium scale enterprises.
SIGNIFICANT OF THE STUDY
work acts as a valuable reference on the challenges and prospects of human
capital management it will also be very important to organization, employers
labour students and any other person interested in expending the research work.
1. What are the challenges
faced by Human capital management regarding the organisation (Home Fresh Yoghurt)
2 In what way the human
capital management treat their employers in Home Fresh Yoghurt?
3 What are the key
responsibility areas of human capital in developing small scale middle
4 Are the employees of Home
Fresh Yoghurt well train?
1.6 SCOPE OF THE
study intend to examine how home fresh yoghurt manages human capital. The scope
of this research is intend to cover a period of (2006 – 2012). In evaluation of
the challenges and prospects of human capital management of Home Fresh Yoghurt
1.7 DEFINATION OF
(SMSE) – Small and Medium Scale Enterprises.
(NDE) – National Directorate for Employment.
(VERFUND) – National Economic Reconstruction Fund.
(BOI) – Bank of Industry.
Human Capital Management – Is the process of acquiring
training Managing, retaining employees for them to contribute effectively.
Compensation: Is something such as money given or received as
payment or reparation as for a service or loss.
Reward System: Is the act of compensating employees for
improving in performance.
what you want in life.
that you expect or know is going to happen in the future or the thought of
that needs a lot of skill, energy and determination to deal with or achieve.