The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner.
Human resource management was formally called "personnel administration. It is said that personnel administration exist since the 1920’s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970’s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge.
Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals.
Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution.
The first form of HRM was known as industrial welfare in the 1860’s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions.
Table of Contents
1. INTRODUCTION
1.1 Background of study on HRM
1.2 Definition of notions
1.2.1 Administration
1.2.2 Human Resource Management
1.2.3 Small and Medium Size enterprises
1.3 Introduction to topic
1.3.1 Role of HRD in enterprise Business
1.3.2 Importance of HRD in SME
1.3.3 Functions of HR Manager
1.3.4 Role/functions of Administration in SME
1.3.5 HRD as a guide to Administration
1.3.6 Major branches of HRM
1.3.7 Organizational change
2. LITERATURE REVIEW
2.1 Introduction
2.2 Strategic Management (SHRM)
2.3 Business Strategy
2.4 Human Resource outcome
2.5 Organizational Performance
2.6 Relationship between business strategy and HRM
2.7 Relationship between HRM system, HR outcomes and Organizational Performance
2.8 conclusion
3. METHODOLOGY
3.1 Introduction
3.2 Problem Statement
3.3 Purpose of study
3.4 Hypothesis
3.5 Significance of Research
3.6 Description of study Area
3.7 Sample Size and Procedure
3.8 Data Collection
3.8.1 Procedures
3.8.2 Data Analysis
3.9 Examining the Data
4. ANALYSIS AND RESULTS
4.1 Introduction
4.2 Examination of companies
4.3 Appraisal of HRD
4.4 Administrators opinions on HRD
4.4.1 SME with HRD
4.4.2 SME without HRD
4.5 Hypothesis testing
5. DISCUSSION AND CONCLUSIONS
5.1 Introduction
5.2 Summary of the Study
5.3 Discussion of Findings of the Study
5.4 Key Limitations of the Study and Suggestions for Future Study
Objectives and Topics
The primary objective of this research is to evaluate the influence of Human Resource Departments on employee performance and organizational change within Small and Medium-sized Enterprises (SMEs) in Cameroon, while highlighting the importance of HR practices in businesses that may otherwise overlook them.
- The role of HR Departments in fostering organizational change and employee commitment.
- Comparative analysis of SMEs with and without formal Human Resource Departments.
- The impact of HR practices on employee performance, satisfaction, and retention.
- Strategic HR planning as a tool for overcoming competitive challenges in SMEs.
- The significance of organizational culture, communication, and internal policies in SME management.
Excerpt from the Book
1.3.1 Role of HRD in enterprise business
People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. As such there is the need for effective HR strategic planning techniques and strategies to manage resources and minimize human resource issues.
Many small businesses have less than five employees and therefore they believe the role of HRD in their business is more of an unnecessary expenditure. However, even if you have just 1 employee, you need to understand what HRM is and how to effectively manage workers in your business either by attaining workshops, seminars, or carrying out HRM training programs. It is advised that if you have a business with 5 and above employees, you need to develop a fairly comprehensive HR program, using HR Strategic planning techniques, building these techniques and strategies into your overall business plan and operations will be a big plus and will bring about positive organizational changes in your institution.
Thus, we understand that the role of HRD, which will be outlined below are inevitable for every business that really wants to have a grip on its employees, and encounter positive organizational changes leading to better performances.
Summary of Chapters
1. INTRODUCTION: Covers the historical background of human resource management, defines key concepts like administration and SMEs, and discusses the role of HRD in enterprise business and organizational change.
2. LITERATURE REVIEW: Reviews existing theories on Strategic Human Resource Management (SHRM), business strategy, organizational performance, and the relationships between these variables in various global contexts.
3. METHODOLOGY: Outlines the research design, problem statement, and sampling procedures used for studying 10 SMEs in Cameroon and the data collection process via questionnaires.
4. ANALYSIS AND RESULTS: Presents detailed examinations of the 10 selected companies, provides an appraisal of HRD performance, summarizes administrator opinions, and conducts hypothesis testing based on collected data.
5. DISCUSSION AND CONCLUSIONS: Summarizes the study's findings regarding the 10 hypotheses, discusses the broader implications for SME management, and offers suggestions for future research.
Keywords
Human Resource Management, HRM, Human Resource Department, HRD, Small and Medium Size Enterprises, SME, Organizational Change, Employee Performance, Strategic Planning, Employee Retention, Job Satisfaction, Personnel Management, Workforce Planning, Cameroon, Organizational Commitment.
Frequently Asked Questions
What is the core focus of this research?
The research examines the role of Human Resource Departments as a strategic tool for driving organizational change, enhancing employee performance, and improving commitment within SMEs in Cameroon.
Which business sectors are analyzed in this study?
The study analyzes a diverse range of SMEs, including microfinance institutions, printing presses, security companies, NGOs, and private health clinics.
What is the primary objective or research question?
The study seeks to answer how an HR Department can influence organizational change and whether its presence or absence impacts employee performance and working environments in SMEs.
Which scientific methodology does the author employ?
The author uses a quantitative approach involving random sampling of 10 SMEs and 45 employees, utilizing questionnaires to collect data, which are then analyzed to test ten specific research hypotheses.
What topics are discussed in the main body of the work?
The main body covers HR functions, the importance of strategic planning, the impact of training on performance, the challenges of employee turnover, and the relationship between HR practices and psychological contracts.
What are the characterizing keywords of the thesis?
Key terms include Human Resource Management (HRM), HRD, Small and Medium Size Enterprises (SME), Organizational Change, Employee Performance, and Strategic Planning.
How does the presence of an HR department affect communication within an SME?
The research finds that SMEs with an HR department benefit from more fluent and organized communication at both horizontal and vertical levels, whereas those without one often struggle with poor internal information flow.
What specific conclusion does the author reach regarding SME growth?
The author concludes that HRD is a vital tool for SMEs; without it, companies face significant challenges in managing personnel, which can hinder their growth, employee retention, and overall productivity.
- Citar trabajo
- Coretta Abiyah (Autor), 2018, Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon, Múnich, GRIN Verlag, https://www.grin.com/document/446960
