AN ASSESSMENT OF HUMAN RESOURCE MANAGEMENT AMONG NGOs IN TECHIMAN MUNICIPALITY

Abstract

This thesis is an assessment of human resource management among NGOs in Techiman Municipality of the Brong Ahafo Region of Ghana. It sought to establish whether NGOs in the Municipality practice human resource management and thus, the factors that inhibit human resource management amongst the NGOs. Questionnaire administration, interviews and observation were the data collection tools employed by the study. Relevant literature was also reviewed to support primary data collected. Data was mainly analyzed qualitatively by narration and with the use of SPSS, version 16. The study found out the following: NGOs in the Techiman Municipality do not have well functioning governing boards; employee motivation is low; the value of the human resource is recognized but not given the deserved attention; human resourcing is poorly done; the practice of performance appraisal falls short of standards and conflicts abound in the NGOs with high labour turnover upon mostly failed negotiations (the most commonly used conflict resolution mechanism by the NGOs). Other findings were: employee commitment is only moderate and best described as behavioral; induced by compulsion with threats of economic sanctions for non-compliance. There is low level of employee initiative and employee involvement; achieved mainly through team briefing with instructions to be carried out. The NGOs have often mistaken welfare for rewards and therefore only a few of the NGOs really have welfare packages for employees on a very limited scale. Values considered essential for effective human resource management are not fully understood and are often mistaken for traditional personnel management as Goss (1997) postulates. Therefore the study concludes that, NGOs in the Techiman Municipality do not really practice human resource management. What they practice can best be described as near human resource management if not traditional personnel management.