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Assessment of the Role and Functions of Human Resources Department in Small and Medium Scale Enterprise Companies in Ile – Ife, Osun
Issue:
Volume 7, Issue 2, June 2019
Pages:
32-40
Received:
13 September 2018
Accepted:
4 October 2018
Published:
26 June 2019
Abstract: This study was conducted to investigate the role and functions of the Human Resources Department in the various small and medium scale enterprise companies, in Ile-Ife, Osun State, Nigeria. It identified the functions and roles of the Human Resources Department in the Small and Medium Scale Enterprise (SMEs) in Ile-Ife, Osun State, and also examine how these functions affects the workers’ efficiency and effectiveness as well as the Organization overall productivity. The reconnaissance survey research design was used for this study. The population of the study consisted of the human resource manager and other employees of all the various small and medium scale enterprise companies, in Ile-Ife. The sample size comprised the Human Resource Manager/Personnel and the Members of staff of the 20 randomly selected companies in Ile-Ife. Four employees were randomly selected from each of the selected companies constituting eighty staff and the twenty heads of the HR department of the companies were purposively selected. Data were collected using structured questionnaire and an interview guide. The questionnaire titled the role and functions of human resources department in small and medium scale enterprise questionnaire” (RFHRDSMEQ) was used to gather information about the role, functions and importance of the human resource department from the employees. The interview guide on role and functions of human resources department in small and medium scale enterprise was issued to the heads of HR department to justify the information gathered from the employees. Data collected were analyzed using descriptive statistics such as simple percentage, charts and tables in the summary and interpretation of the data collected. The study depicted that the larger percentage of the respondents have spent 3-4years in their respective companies. It also revealed that compensation and reward were HR functions that almost all personnel in the selected companies enjoyed because they were available and easily accessible. The study showed that all the functions of the HR department had impact on the effectiveness and efficiency of all the workers. Lastly, it was discovered that the HR department is the most important department in any organization because it deals with human resources which are the most important, valuable and appreciable asset of any organization. In conclusion. Human resource management functions are pivotal to any organisation whether small, medium or large. This is because Human Resource Management is essential to optimal performance of any organization.
Abstract: This study was conducted to investigate the role and functions of the Human Resources Department in the various small and medium scale enterprise companies, in Ile-Ife, Osun State, Nigeria. It identified the functions and roles of the Human Resources Department in the Small and Medium Scale Enterprise (SMEs) in Ile-Ife, Osun State, and also examine...
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An Effective Employee Retention Policies as a Way to Boost Organizational Performance
Ibrahim Abdulai Sawaneh,
Fatmata Kanko Kamara
Issue:
Volume 7, Issue 2, June 2019
Pages:
41-48
Received:
16 June 2019
Accepted:
3 July 2019
Published:
13 July 2019
Abstract: Several organizations in developing nations overlooked the most important elements determining employee retention as a strategy in achieving organizational outputs, making them to become victims of industry competition locally and internationally. The study was conducted to examine the factors that undermine employee retention in tertiary educational institutions in Sierra Leone. Good employee retention policies are crucial to the development of organizational success, as many organization view retaining talented and skillful employee as the basic foundation for reducing cost, and achieving organizational blueprint. Keeping the most talented employees will be the most engaged employees that know the cornerstone of the organization’s policies and operations. They are the main pillars of organization and to some extent, are willing to sacrifice themselves for the success of the organization. They worked tirelessly to attain organizational objectives. Therefore, much attention must be giving to them, more especially considering the factors that will motivate them to do their jobs excellently. They should be treated fairly and must be evaluated on the metrics that define employee retention strategies for organizational success. This is because the organization needs good employees for its day-to-day operations, and good employees make organization successful. Most organizations ensure that they retain the best employees by all means. Losing talented employee is catastrophic in terms of cost and others, making the cost to replace such employee quadrupling their salaries about 300%. Noting that the organization must have spent substantial amount of money on them, such as training, mentorship, scholarship, and other motivational schemes.
Abstract: Several organizations in developing nations overlooked the most important elements determining employee retention as a strategy in achieving organizational outputs, making them to become victims of industry competition locally and internationally. The study was conducted to examine the factors that undermine employee retention in tertiary education...
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Self-Entrepreneurship, Trade Culture and Domestic Economy: A Social Radiography of the Sharshari Traders in Dire Dawa
Tensay Hailu,
Desta Tegegne
Issue:
Volume 7, Issue 2, June 2019
Pages:
49-56
Received:
18 May 2019
Accepted:
24 June 2019
Published:
23 August 2019
Abstract: This paper is an ethnographic research that tried to study former women merchants who use to trade in between Dire Dawa and Djibouti including small towns along the Ethio-Djibouti railway stations. Moreover, the paper introduces women cross border traders locally known as Sharshari. Here, family, educational and economic background of the traders are revealed, some ambivalent conceptions of the society on Sharshari trader are seen and last but not the least the central position of women traders at domestic activities appraised. The research further describes the domestic economy of those traders who use to trade in between Dire Dawa, Ethiopia and the city of Djibouti, Djibouti republic. Methodologically the research is crafted qualitatively. The views of 10 informants that include women traders; train drivers, local elders and former labor workers of the Sharshari traders are incorporated. The methods of data collections are also diversified in a bid to get more reliable, cross checked and deep empirical evidences. Hence, methods like interviews, observations, informal conversation, focus group discussions and participant observations are used to inquire and grasp information that are best fitting to the objectives of this research. Using the above mentioned methods, the research has got the following findings. Here, Sharshari trans-local traders were prominent traders who used to trade commodities in small town between Dire Dawa and Djibouti. Majority of the traders are uneducated. Most of them have learned the business from their families who use to generate income through such trading activities between small towns in the above mentioned small towns. Since Sharshari are women in gender, they had to execute different activities in their respective household.
Abstract: This paper is an ethnographic research that tried to study former women merchants who use to trade in between Dire Dawa and Djibouti including small towns along the Ethio-Djibouti railway stations. Moreover, the paper introduces women cross border traders locally known as Sharshari. Here, family, educational and economic background of the traders a...
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