Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon

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

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.