CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND OF STUDY
Strategy was first used in England in (1956) derive from the Greek word strategies which derives from two word; stratus (Army) and Agein (Ancient Greek for leading). Strategies referred to a military commander during the age of Athenian Democracy.
A strategy is a long term plan of action designed to achieve a particular goal. Strategy is also basically concerned with the long term direction and scope of an organization; it is also crucially concerned with how the organization positions itself with regards to the environment and to the competitors in particular. It’s concerned with establishing competitive advantage, ideally sustainable overtime, not by technical maneuvering, but by taking an overall long term perspective.
Strategy management is the ongoing process of specifying the organization objective, developing plan to achieve these objective and allocating resources to implement the policies and plan to achieve the organizations objective.
Human resource management refers to a set of people oriented functions or activities that involve the effective acquisition, use and the maintenance of human resources within an organization.
However, strategic human resource management (SHRM) is a strategic approach to manage human resources of an organization compared with the traditional human resource management. Practices strategic human resource management is considered a relatively "new concept" despite its continuous development over the past two decades. Although there is still no consensus on an exact definition of based and broad agreement reached on its basic function which involves designing and implementing a set of internally consistent policies and practices that ensure that the human capital of a firm contributes to the achievement of its business objectives. Faulkner and Johnson (1992).
Human resources management is concerned with the effective use of an organization’s human resources, it deals with people at work and their relationship within the working environment.
The human resource approach further deal with the employers entire working life in the company, and not just their contractual relationship with it. It is also involved with value and aims not only to obtain employee’s consent to work, but their commitment to management goals.
1.2    STATEMENTS OF PROBLEM
Although, it is known that firms can gain sustainable competitive advantage through the strategic management of human resources, however, it remains unclear about the conditions under which a firm employs strategic human resource management so as to enhanced performance in the organization. More so, inspire of providing an initial explanation on the antecedent of human resources at the process by which these have impact on the organization is yet to be clear.
In addition, possible interactions among these factors that may have impact on the performance of a firm will be examined. Most organizations do not have an effective human resources management practices and the design of a human resource system compatible with the firm strategy, which is imperative for successful implementation of business strategies. Also, most firm do not practice strategies human resources, do not respond to the external environment through a better employment of human resources, and since the strategy of firms is a reflection of its response to the competitive external changes, a human capital pool with a broad way of skills that are compatible with the corporate strategy is a catalyst for fulfilling the strategic goals through promoting behavoural utility among employees. However, the studies become pertinent to fill the gaps, mentioned and in order the mechanism to enhance organizational performance.
1.3    AIM AND OBJECTIVES OF THE STUDY
The main objectives of this study are to determine or investigate the impact of strategic human resources on Nestle Plc.
The objectives of this research work will include the following:
i.             To investigate the impact of strategic human resource management on organizational performance in Nigeria private sector such as Nestle Plc.
ii.           To examine the types of strategy that is adopted in Nestle Plc.
iii.          To assess the rationale behind strategic human resource management practices in Nestle Plc.
iv.          To identify the problems and make possible suggestions of human resource strategic practices in the organization.