CHAPTER ONE
INTRODUCTION
1.1      BACKGROUND TO THE STUDY
Management of human resources policies of is general to the growth and survival of any organization particularly those of the 21st century, who encounter on regular basis unhealthy rivalry in the global market. Bankole,(2003).
Practices on human resources management involves basic guide lines to which efficient and effective utilization of personnel to achieving best practices can be attained. Therefore, for any organization that will stand the test of time in the highly competitive environment must necessarily adopt a realistic human resources system, planning, and utilization that could motivate as well as carry along the entire work force in the effort towards attaining the organizational goal. This is because while the kingdom of heaven lies on righteousness, the organization of this world is practically run by men (Human resources). Hence, it takes the effort of management policies or principles of human resources to enhance the survival of an organization.
                                                                Qureshi.M,(2006)
However, established HR policies are entrenched in ensuring a peaceful and conducive employment relationship of employees considering labour standards, privacy legislation, occupational health and safety, human right and workers compensation.
It involves certainty to other related legislation as applicable in the jurisdiction in which the organization operates.
Regardless of the sophistication and efficiency of organization’s modern tool and equipment and the vastness of its financial and other material resources, they are no value to the organization, unless the policies activities, principles or rules guiding humans resources are put into use. Adequate supply of natural and other resources doe s not alone bring about economic development. It is the human asset in term of employee or workers team spirit and management action, which can make good use of resources with effective deployment and utilization of human resources. Therefore, HR policies helps to shape the employment value of the organization and as well ensure managers have the skills and resources to be able to implement sand monitor the policy. The human element is central to organization of all description.
                                                                        Marques,(2007)
Iyanda, (1986) noted that in the process of development to any nation, manpower contributes up to 64%, the remaining other physical and manmade resources contributes the remaining 36% to the process of the development.
1.2STATEMENT OF THE PROBLEM.
Knowing the need of human resources management ad a pivotal pigment to successful operation of an organization, policies enacted to effect it’s functioning are poorly implemented. The slim or poor response to executing this practice in most organization has predicated inflexibility and poor performance for it’s ethics. Some of these anormalics are :
-      Mediocrity in service delivery through improper recruitment, and selection of individual via federal character, nepotism, sentiments and feelings.
-      Inexperience due to lack of effective training and development practice expected in-contradiction with it’s HR laws or principles.
-      Absence of strict employees appraisal of job whereby constituting inconsistency in performance of a duties or task assigned.
-      Improper motivational provision that will connote expected job satisfaction on the part of employee
-      Inconsistent decision - making between employee and managers negatively impacting on work-environment or business accomplishment
-      Inconsiderability and insensitivity to general employment standards, occupational health and safety, human rights and workers compensation that negatively affects employees performance.