DEPARTMENT OF BUSINESS ADMINISRATION, PROJECT TOPIC: THE ROLE OF PERSONNEL MANAGEMENT IN AN ORGANIZATION
CHAPTER ONE
1.1 INTRODUCTION
Labour
as a factor of production is different from other factors like material,
machinery and money in as much as it has a way of its own. The importance of
human factor in efficient and successful management of industrial enterprises
is for the management to think in terms of providing some machinery for
managing men. The proper management of human factors in an organization
involves careful handling of relationship among the individual to work. Personnel
management in a modern sense is only but a sub – system of modern scientific
management system which is concerned only with the operational function of
management in an organization or institution.
Personnel
management requires a personnel manager whose work is to carry out those
personnel management function has made its function two fold. The operative and
management functions. The operation is central to the personnel manager in an organization.
The
operative function of personnel manager is multi – dimensional and pivoted in
the realization of the pre – determined objectives of the organization. The
personnel manager is the link man between the workers and management. His
responsibility is to bring management policy decision to the knowledge and
understanding of the workers and tries to integrate it with the organisation
objectives in order to achieve greater success.
He
also used to maintain high level of discipline among his staff. The discipline
should be seen from the point of obedience on the part of both the subordinates
and the superior officers. A discipline workforce is ensured to be productive
workforce.
1.2 STATEMENT OF THE RESEARCH PROBLEM
In
Nigeria
today, personnel managers are confronted with some problems. The major part is
the delicate position occupy, which is to maintained peace between the trade
union and the management and is caused by lack of understanding and
identification of duties.
Promoting
and problem facing personnel mangers or training on the other hand, the
establishment may want to promote few as the existing vacancy dictates of few
training vacancies exist. This causes problem of favorism, tribalism and
bribery.
The
end result is ineffective management of an organization. Never the les, for a
staff to be able to put in his / her best, he needs to be motivated. This may
be inform of presenting medal-ment award and promotion and out cash award.
More
so, among the problems encountered by organisation in the manpower planning
these are:
(i.)
Completing of modern business
organisation often make manpower information difficult to come by most
organisation tend to their strategies secret.
(ii.)
Inadequate communication and poor
reporting between manpower planning executives and other managers make forecast
and planning difficult.
(iii.)
Forecast can field gross estimate of
personnel requirements in the future, but management as one manpower planner
commented, “takes action on specific not on total”
(iv.)
Although it is possible to predict the
approximate number of vacancies that will occur in an organisation as a result
of workers atoning retirement age but it is more difficult.
1.3 OBJECTIVES OF THE STUDY
1.
To examine the role of personnel
management in an organisation
2.
To identify the impact of effective
requirement and selection an organizational productivity
3.
To examine the impact of employee
training on job performance
4.
To see how employee payment affect the
productivity in the organisation
5.
To serve as the basic for further
study in the related field
6.
Justice within an organisation; Ensure
employees are paid at the right time in full. Employee should be promoted
according to their skill level.
7.
Personally: Management must pay
attention toward personality development of all employees
8.
Co-operation; maintain good relations
between management and employees.
9.
Democracy: A co-operation must be
modeled as a democratic society.
1.4 SIGNIFICANCE OF THE STUDY
The
importance of the study in an organisation cannot be over emphasized. No matter
how big or small the organisation must be policy making and setting of
organisation objectives with matter of human relation in operational instrument
and as aspect of personnel manager.
Apart
from the fact that the work is to be carried out as partial fulfillment of the
award of National Diploma, will also provide insight to both the writer and
readers and it will serve as references for any of the research work.
1. GOVERNMENT: It helps the government in
many ways.
i. it
help them in selecting effective and important employment
ii. Employee
service: This is the work rendered by employee to the organisation to achieve
their aims and objectives
2. RESEARCHERS: It help in knowing more about life and
made what has been shady to them clear.
ii. It
helps in gaining more knowledge.
iii. It
also help to serve as basic for further study in related field.
iv. Cooperation:
It enables us in maintaining good relation between one and another
v. it
help us in being the best of employees.
vi. Communication.
3. INDUSTRY/ MARKET / PUBLIC: This is the
environment or area which researcher made their research or point.
1. It
helps in developing their skill.
