The study x-rayed the role of Human Capital Management in the Achievement of Organizational Goal. The study adopted survey research design, due to the nature of the enquiry. To achieve the purpose, the researcher raised some objectives, research questions and literature review, for an in-depth study of the formulated topic. The population of the study was drawn from the organization, under investigation and sample size taken through Yaro Yamane. The sources of data were through primary and secondary to get the accurate information in the field. The data gathered in the field were analyzed, using simple percentage, frequency table. The researcher recommended that the organization should engage in the service of qualified personnel officers and make use of company’s laid down policies and procedures in the interest of the staff and goals of the organization.

CHAPTER 1

INTRODUCTION

1.1 Background of the study

The focus of this research is on the contributions of human capital management towards the achievement of organizational goals.

Human capital management is a branch of management concerned with the recruitment of development, control and welfare of the staff of the organization. It has to do with the promotion or dismissal of staff.

The point therefore in what value does this branch of management play to help the organization achieve its sets objective.

Some people argue that with or without human capital management the business organization can still achieve the business objectives.

According to Okorie (1992) who wrote in the business firms of February 9, 1992” such practices as human capital management studies seems to be merely academic exercise as good interpersonal relationship in organizational is imbued by nature and should be acquired by training. He went further to the example by saying that “such successful business as Omouka inter-business, the makers of rocket nails, sprang up and have been sustained by school nor read any personal management.

Since they can still succeed without it, in other words human capital management has nothing to contribute to the efficient running of business organization to achieve goals.

On the other hand Ibekwe (1984) say that since management itself means working with and through people, it is necessary to understand the word efficient way to work with the entire staff, management has something to contribute the good management of organization for the achievement of their broad goals.

It is therefore, the position of this research to solve the above conflict. The research should ascertain whether or not the human capital management has only goals. It has to make this contribution if human capital management has no contributions to make, the research will ascertain why, despite its effectiveness, i.e. widely employed in many modern business organization.

In addition, in every organization, there are three major resources to be managed if the organization wants to achieve its objectives and goals. These resources are humans, materials and financial resources. And out of these three, human resource management is the most important and difficult to manage. The reason being that every human being is born unique and therefore is bound to have different characteristics i.e. the ways they think, feel, reason and act.

Secondly, human beings control and co-ordinate the other resources. They constitute the workforce of an organization and are referred to as personnel. Since human nature plays a very major part in the overall success of an organization, it is therefore important to have an effect working relationship between the employee and the manager as this is essential for the success of the organization.

Human capital management, which involves the efficient and effective management within an organization, is one of the vital functions of Educational Administrators is because every administrator has a function to perform through this staff and his own abilities. Every university like other formal organizations needs human beings to execute its programs and achieve educational goals and objectives. To be able to achieve this, the Registrar who is the chief of administration has to ensure that personnel with whom the works knows what to do, when to do it and how to do it. Another name for HUMAN RESOURCES MANAGEMENT (H.R.M) is HUMAN CAPITAL MANAGEMENT. No matter the name; we chose to call it, its basic function is to deal with people who make up an organization. And these people have diverse interest, goals and values.