the problems and prospects of personnel management in private sector by J1Yab4B

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									                    TABLE OF CONTENT

COVER PAGE

TITLE PAGE

APPROVAL PAGE

DEDICATION

ACKNOWLEDGEMENT

ABSTRACT

TABLE OF CONTENTS



CHAPTER ONE:

INTRODUCTION

1.1   BACKGROUND OF THE STUDY

1.2   STATEMENT OF THE PROBLEM

1.3   PURPOSE OF THE STUDY

1.4   SCOPE OF THE STUDY

1.5   RESEARCH QUESTION

1.6   RESEARCH HYPOTHESIS

1.7   SIGNIFICANCE OF THE STUDY
1.8   LIMITATIONS OF THE STUDY

1.9   DEFINITIONS OF THE STUDY

      REFERENCES



CHAPTER TWO:

REVIEW OF LITERATURE

2.1   OVERVIEW OF PROBLEMS AND PROSPECTS

2.2   CAUSES OF PERSONNEL MANAGEMENT PROBLEM

2.3   PROBLEMS OF PERSONNEL MANAGEMENT

2.4   WAYS OF COMBATING THESE PROBLEMS

      REFERENCES



CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1   RESEARCH DESIGN

3.2   AREAS OF THE STUDY

3.3   SAMPLE AND SMPLING PROCEDURE

3.4   INSTRUMENTS FOR DATA COLLECTION
3.5   VALIDATION OF THE INSTRUMENTS

3.6   RELIABILITY OF THE INSTRUMENTS

3.7   METHODS OF DATA COLLECTION

3.8   METHOD OF DATA ANALYSIS

      REFERENCES



CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1   PRESENTATION OF DATA ANALYSIS

4.2   TESTING OF HYPOTHESIS

4.3   SUMMARY OF RESULTS

      REFERENCES



CHAPTER FIVE

DISCUSSIONS, RECOMMENDATION AND CONCLUSION

5.1   DISCUSSION OF RESULT FINDINGS

5.2   CONCLUSIONS

5.3   IMPLICATION OF RESEARCH FINDINGS
5.4   RECOMMENDATIONS

5.5   SUGGESTIONS FOR FURTHER RESEARCH

      BIBIOGRAPHY.
                                CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND OF THE STUDY

The advert of industrial revolution in 9th century by European brought new

dimension in human society. Machines were invented by human mind and

factors emerged for the first time.

People came o work under one roof for the first time, creating management

human problems. Later management as a process was intensified through

some efforts like those of Federick Taylon Henry Fayol, max weber and Elton

Mayor ad the rest of the human behavior scientist who followed Fayol and

human relation school. There are various methods of managing organization

but all approaches share one thing in common, they advocate the use of people

to get things done.

Burskirt, Green and Rogers (1976) contented that personnel management were

almost unheard of in the 19th century business firms, it was only in the 20 th

century that personnel management came in to existence.          They further

emphasized on the influence of government labour unions in the growth of

personnel management. It was the British administration in Nigeria that
introduced the period of employment in the real sense of it. The early colonial

administration establish government workers or Oyibo workers as they are

called in some parts of the country.

Personnel management development gradually gather momentum                after

independence in both private and public sector. The federal ministry of labour

was establish in 1942 to coordinate the public service recruitment.

The role of labour union in developing personnel function in Nigeria is

tremendous. The activities of the Nigeria employers of labour (NEL) in 1957 to

cater for their welfare cannot be forgotten

Furthermore, development of education and other also contributed, today

personnel management is highly developed, utilizing highly trained managers

with background in sociology, psychology, economics and general business

administration. Personnel management are found in every field of organization

such as: insurance, banking, co-operatives and public administration.

The importance of the personnel function was underscored by a well known

management enemy Rensis Likert, who said that all the activities of any

enterprise are initiated and determined by the persons who make up that

organization. Plants officers, computers, automated equipment and others that a
modern firm uses are unproductive expect for human effort and direction of all

the management tasks, managing the human components is the central and

most important task because all else depend on how well it is.

