IMPACT OF STAFF ORIENTATION ON HUMAN RESOURCES DEVELOPMENT IN UNIVERSITY OF NIGERIA, ENUGU CAMPUS

ABSTRACT

The essence of this research: Impact of Staff Orientation on Human Resources Development is to actually find out the effect of use of office materials/equipment on employees’ productivity; to ascertain the effect of maintenance of official code of conduct and institutional growth and to critically examine the relationship that exists between communication and employee workplace attitude. This study had a population of 478 senior non-academic staff drawn from University of Nigeria, Enugu Campus. The sample size of 218 was drawn using Yamane Taro’s formula. Instrument used for data collection was primarily questionnaire. The total numbers of 218 copies of the questionnaires were distributed while 198 copies were collected. Descriptive research design was adopted for the study. Three hypotheses were tested using Chi-square (X²). The result of findings indicates that effective use of materials/equipment contributes to employees’ productivity; that maintenance of official code of conduct enhances the institutional growth and that, there is a positive relationship that exists between effective communication and employees’ workplace attitude. The study thereby concludes that staff orientation no doubt, serves as a strong strategic tool on human resources development and should be taken up to a greater height for the nation’s advantage. The study then recommends that, organizations/institution understudy should endeavour to source for seasoned resource persons with a wealth of knowledge in relevant fields of individual employees. Also, there is the need for every organization/institution to ensure that staff orientation is being effectively implemented at least once in a year in order to groom and develop the staff to adapt to the ever-changing environment of globalization and technology. More importantly, there should be provision of adequate facilities such as technological equipment that facilitates learning and development for quicker understanding and implementation.

TABLE OF CONTENTS

Title Page

Abstract

CHAPTER ONE: BACKGROUND OF THE STUDY

            Introduction

1.1       Background of the Study

1.2       Statement of Problem

1.3       Objectives of the Study

1.4       Research Questions

1.5       Research Hypotheses

1.6       Significance of the Study

1.7       Scope of the Study

1.8       Limitations

1.9       Contextual Definition of Terms

            References

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.1       Conceptual Framework of the Study

2.1.1    Objectives of Staff Orientation

2.1.2    Determinants of Effective Staff Orientation

2.1.3    Impacts of Staff Orientation to Organisations

2.1.4    Factors that affect Staff Orientation

2.2       Theoretical Framework of the Study

2.3       Empirical Framework of the Study

2.4       Summary of Review of Related Literature

            References

CHAPTER THREE:  RESEARCH METHODOLOGY

3.1       Research Design

3.2       Method of Data Collection

3.3       Population of the Study

3.4       Sampling Techniques

3.5       Sample Size Determination

3.6       Validity of Instrument Used

3.7       Reliability of Instrument Used

3.8       Method of Data Analysis

            References

CHAPTER FOUR:  DATA PRESENTATION AND ANALYSIS

4.1       Data Presentation and Analysis

4.2       Test of Research Hypotheses

CHAPTER FIVE:  SUMMARY OF FINDINGS, CONCLUSION, RECOMMENDATIOS AND SUGGESTIONS FOR FURTHER RESEARCH

5.1       Summary of Findings

5.2       Conclusion

5.3       Recommendations

5.3.1    Suggestions for further Research

            Appendix

            Bibliography

CHAPTER ONE

INTRODUCTION

1.1        BACKGROUND OF THE STUDY

The world is changing everyday, academically, technologically and otherwise. In fact, the entire human life and every sector are being affected. Meanwhile, that clarion call for change is a signal that demands a serious staff orientation to human mode of operation so that our nation can move forward.

Staff orientation, is quite crucial for a nation’s survival and growth especially in the face of challenging and highly competitive global world like ours. Many employees are found to be performing below expectations because of lack of requisite skills and failure on the part of organizations/institutions and management to identify and adequately take care of the inadequacies on time. Staff orientation should as a matter of fact be given top priority in every institution as well as organisation’s schedule of activities if this nation’s problems are to be well addressed.

Staff orientation, therefore, is a systematic effort to improve the effectiveness of staff by critically improving on their performance efficiency and other norms and practices with a view to reforming them to be responsive to organizational, individual and societal interests, (Humblin, 1977). It is a program that facilitates the learning process of the staff of the organization in order to contribute meaningfully to the achievement of a set objective, (Heinz and Weihrick, 2001).

Also, staff orientation is more or less any process that aims at inculcating into the employees the desired behavour or attitude to accomplish certain objectives in order to add value to the society. The need for staff orientation exists where there is a lag between employees’ actual performance and desired performance. Staff orientation needs also arise where employees’ skills become out of tune with the existing technology and what the society needs which obviously calls for skill updating. Drucker (1974:7) puts it differently “what exists is getting old.” That is why human resources management being individually oriented, treats each employee as an individual and offers services and programmes or (orientation) to meet the individual’s needs in terms of rebranding him (Ivancevich and Glueck, 1983:7). This provides the redundant employee an opportunity to acquiring technique, skill or knowledge which is essentially to regaining competence (Boethinger, 1974) and building a healthy self-confidence which is based on developed and tasted powers of thought and action, not on nervous compulsion to do anything except think. Meanwhile, management has a responsibility to improve or at least, maintain the wealth producing capacity of the economic resources entrusted to it (Drucker, 1979:19). Perhaps, every human being has its own strength and weakness. This demands that every institution or organization is expected to understand this in their employees so as to improve their wealth producing capacity.

1.2        STATEMENT OF PROBLEM

The nation in general and society in particular is crying as a result of poor performance of employees in their various places of work which has largely contributed to lower productivity, undesirable employee’s workplace attitude, high rate of labour turnover and dwindling state of nation’s economy. This in no small measure has been dragging this country backward.

1.3        OBJECTIVES OF THE STUDY

The general objective of this study is to actually find out if staff orientation has any impact on human resources development and how organizations/institutions can benefit from the program if it is being effectively implemented.

The following are the main objectives of the study.

1.                     To find out the effect of use of office materials/equipment on employees’ productivity.

2.                     To ascertain the effect of maintenance of official code of conduct and institutional growth.

3.                     To critically examine the relationship that exists between communication and employees’ workplace attitude.

1.4        RESEARCH QUESTIONS

The relevant research questions that are in accordance with this study can be enumerated as follows:

1.                 To what extent does effective use of office materials/equipment contributes to employees’ productivity?

2.                 How does maintenance of official code of conduct enhances the institutional growth?

3.                 What relationship exists between communication and employees’ workplace attitude?

1.5        RESEARCH HYPOTHESES

To carefully ensure that data collection is limited to the scope being covered in this study, the following hypotheses were formulated....

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