1.5 SCOPE OF THE STUDY
The
scope of the work is restricted to the topic” The role of personnel management
on an organisation. Absolutory explanation has been made on the study matter,
that is to test how effective role pf personnel management use on an
organisation. The rational institute of personnel management regards the
function of personnel management as the task of dealing with human relationship
within and organisation. It mention three aspect
i.
Welfare aspect: deals with working
conditions and amenities.
ii.
Labour or Personnel aspect: it is
concerned with recruitment, placement of employee, remuneration, promotion etc.
iii.
Industrial relation aspect: it is
concerned with trade union negotiation, settlement of industrial dispute,
collective bargaining.
LIMITATIONS
1.) Financial
Limit: This is a problem faced toward conducting this research work. Lack
of adequate financial from transporting myself from one location to another in
order to get adequate information on the research work.
2.) Respondent:
This is a problem faced in the course of conducting the research from the
respondents is not easy. The respondents at time decide not to disclose certain
information they regard as official of confidential to the cooperation. The
information gather are not easily from the respondents.
3.) Time:
The process of conducting this research work is time consuming. The
researcher finds it difficult to meet the lecturer time and the schedule time
to visit the local government and gather relevant information for the study.
1.6 ORGANIZATION OF THE STUDY
This
research work has been carefully arranged as to contain the following chapters
Chapter one: The
chapter one of this research works focuses on the introduction of the study.
Followed by the background of the study, statement of problem, significance of
the study and objectives of the study. The scope and limitation of the study
explained the area for which the research work will cover. The organisation of
the study that shows how the work is organized from chapter one to three. The
various terms. Finally References was made to gibe account for the various
material used in the research work.
Chapter two: The
chapter two of this research work explains literature review of the study.
Introduction and the theoretical framework were given account for current trend
in thinking, summary of the entire chapter finally concluded by references.
Chapter three: The chapter three of
this research work stated with data presentation analysis and interpretation of
findings, introduction, and brief history of the study Ilorin West Local
Government is made. Data presentation analysis of data, testing of hypothesis,
summary of the chapter and finally referencing. The last of the research work
contains Summary, Recommendation and conclusion and Summary of the findings.
Recommendation, Conclusion and References to end the work made.
1.7 RESEARCH METHODOLOGY
Research
methods are the procedure designed to discover fact or carryout investigation.
A strategy used in collection and analysis of data.
In
this research problem there is the need to have knowledge of the methods to be
used in order to guide in solving of the research problem. The research problem
was termed with descriptive method or type of research methodology in order to
the problem the way they stand.
The
descriptive approach entails giving actual view on the existing nature of the
problem. It is meant to asses situation in order to make generalization.
However,
every information in this research work are given in accurate to the way and
current situation at which they stand.
A. POPULATION OF THE STUDY
Population:
A group of individuals or items that share one or more characteristic from which
data can be gathered and analyzed.
A
group of people within a research.
A
population is all the organisms that both belong to the same species and live
in the same geographical area.
Population
is about people, and dwellings, location and environment that people live in;
population can be defined in many ways i.e. by age ethnicity, type of housing,
birth place or location.
1. Population
size: This refers to the total number of people living within a defined area,
or it can refer to a group of people from a defined area that has similar
characteristics (e.g. children aged 0 t0 4 years)
2. Population
structure: this describes the relative numbers of people with similar
characteristics within a population. For example age group, sex, and ethnicity.
The structure of a population shows how the sub-group within it affects
composition and characteristics.
3. Population
distribution: distribution of population within a defined area can be an
important factor to consider in planning and analysis work, for example clusters
of families in only some suburbs of a city could influence planning for future
school replacement.
4. Measuring
population: population can be measured in three ways; actual counts of
people, estimates of changes in actual counts due to population growth from
birth, death, and migration and projections of changed to future numbers of
inhabitants.
B. SAMPLING AND SAMPLE SIZE
Sampling
can be explained as the act, process or techniques of selecting a suitable
sample, or a representative part of a population for the purpose of determining
parameters or characteristic of the whole population.
1.) Probability
sampling: This is one in which every unit in the population has a chance (greater
than zero) of beings selected in the sample, and this probability can be
accurately determined.
The
combination of these traits makes it possible to produce unbiased estimates of
population totals, by weighing, sample units according to their probability of
selection. Probability sampling include: Simple random Sampling, Systematic
sampling, stratified sampling, probability proportional to size sampling and
cluster or multistage sampling.