From Likerts view one can see that personnel department is the foundation

upon which other department are layed.          This department is of great

importance to both the public and private sector like Emenite as a private

company was established in 1963 and formally called Turners Absectors

cement company Nigeria limited producers of absbestord related materials

such as ceiling board, ceiling ties.

This company was then owned by turners and Newer company in Britain,

lately the British sold their shares to a company at Belgium in 1987 called

Emtext group of company and it is now called Emenite Nigeria limited, this

belguim company have 51% shares with the Eastern state including Enugu,

Imo, Anambra, Abia, Ebonyi states have the remaining 49% shares in the

company, they now includes asbestos roofing sheets, pressure pipes I their

products which has about 90% raw materials from cement. This continuous

existence of this company is as a result of the viable hands in management

which was made possible by the personnel department.
Therefore,. Personnel functions are over emphasized which includes recruiting

selecting, training, developing assimilating and remunerating employees so that

the organization aims ad objectives are attained. That is why Flippo (1984)

looked at personnel management as the planning organizing directing and

controlling of the procurement development compensation, integration,

maintenance and separation of human resources to the end so that individual,

organizational and societal objectives are accomplished effectively and

efficiently



1.2   STATEMENT OF THE PROBLEM

Personnel management usually go beyond demand and supply of human

resources in an organization. The existing problem in this department trigger

to mal-functioning of the department. There are constrains such as individual

geographical and racial background, occupational, cultural, industrial

differences and legal influence on employment decisions which jeopardize

their objective. It is this problem that necessitate this project.
The native of the man power resources that are available has considerable

influence on the degree of success that a personnel manager experience in

filling job vacancies.

The composition of the labour force and it’s distribution also effect such

personnel function as supervision, bring benefits, wages and salary

administration and union relation.     Infact, there is probably no function of

personnel management that is not influenced in some manner by man power

hand.

It is describable also to understand some of the changes that are taking place

and their implication for personnel management.



1.3     PURPOSE OF THE STUDY

It is the intention of the researcher to examine the problems and prospects of

personnel department of Emenite PLC Enugu to be precise, the objective of the

study includes

1.      To explore the personnel department of Emenite in Enugu state, with a

        view of finding out how objective oriented they are
2.    To find out how adequate and efficient the department activities relate to

      the compan6’s objective.

3.    To identify the problems of personnel management in Emenite company

      Enugu

4.    To make recommendation on how to improve the image of the company

      and so encourage the effective and efficient practices of the personnel

      department of the firm.



1.4   THE SCOPE OF THE STUDY

This study on the problems and prospects of the personnel management is

narrowed on a private sector with particular reference to Emenite in Enugu

state. It is limited within the following departments: personnel/administration,

commercial/marketing, financial/account department, production department

and engineering department.



1.5   RESEARCH QUESTIONS

1.    Has there been optimum performance on the personnel management of

      Emenite company Enugu
2.    Are there some factors responsible for low performance on the personnel

      department of the firm?

3.    Do you think that high productivity and efficiency of the personnel

      department affect Emenite’s labour turn over?

4.    Will effective and efficient practice of personnel management improve

      the company as a whole?

5.    Are there factors responsible for low productivity and efficiency of the

      personnel department of the firm?



1.6   RESEARCH HYPOTHESIS

Ho:   The improvement on workers performance of the personnel department

      does not affect the company positively

Hi:   The improvement on workers performance of the personnel department

      affects the company positively

Ho;   Inadequate and mal-functioning operation of top management does not

      affects performance of personnel department in the company.

Hi:   Inadequate and mal-functioning operation of top management affect the

      performance of personnel department in the firm.
1.7   SIGNIFICANCE OF THE STUDY

This research study will be of great benefit to the whole enterprises both in the

public and private sector. This is because the accomplishment of the objective

as a personnel management is a key function in very organization which shows

that the successful implementation of a development plan depends not just on

the availability of financial and other capital inputs but more importantly on the

adequate of trained man-power in the various occupation.              Infact, the

experience of most developing countries is that the shortage of skilled and

executive man power could be a crucial constrains in the implementation of

development projects.

