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The Effective Application of Human Resource

Managers Roles in Enhancing Performance in GoalOriented Firms: A survey of Dangote Cement Plant

Plc, Gboko, Benue State, Nigeria

ndWombo Dinnah

Faculty of Management Sciences, Benue State University, Makurdi,

Benue State, Nigeria.

Sev Joseph Teryimabanyam Emmanuel


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Human Resource Management (HRM) isconcerned with all aspect of how people are

employed and managed in the organization.

It deals with planning, organizing, directingand controlling of the procurement,

development, compensation, integration and

maintenance of people of people of

contributing to organizational goals.

Introduction


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Human Resource Manager of Dangote CementGboko Plant in a bid to enhance excellentperformance, and attain goals have beendischarging both proactive and reactive

The question is whether competitive advantage,market share growth level and profitability isattained in this organizations.

Hence there are several reported cases of declinein performance level, productivity decline,distress and outright liquidation and In mostcases decline in market share growth level.

Introduction Contd.

Introduction Cont.


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To investigate the numerous HR managers/practitioners Roles practiced by Dangote Cement Plc,Gboko Plant, in enhancing market share growth.

To determine the impact of HR managers/ practitionersRoles to the management of Dangote Cement Plc,Gboko Plant in enhancing profitability.

To evaluate the extent to which the effectiveapplication of HR managers/practitioners Roles haveenhanced the attainment of sustainable competitiveadvantage.

Objectives of the research


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Globally, the issue of HRM practice has assumed acentral position and focal point in the management.

There are several challenges militating against thepractice of HRM.

Challenges like internal environment, attitude towardsworks, employees satisfaction, outsourcing downsizing,reengineering amongst others.

These have caused the organization to record decline inperformance level, productivity, distress and outrightliquidation.

Statement of the problem


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Ulrich (1998), Guest and Kong (2004), Nwachuku

(2009) and other in the respective research findingsidentified the following as Human ResourceManagers/practitioners/experts roles discharged foreffective performance of firms. They are:

The strategic role of HR specialist: involve formulatingand implementing of HR strategies in line with businessobjectives.

Employment of HR strategies in relation to customers,

competitors and business issues they face.

Literature Review


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The service delivery role: HR Experts provide services toother departments/units within organization on issues such

as Information on key labour laws, statistics on prevailing

wages within the industry and economy, issues of strikesand mediation, conciliation and arbitration.

He proffer solution on these problems, therefore he isreferred to as problem-solver.

Change Agent role: he act as change agent facilitatingchange by providing advice and support on introductionand management of change

They are in the position to sell the change to people whowould have offered resistance

Literature Review


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The Guardian of value role: HR manager act as

guardian of the organization values and ethicalstandards concerning people.

They act as concerned humanitarian who remindsmanagement of organisations of their inadequacies or

benefits He call for attention of management to adopt new

trends of administration of wages and fringe benefits

Mediation role: they settle disagreements between

company and community in which it operates He is the peace-maker.

Literature Review


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Internal consultancy: he work alongside with

colleagues and clients analysing problems,diagnosing issues and proposing solution

Facilitation role:he ensures that the functions ofother managers are carried out smoothly

That disciplinary policies, employment andpromotion policies are followed and equitablyapplied.

Provide other necessary service required to assist

other managers to implement policies oforganization.

Literature Review


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Company spokesman's role:he represent theorganization in the following issues

Burial service

Naming ceremonies

Wedding of key staff

Business partners role: he analyzeorganizational strengths and weaknesses and

diagnose issues facing the enterprise and theirHR implications.

Literature Review


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The research is relevant in the sense that

organisational growth needs to be consistent,

competitive advantage needs to sustained

Profitability needs to be improved on a

consistent basis in all organizations in order to

eliminate distress/liquidation trends

Relevance to the present research

Relevancy to the present research


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Organisation in Nigeria have been using HR experts and

managers in discharging noble roles There roles ranges from facilitation role, service delivery

role, mediation role amongst others

But there still exist poor performance trends in profitattainment and distress trends noticed in these

organizations. This have necessitated the researcher to find a way forward

regarding the trends.

Moreover, several scholars in HRM have prescribed theserole for application.

But the application of the roles by them proved abortive inseveral organizations in Nigeria.

Gaps


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The research design adopted is quasi

experimental which place premium on simplesurvey.

Chi-Square was used as a technique to test the

formulated hypotheses. Data used were sourced from primary and

secondary sources

Data collected were presented with the use oftables and interpreted using simple percentages.

Methodology


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Table 2.2: Responses opinion as to whether

there are several roles HR manager discharge

in order to enhance company market share

growth.

235(90.03%) out of 261 felt strongly that

effective application of HR manager roles are

the catalyst for attaining high market share

and growth while 19(7%) felt otherwise.

Results and Findings


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Table 2.3: represent respondents views to

effective application of HR managers roles in

Dangote Cement Plc Gboko in attainment of

profit

240 (92%) agreed with the assertion that

effective application of the roles have resulted

to high profit attainment, while only 15 (6%)showed a different perception.