2.) Non
probability sampling: Non probability sampling is any sampling method where
some elements of the population have no chance of selection (these are
sometimes referred to as out of coverage/ under covered), or where the
probability of selection can’t be accurately determined. It involves the
selection of element based on assumptions regarding the population of interest
which forms the criteria for selection. Non probability sampling includes.
Accidental sampling, Quota sampling and purposive sampling. In addition, non response effect may turn any
probability design into a Non – probability design if the characteristic of non
response are not well understood, since non – response effectively modifies
each element’s probability of being sampled.
C. METHOD OF DATA COLLECTIONS
Data
collection is an important aspect of any type of research study. Inaccurate
data collection can impact the result of a study and untimely lead to invalid
result.
Data collection methods for imparts
evaluation varies along a continuum. At the one of end of this continuum are
quantitative methods and at the other end of the continuum are qualitative
methods and for data collection.
A PERSONNEL
INTERVIEW: Researcher often use this method of collecting data from the
general public. The interview may be oral or a record interview whereby the
interview is recorded in a cassette and could be played back when required. Although
the interview may be expensive, it is also noted for it wide reach
B. THE
QUESTIONNAIRE: The most commonly use method of data collection is the
questionnaire. It is very important that the questions are clear, simple and
easy to understand.
A
questionnaire should be properly arranged so that the respondent is not easily
put off. The researcher should design the questionnaire in a language that is
easily understood, because he will not be there to render explanation as is
done in the face to face interview.
C. OBSERVATION: Another method of
data collection device widely used in commerce and business observation method.
The interview and questionnaire are mostly used for market research and social
surveys. In a business environment, the only method of determining the article
that will move in the market is just by observing the market trend, having in
mind the said article. The observation techniques can also be used by social
scientist hearing the habits of group communities. For example a group of workers,
this could be done by monitoring the attendance of the workers for a given
period of time.
D. INSTRUMENTAL AND VALIDITY
In
order to have a first hand information of the research work with particular
references to the Ilorin West local government.
The
two major methods of data collection were dully used quantitative and
qualitative sources of data collection.
The quantitative data collection
instrument, rely on random sampling and structured data collection instruments
that fit diverse experiences into predetermined responses categories. They are
ideals note added by the researcher itself toward the attainment of the
objective of the research work. The various interview made could be a relevant
example of quantitative sources of data collection.
The Qualitative data collection method
play all important role in impact evaluation by providing information useful to
understanding the processes behind observed results and asses chances in people
perceptions of their well being. Furthermore, qualitative methods can be to
improve the quality survey based qualitative evaluations by helping generate
evaluation hypothesis, strengthening the design of survey questionnaires and
expanding or clarifying qualitative evaluation findings.
E. METHOD OF PRESENTATION AND ANALYSIS
The
method used in analysis and presenting the gathered information or data for the
study are the means through which the research is presented and interpreted.
It
is based on the extent of the data obtained from the respondents. The use of
interview method was used to get adequate information from the respondents.
Due to this fact, sample and percentage
method were use. The percentage method use enables the researcher to get
quickly the definite understanding of the compassion of ideals, data or
information being explained through this aid.
F. SUMMARY OF THE CHAPTER
The
findings in this chapter revealed the functions and the roles of personnel
management in Ilorin
west local government.
This chapter also shows the analysis of
the data gathered and collected which is used in examining the role of
personnel manager in various departments to perform effectively and efficiently
in an organization so that such organization set goals or objective is attained
or achieved.
CHAPTER TWO
2.1 LITERATURE REVIEW
The literature review of the research work deals
with the widely scope of knowledge about the subject matter itself. It also
entails the contributions, findings, comments and views of various scholars
related to the subject matter.
It is the analysis of document containing
information about the research problem provided by other scholars, in relation
to the subject matter.
The national institute of personnel management (Outedla
Rakesh k. chopra. Opcite page 20) regards the function of personnel management
as the task of dealing with human relationships within an organization. It
mentions three aspect of personnel management.
a)
the welfare
aspect
b) the labour or personnel aspect
c)
the
industrial relations aspect
(a) Welfare aspect: it is concerned with working conditions and
amenities such as canteen, crèches housing, and personal problems of workers,
schools and recreation.
