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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The management of human resources (HR) is a critical aspect of church development, particularly in Enugu, Nigeria. The church, like any other organization, requires effective HR management to ensure its growth and development. According to Nwachukwu (2012), the church’s growth in Enugu has been significantly influenced by the strategic management of its human resources. The author emphasizes the importance of recruitment, training, and motivation in the church’s HR management.

The recruitment process in the church involves identifying and attracting individuals who are spiritually inclined and have a passion for church development. According to Eze (2015), the church in Enugu has been successful in attracting individuals who are committed to its mission and vision. The author further notes that the church’s recruitment process is not only about attracting individuals but also about retaining them. This is achieved through continuous spiritual development and providing a conducive environment for them to grow spiritually.

Training is another critical aspect of HR management in the church. According to Udeh and Eme (2017), the church in Enugu invests significantly in the training and development of its members. The authors note that the church provides various training programs aimed at equipping its members with the necessary skills and knowledge to contribute effectively to its development. These training programs range from spiritual development to leadership and management training.

Motivation is also a crucial aspect of HR management in the church. According to Onyishi (2019), the church in Enugu motivates its members through various means, including recognition, appreciation, and spiritual rewards. The author notes that these motivational strategies have been effective in encouraging members to contribute more to the church’s development.

However, despite the significant strides made in HR management in the church in Enugu, there are still challenges that need to be addressed. According to Nwankwo (2020), some of these challenges include lack of adequate resources, resistance to change, and lack of a clear HR strategy. The author suggests that the church needs to invest more in its HR management to overcome these challenges.

In conclusion, the management of human resources plays a crucial role in church development in Enugu. The church has made significant strides in recruitment, training, and motivation. However, there are still challenges that need to be addressed to ensure the continuous growth and development of the church. Future research should focus on identifying effective strategies for overcoming these challenges.

1.2  Statement of the Problem

The problem of managing human resources in church development in Enugu is multifaceted. The first issue is the lack of formal training and education in human resource management among church leaders. Many church leaders in Enugu are not formally trained in HR management, which can lead to inefficiencies and mismanagement. This lack of training can result in poor recruitment and retention strategies, leading to high turnover rates and a lack of continuity in church development projects.

Secondly, there is a problem of inadequate funding. Many churches in Enugu struggle with financial constraints, which can limit their ability to hire and retain qualified staff. This lack of funding can also hinder the implementation of effective HR management practices, such as providing adequate training and development opportunities for staff.

Thirdly, there is a problem of cultural and societal influences. In Enugu, like many parts of Nigeria, societal norms and cultural values can influence the management of human resources in churches. For example, nepotism and favoritism can affect hiring and promotion decisions, leading to a lack of meritocracy in the church.

Fourthly, there is a problem of lack of strategic planning in HR management. Many churches in Enugu do not have a strategic plan for their human resources, which can lead to a lack of direction and focus in their HR practices. This lack of strategic planning can also hinder the church’s ability to adapt to changes and challenges in their environment.

Fifthly, there is a problem of lack of integration of HR management with the overall church development strategy. In many churches in Enugu, HR management is seen as a separate function, rather than an integral part of the church’s development strategy. This lack of integration can lead to a lack of alignment between the church’s HR practices and its development goals.

Lastly, there is a problem of lack of research and knowledge on the specific challenges and best practices in managing human resources in church development in Enugu. There is a need for more research and knowledge sharing in this area to help churches in Enugu improve their HR management practices and contribute to their development.

1.3. Aim and Objectives of the Study

The aim of the Study is to examine the Management of human resources and church development. The specific objectives of the study are:

1. To examine the role of human resource management in church development in Nigeria.

2. To identify the challenges faced in managing human resources in Nigerian churches.

3. To assess the relationship between HR management and church growth.

4. To propose strategies for improving HR management in Nigerian churches.

5. To evaluate the impact of effective HR management on the overall development of the church.

1.4. Research Questions

The following research questions are stated for the study:

1. What role does human resource management play in church development in Nigeria?

2. What are the challenges faced in managing human resources in Nigerian churches?

3. How does HR management relate to church growth in Nigeria?

4. What strategies could be proposed to improve HR management in Nigerian churches?

5. How does effective HR management impact the overall development of the church in Nigeria?

1.5. Research Hypothesis

The hypothetical statement is buttressed below:

Ho: Human resource management does not play a significant role in church development in Enugu, Nigeria.

H1: Human resource management play a significant role in church development in Enugu, Nigeria

 1.6. Significance of the Study

The significance of studying the management of human resources and church development in Enugu is manifold. Firstly, this study will provide a comprehensive understanding of the role of human resource management in the growth and development of churches in Enugu. It will shed light on the strategies, practices, and processes that are currently in place, and how these contribute to the overall functioning and success of the church.

The study will identify the challenges and issues faced in managing human resources within the church context. This will provide valuable insights into the areas that need improvement or change, and will help church leaders and administrators in Enugu to make informed decisions about their HR management practices.

The study will assess the relationship between effective HR management and church growth. This will help to establish whether there is a direct correlation between the two, and if so, how strong this correlation is. This could potentially provide evidence to support the argument that effective HR management is a key factor in church growth and development.

The study will propose strategies for improving HR management in churches in Enugu. These strategies will be based on the findings of the study, and will be tailored to the specific needs and circumstances of churches in Enugu. This will provide practical, actionable recommendations that can be implemented to enhance the effectiveness of HR management in these churches.

The study will evaluate the impact of effective HR management on the overall development of the church. This will provide a holistic view of the role of HR management in the church, and will highlight its importance not only in terms of growth, but also in terms of other aspects of development such as community engagement, service delivery, and organizational culture.

Lastly, the study will contribute to the existing body of knowledge on church development and HR management. It will add a unique perspective from the context of Enugu, which could be useful for comparative studies or for further research in similar contexts. This will enhance the academic value of the study and its potential for publication in scholarly journals.

1.7. Scope of the Study

The study examines the Management of human resources and church development. The Study focus is on The Eternal Sacred Order of the Cherubim and Seraphim, Enugu.

1.8. Operational Definition of Terms

Management: Management refers to the process of coordinating and overseeing the activities of a group of people to achieve specific goals and objectives. It involves planning, organizing, leading, and controlling resources to accomplish tasks effectively and efficiently.

Human resources: Human resources, often abbreviated as HR, is a department within an organization that is responsible for managing the employees. HR professionals handle various tasks such as recruitment, training, performance evaluation, employee relations, and ensuring compliance with labor laws and regulations.

Church development: Church development refers to the growth and expansion of a religious organization, specifically a church. It involves strategies and initiatives aimed at increasing the number of members, improving the quality of worship services, enhancing community outreach, and fostering spiritual growth among the congregation.

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