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Table 2.4: represent the respondents viewson effective application of HR managers rolesas enhancing competitive advantage at

Dangote Cement Plc Gboko Plant. 240 (92%) agreed with the assertion that

effective application have enhanced theircompetitive advantage in the company , while13 (5%) showed contrary opinion on thesubject matter.



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Hypothesis one: there is no HR managers/

practitioners roles practiced to enhanced themarket share and growth in Dangote CementPlc, Gboko Plant.

The test shows that X2cal =27.730 > X2tab =15.51therefore we reject the null hypothesis andconclude that there are HR managers/practitioners roles practiced to enhanced themarket share and growth level of DangoteCement Plc, Gboko Plant.

Testing of hypotheses


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Hypothesis two: there is no significant association

between HR managers/ practitioners roles and profitattainment by Dangote Cement Plc, Gboko Plantbetween 2007-2011.

The test result shows that X2cal = 45.275 > X2tab =

15.51, and significant at 0.0% at 8 degree of freedom.We therefore reject the null hypothesis and concludethat there is a significant association between HRmanagers/practitioners roles and profit attainment by

Dangote Cement Plc, Gboko Plant.



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Hypothesis three: the effective application of HR

managers/practitioners roles have notenhanced the attainment of sustainablecompetitive advantage at Dangote Cement Plc,Gboko Plant.

The test result shows that X2cal = 42.147 > X2tab= 15.51, and is significant at 0.0%. We reject thenull hypothesis and conclude that the effectiveapplication of HR managers/ practitioners rolehave enhanced the attainment of sustainable

advantage at Dangote Cement Plc, Gboko Plant.



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As noticed in hypothesis one it was found that the application of HR

managers roles at Dangote Cement Plc, Gboko Plant have enhanced high

market share growth level

The implication of this position is that, on a consistent basis executive

management needs to evaluate/ analyze company manpower needs to

establish pertinent department in the company that need training and

development

If effectively carry out will result to updating the knowledge, conceptual

skills, analytical skills, human relation skills production techniques

/methods amongst others.

This will result to high quality production standard service delivery and

good market strategies.

To facilitate market share growth level firm should possess the folowing

Increase promotional activities(advertising, sale promotion)

Improve product quality

New product introduction

Lowering prices

Increase service and innovation

Discussion of results


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As found in the test of hypothesis two there is a strongassociation between profit attainment and effective HRmanagers role.

The implication of this scenario is that HR managers atDangote Cement needs come with innovative services thatcan stand the test of time in such a manner that they willoverpower competitors in the same industry.

This required adequate finances for operationsproductions, marketing, engineering etc.

As seen in attached appendix P&L a/c have been on aconsistent increase from 2007 -2011.

This shows that there is strong association between profitattainment and HR managers roles.




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For hypothesis three, it is established that

sustainable competitive will be enhance witheffective application of HR manager roles.

The implication is that HR manager need todevelop recruitment and selection strategies plan

to attract candidate that have requisite skills,knowledge, assets and capabilities.

The question to address is which are the mostcritical skills and assets now needed and which isthe most critical in the future



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HR managers role are the integral part of

organizations management.

The roles facilitate the attainment of higher

market share growth level

High profit status.

Greater sustainable competitive advantage of

the Dangote Cement Plc, Gboko Plant.

Conclusion


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Policies and procedure of HRM be evaluated tofacilitate the task

Roles of HR managers should not becompromised contrary to set parameters

HR managers should be transparent indischarging their roles if profit goal, sustainablecompetitive advantage and market share growthis to be realized.

HR managers should identify their areas ofcapabilities, highly skilful and assets to enablethem attain sustainable advantage.

Recommendation


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Thank you for Listening


Managers Roles in Enhancing Performancein Goal Oriented Firms: A survey of Dangote

Cement Plant Plc, Gboko, Benue State,

Nigeria


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Five-Year Financial Summary

(Dangote Cement Plc)31stDecember 2011

N0002010

N0002009

N0002008

N0002007

N000

Assets/Liabilities

Fixed assets 346,965,606 310,143,761 142,388,500 135,621,674 130,518,631

Goodwill - - - - -

Long term investments 27,622,401 50 16,659,134 - -

Long term receivables 70,227,221 5,695,856 - - -

Net current

(liabilities)/assets

(37,190,964) (3,659,956) 41,521,212 1,806,654 4,797,725

Deferred taxation

assets/(liabilities)

7,948,746 (1,924,400) (8,486,075) (7,959,126) -

Long term debts (118,036,845) (98,251,412) (49,619,797) (56,889,822) (77,211,790)

Staff gratuity (482,490) (494,684) (350,740) (67,162) (33,581)

Net Assets 297,053,675 211,509,215 142,112,234 72,512,218 58,070,985

Capital and Reserves

Share capital 7,745,685 7,745,685 500,000 500,000 500,000

Share premium 42,430,000 42,430,000 42,430,000 42,430,000 42,430,000


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Questions &

Answers


Managers Roles in Enhancing Performance

in Goal Oriented Firms: A survey of Dangote

Cement Plant Plc, Gboko, Benue State,

Nigeria

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