(b) Labour or personnel aspect: this is concerned with recruitment, placement of
employee, remuneration promotions, incentives and productivity
(c) Industrial relations aspect: - it is concerned with trade union negotiation,
settlement of industrials dispute, joint consultation and collective bargaining
Dale yoder (ibid page 21) mentions seven functions
of personnel management.
a)
setting
general and specific management for organizational relationship and
establishment and maintaining a suitable organization for leadership and
cooperation
b) collection bargaining, contract negotiation and
contract administration
c)
Staffing the
organization finding, getting and holding prescribed type and number of
workers.
d) Aiding in self development of employees of all
level
e)
Developing
and maintaining motivation for workers
f)
Reviewing
and auditing manpower management in the organization
g)
Industrial
relations research carrying out studies designed to explain employees behaviors
and thereby affecting improvement in manpower management
2.2 THEORETICAL FRAMEWORK
The theoretical framework of this research work can
be described to the theoretical perspective of the research work. It is basic
approaches that help in the understanding of the research, problem in
theoretical aspect.
In the course of this research work, it is
adequately needed to give accurate findings, in relation to the subject matter
in the theoretical aspect.
The concept of personnel management has over existed
since human existence; however, it later grew to become applied. Professional
field of work as well as an academic discipline than deceiving much of its
foundation. From the social science. Although human begins have form durable
organization for the purpose of goal, accomplishment. It is only in recent
years that an organized body of knowledge evolved and developed encompassing.
The theory and practice of personnel management.
An analysis of the definitions given above shows
that according to H.R.D concept.
1)
employees
in the organization are a human resources
2)
That there
is the need to develop their potentialities for their as well as organization
benefit.
3)
The work
environment in the organization should be so conducive to inter-relationship of
the workers and management that the workers identify themselves with the
objectives of the organization.
4)
That its
increases pride in the workers as member of the group and image of the organization.
Personnel management function can be divided into
two categories.
Managerial functions and operative function. The
first involves planning, organizing, directing and controlling various
activities of the personnel agency or department. The second includes those
functions which are specifically assigned to the personnel department such as
employment, development, compensation, integration and maintenance of personnel
of the organization
It may be convenient to categories
a)
staff
function
b) operative functions
c)
welfare
functions
STAFF
FUNCTION
1) To provide advice and information to the managers.
With regard to personnel problems.
2) To draw-up man power budget, according to manpower
requirement so that proper arrangement can be made for tranning and placement
of personnel
3) To work as a channel of communication employee and
management
4) To help the management in the formulation of
effective personnel policies
OPERATIVE FUNCTIONS
a)
To select
and appoint the best candidate for filling up vacancies after careful screening
making arrangement for training of such employees and their subsequent
placement in a way that the right man is placed on the right job.
b)
Merit
rating of employees and devising a system of promotion which provide
satisfaction to the employees.
c)
To promote
harmonies relations between management and the employee.
d)
To
determine a reasonable basis of wages payment this should provide incentives to
the employees to produce more.
WELFARE
FUNCTION
To provide and promote the welfare of the employee
both on and off the work by such activities as medical and safety services,
transport and accommodation facilities, insurance, recreational facilities,
vocational training, canteens etc
However, the major theoretical framework of this
has help immensely in uplifting the role and functions of personnel management
in all organization.
Also the function aimed at the organizational
structure in an organization
2.3 THE
ROLE OF THEORETICAL FRAMEWORK
1) Theoretical framework helps the reader to
make logical sense of the relationship of the variable and factors that have
been deemed relevant /important to the problem
2) Theoretical framework defines relationship
between the entire variable so the reader can understand the theorized
relationship between them.
3) Theoretical framework is the collection of
interrelated concepts, like a theory but not necessarily so well work out.
4) Theoretical framework: it also guide your
research, determine what things you will measure and what statistical
relationship you will look for.
2.4 CURRENT
TREND IN THINKING
The current trend in thinking of this research work
can be describe as the present state of the research problem
In the government whereby the last tiers of
government as functions. Also, where is personnel management carryout their
works in an effective and efficient manner could be considered as better
administration?
In this research work it is gotten that the
personnel management can be identified with special groups of people whose job
is to direct the activities and efforts of other people toward common goals or
objectives
CHAPTER THREE
3.0 SUMMARY RECOMMENDATION
AND CONCLUSION
3.1 SUMMARY
OF FINDERS
The finding in chapter two (2) shows those roles
and function of personnel management department which shows their element in
achieving of set goals and objectives. Also for the effectively and efficiently
in order to achieve growth and development in an organization
In this study, a critical examination on the roles
of personnel management in an organization which has been carried out which
aimed at exposing the department on personnel management in Ilorin west local government.