It will also assist in man-power forecasting or predicting future requirement in

personnel both in terms of demand ad supply.            This includes thorough

assessment of the requirement for specific categories of man-power in the

various activity areas of the organization which would include requirement to

fill position in each man-power category as envisaged in a recruitment, fore

casting, assuming no drastic changes in man-power mix, constrains and also

requirements for meeting “wastage” through turn over, retirement, death, and
promoting from one job to another. It also require an inventory of supply of

various categories of man-power from all external sources as well as through

internal sources including on the job training and upgrading.

The study will also be a great significant to the personnel department to

identify the functions which includes motivation, employees to perform at

standard, fostering good labour management relations, man-power planning,

recruitment, selection and placement.

It also ad includes: Training and development, wages and salaries,

administration of transfer, promotions and lay-off, discipline and discharge.

Additionally, the personnel department is also often charge with responsibility

of health and safety, employees benefits and services, organizational planning

personnel and behavioral research.

The economy is not forgetter, since national economy applies to individual are

organization, non-organization can survive for so long or achieve it’s

objectives efficiently without a proper knowledge of it’s strength ad weakness

in terms of it’s staffing position.
1.8   LIMITATION OF THE STUDY

Owing to time factor, academic stress and lack of financial support, only

limited books, journals, newspapers were consulted in the study.

The researcher was also constrained by limited well structured organization in

Enugu state where adequate and complete ascertained in defining the problems

and prospects that faces the department.



1.9   DEFINITION OF TERMS

MANAGEMENT:              This is the employment and application of both

                   human and material resources to achieve the objective of an

                   organization in the most economic way.

PERSONNEL MANAGEMENT : It is defined as the deployment and

                   development of people within an organization so that the

                   objective of the organization will be achieved and adapted

                   within the changing circumstances and conditions. It deals

                   with bringing of a person into an organization, studying his

                   behavior in the work situation, interest and relationship

                   both with his fellow workers and the organization.
ADMINISTRATION: This is that part of management whose job is the

                 implementation ad interpretation of the policies made by

                 top management.

BUSINESS:        It is an organized effort of individual to produce and

                 provide goods and services for profit and to meet the needs

                 and aspirations of the society.

ORGANIZATION:            It is a group of people bound together to provide to

                 provide unity of action for the achievement of

                 predetermined objective.

OBJECTIVE:       This is defined as the intended goals which spell out the

                 scope and suggest the direction of efforts of organization

MOTIVATION: This is an incentive give in cash or in kind to an employee

                 or group of employees geared to wards getting the best from

                 them.

TRAINING:        Training is defined as the organizational effort aimed at

                 helping an employee acquire basic skill required for the

                 efficient execution of the function for he hired.
DEVELOPMENT:           It is the activities undertaken to expose an employee

                 to perform additional duties and assume positions of

                 importance in the organizational hierarchy.

SUPERVISOR: It is an act that involves directing and inspecting workers

                 and other materials resources to attain efficiency in an

                 organization. It is also at the lower level of management.

MAN-POWER: It refers to the number of staff working or available to work

                 in an organization.

COMPENSATION:          They are rewards for performance or for consolation,

                 it can be either cash item as salary allowances, Christmas

                 bonus or in non cash items like car, product of the

                 company.

SOCIOLOGY:       This is the scientific study of the name and development of

                 society and social behaviour.

PSYCHOLOGY: This is the science of study of the mind and how it functions

                 or mental characteristics of person or group.

ECONOMICS:       This is the science or principles of the production

                 distribution and consumption of goods especially with
                 regards to cost or it is a condition of a country as regards to

                 its wealth

MOMENTION: It is the force that increase the rate of development of a

                 process.


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