The research as to investigate the problems of human
capital management in small scale business in
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Research questions
1.5 Statement of the hypothesis
1.6 Scope of the study
1.7 Significant of the study
1.8 Limitations of the study
1.9 Operational definition of terms
CHAPTER TWO: LITERATURE REVIEW
2.2 The concept of human capital management
2.3 Human capital or personnel policies
2.4 Determination of human capital function
2.5 Problems of human capital management in small scale business in Nigeria
2.6 Strategies for solving problems of human capital management of small scale business in Nigeria
2.7 Summary of the review
CHAPTER THREE: RESEARCH METHOD
3.2 Research design
3.3 Population of the study
3.4 Sample and sampling techniques
3.6 Method of data collection
3.7 Method of data analysis
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND DISCUSSION
4.2 Data presentation and interpretation
4.3 Data analysis and hypothesis testing
4.4 Discussion of findings
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.2 Summary of findings
1.1 BACKGROUND TO THE STUDY
An individual in an organization may lose his motivation if his effort is not properly rewarded. This necessarily calls for a qualified professional personnel manager in an organization. Organizations can hardly progress without personnel manager to manage their activities. Thus human capital management function is one that is most other relegated. This comes from the fact that the small-scale business is often more interested in obtaining equipment for production turning out of good quality consumers for much desired income then how to manage its employees for greater productivity, because of the few number of employees on the rule, the personal nature of their employment relationship and the assumption that the owner manage is naturally endowed with the qualities to manage successfully few employees, the job of personnel is taken for granted. On the other hand, closer examination would reveal that an efficient and important as good quality product. To this end, the efficient management of small number of employees at the disposal of small business is of paramount importance.
The employment of a small business constitutes an effective public relations medium for the organization. A satisfied, well treated work force will reflect loyalty and enthusiasm in their dealing with consumers and by so doing that offer them as a major asset to the business. In addition the materials, equipment machines and other things used in business are available to all small scale business at equal prices but the only distinctive characteristic among small business is the good employees relation which; cannot be copies equipped with specialized aids, the small business must rely more heavily on its personnel alone if it is to survive the competition of the market place.
Government intervention in the industrial system to transfer ownership and management to the state started from colonial times. Rail and air transport serviced; power generated and distribution and other public utilities have generally been developed and managed by the government. The government has thus, through this process provided basic infrastructure, which enable private enterprises to continue. It was natural that this pattern continued when the country got independence in 1960. the government made several efforts to industrialize the country by the establishment of capital-intensive largely urban-based thereby encouraging rural urban drift. Efforts were made in the 80’s to reverse this situation in 1986 was the government deliberate shift to emphasis to small scale enterprises.
1.2 STATEMENT OF THE PROBLEM
Researching on problems in small scale business have faced a lot of divergent approaches principally because, since the publication of industrial policy of Nigeria in 1988 by the Federal Ministries of Industries, a lot of interest have been shown on the small scale business enterprise by various organizations ranging from Bank Manager, Development Associations, Institutes of Higher Learning and lately the Organized Private Sector spear headed by the Niger Association of Small Industrialists (NASSI). These various interest have led to a conflict of opinions even on basic as the definition of what a small scale business.
These is also a feeling in some quarters that study on small scale business does really have in much; relevance to the economy and like the name implies “small scale” it means no bit time foreign exchange could be earned from it. But it must be noted that most industrialized nations of the world started by encouraging small scale business. However, having seen all these, this study will attempt to clarify most of these issues while not leasing its focus of identifying the strategies for solving the small scale business human capital problem. It is hoped that the following pertinent question will help to give a guide in keeping on curse this study.
are the identifiable human capital problems in small-scale business in
Ø Do the companies under study take human capital management seriously like having a personnel department headed by a personnel manager?
Ø What strategies should be employed by the companies to solve human capital problems?
1.3 OBJECTIVES OF THE STUDY
broad objectives of this study is to examine the problems of Human capital
management in small scale business enterprise in
Ø To examine whether absence of production department in small scale business enterprise is a major problem of Human capital management.
Ø To find out whether the use of friends and relatives for effective staff recruitment in human capital department
1.4 RESEARCH QUESTION
Ø Does absence of personnel department in small scale enterprises a major problem of human capital management?
Ø Does the use of friends and relatives in small scale business enterprises a major handicap for effective staff recruitment in human capital department?
1.5 STATEMENT OF HYPOTHESIS
Ho: absence of personnel department in small scale business is the major problem of human capital management.
Hi: absence of personnel department in small scale business is not the major problem of human capital management.
Ho: the use of friends and relatives in small scale business is a major handicap for effective staff recruitment in human capital department.
Hi: the use of friends and relatives in small scale business is not a major handicap for effective staff recruitment in human capital department.
1.6 SIGNIFICANCE OF THE STUDY
is therefore the aim of this study first and foremost to study the relationship
between human capital management in small scale business and its impact on the
This study will be of great relevance to the overall economy, as it will help provide solutions to the problem of human capital management in small scale business thus building confidence in the business environment.
The result of this study will therefore be of immense help to the policy makers, government, individuals and investors.
1.7 SCOPE OF THE STUDY
research work deals specifically with the strategies for solving human capital
management problems in ten (10) selected small scale business organization in
these are done with a view of providing a useful tool to the business on the
lone hand and the academic community in
1.8 LIMITATIONS OF THE STUDY
The researcher in the course of the research work encountered a number of problems, which militated against the study. The problems were:
Ø Attitude of the respondents: In the course of carrying out this research one problem encountered by the researcher was the attitude of the respondents, some of the respondents were suspicious of the researcher’s intention therefore were reluctant and sometimes unwilling to supply information.
Ø Financial constraints: Finance
has been a major constraint in carrying out research project. Information
gathering entails a lot of movement from one place to the other and the cost of
transportation is quite high, cost of stationeries sky rocketed in
Ø Finally was the problem of non return of questionnaires by the respondents: Some of the respondent refused to return the questionnaires that were distributed to them by the researcher, in fact 11.11% of the respondents did not return the questionnaires distributed to them by the researcher. This refused the sample of workers finally included in the study.
1.9 OPERATIONAL DEFINITION OF TERMS
Strategy: Anao see strategy as the various scheme methods and maneuvers which management use to move the organization from its present position to arrive at its target goal by the end of a specific period (Anao, A.R 1996:42)
Management: Management is a social process entailing responsibility for the effective and economic planning and regulation of the operation of an enterprise in fulfillment of a given purpose or task such responsibility involving:
Small-Scale Business: Any business that has at least two of the following features, according to the United Nations Industrial Development Organization (Uwido) is a small business:
1. Ownership and management are vested in same persons.
2. Capital is made available by their owner and policy decisions are also made by them
3. Owners participate actively in the day to day (routine) operation
4. Area of operations are localized market coverage need not be local
5. Control a small share of the total market size (Aiyegbuse, O.A. 1990:92)