The finding is supported by the use of
questionnaire mainly to gather information on personnel characteristics of
personnel manager in the local government as well as gathering of information
based on the status of activities performed by every department in the local
government.
From the result of analysis, the following major
finding gathered.
The department seeks improvement in term of organization
aspect
The department also believe that there should be
technological advancement of the organization goal is achieved.
There should also be a job designed to considered
the basic foundation of personnel management
3.2 CONCLUSION
This project has been able to look into the roles
of personnel management in an organization in order to attain productivity in
an effective and efficient manner.
However, critically looking at the main finding and
result from its analyzed responses, based on the questionnaire administered on
a sample population of the department of personnel management Ilorin west local
government. The following inferences could be drawn.
Every department must be well organized with
organizational will be committed to their various jobs and they will bear in
mind the attainments of the organizational goal.
This research has also brought into focus that
workers interest become highly arose if the organization they work for could
provide them with adequate welfare facilities, which includes good medical
service, housing etc.
In the same vain, it has also become clear that
having a very good conductive working atmosphere and work environment gives
works the pleasure to perform effectively and efficiently. These thereby
enhance productivity.
As a whole, it can be conveniently concluded that
personnel managerial function include responsibilities to planning, organizing,
directing, controlling. Also the operative function include job design and
analysis, job evaluation, man power, staffing (recruitment, promotion
performance) wages and salaries administration, promotion performance.
3.3 RECOMMENDATION
Having examined and analyzed the finding through
the date collected the following could be used to further improve the
efficiency and in the personnel department in the local government.
In the instance, the personnel management department
needs to further embark on an aggressive improvement of the general welfare and
working condition of the staff in the local government. However, this is not
say that, the management has been failing in its duties towards the staff, but
it is still pertinent to say that the current efforts can still be gradually
improved on to meet the general expectations and the needs of the management.
Consequently, the management can still use the
following methods to further create a mutual conducive atmosphere within the
workers performance can successfully lead to the achievement of the
organizational goals and objectives.
There should be a review of financial incentives
policy in which various types of allowances could be introduced. It is also
suggested that more liberal granting of loans should be adopted by the councils
to motivate the workers. This may be vehicle or contingency loan.
Promotion should continue to be based strictly on
the principle of merit performance or other insatiable criteria which must be
made known to the workers. And there should be adhere to this is important
because a hardworking worker obviously expects to be appropriately rewarded
with promotion if such workers morals is not be depend. However, promotion
should not be based on sentiment or other extraneous factors.
The qualities of welfare and recreation service and
facilities should be improved upon to further enhance productivity. Also, the
manager in each department must be taken care and required necessary materials
should be provided to allow for improved and higher.
Finally, it is suggested that there should be a
forum of which the every department both the workers and management staff meet
and interact at lest once or twice in a year for better understanding and
improve social relationship.
More so, the local government has been blessed with
abundant human resources in almost at filled of activities that it needs for
its operation.
All that is left is a better coordination and
motivation of those resources in order to retain in the service for attainment
of its objectives.
REFERENCES
Adebayo, O.A (1983) Basic concept in
Economic planning and administration
of education, University
of Ibadan.
Bennett, R. (1995) Management. London:
pitman publishing
Hall L. (1972) Personnel
management London: Hutch Insor press.
Mallam, S.A. Oral Interview, 35 years Old staff of Ilorin West local government 15th
June 2010
Salman, A.K. (2008) An Introduction to personnel
management Olad publishers.
Shawn, A. and Frank L (1983) Management and the
organisation London;
ELBS/ Heneman
Sharma, M.P. (1961) Public
Administration Theory practice kitab manual.
Starling, Hs / Dougless, F.D (1979) the management
of organisation resources practice Hall. Englewood
Cliffs HD E456 38.
Stephen. P.R. (1978) Robins on the core meaning of
motivation and management for say.
Taylor Fredrick (1983) Principle of Scientific
management London Harper Bross
press.
Ubeku, A.K. (1975) Personnel management in Nigeria London.
Walhay, B.H. (1973) Management Service Handbook.
Wede French (1975) the personnel management process USA Houghton Miktin press.
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