DEPARTMENT OF BUSINESS ADMINSTRATION, PROJECT TOPIC: HUMAN RESOURCES MANAGEMENT AS AN ESSENTIAL TOOL FOR HIGHER PRODUCTIVITY IN AN ORGANIZATION
HUMAN
RESOURCES MANAGEMENT AS AN ESSENTIAL TOOL FOR HIGHER PRODUCTIVITY IN AN
ORGANIZATION
A CASE STUDY OF BIDA LOCAL
GOVERNMENT NIGER
STATE
ABSTRACT
The
main theme of this study is to evaluate the human resource management as an
essential tool for higher productivity
in an organisation (A case study of Bida Local government Niger
state)
To
achieve this series of text on human resources management and higher
productivity were consulted with the aim of knowing the perspectives of various
authors on the theoretical framework of the study.
Also
human resource management includes staff training welfare motivation of all
kinds etc. the fact therefore must be recognized that if attain organization
goals. It’s a very essential part of any organisation to put into consideration
interest of human resources, within its organisation.
Through
this research, within the framework of any society there are always problems,
which could be head an oragnisation to be low productive and non – profitable
and even curve high labour turnover of employee. Also lack of enough fund and
time for research purposed, these organisation is greatly faced with the problem of enough fund to carryout
research work as to know the reaction and feeling of employee and identify the
position of its manpower ability. And enough time to carryout a research as to
know how human resource are better managed.
The
aims of the study examining the impact or important of human resource
management as an essential tool for attaining
the organizational goal which therefore help to highlight the following
objectives.
(a)
To study the importance of human
resource in an organisation
(b)
To point out areas where human
resource management are needed to be implemented in an organisation
(c)
To motivated human resource to work
toward organizational objectives,
Also,
primary and secondary method of data collection were used together
information of the dissertation. Also
the collected from the sample was
analyzed by simple percentage (%) method.
In
addition, result show that management is a determination of an organizational
productivity improvement.
It was therefore suggested that greater
attention should be given to human resources management as an essential tools
to higher productivity.
TABLES
OF CONTENT
Title
page i
Certification
ii
Dedication
iii
Acknowledgement
iv
– vi
Abstract
vii
- ix
Table
of contents x
- xii
CHAPTER ONE
1.1 Background of the study 1 - 2
1.2 Statement of problem 2 - 5
1.3 Objectives of the study 5
1. 4 Significance
of the study 5 - 6
1.5 Statement of problem 6 - 7
1.6 Limitation of the study 7 - 8
1.7 Historical background of the study 8
- 13
1.8 Definition of terms 14 - 15
CHAPTER TWO
2.0
Literature review 16
2.1
Definition of concept of human
resources 16 – 18
2.2 Recruitment 18
2.3 Employment and recruitment process 18 - 20
2.4 Training and promotion 20 – 22
2.5 Promotion as a concept 22 - 24
2.6 Productivity as a concept 24 - 26
CHAPTER THREE
3.0
Research methodology 27
3.1 Introduction 27
3.2 Source of data collection 27 - 28
3.3 Instrument used for data collection 28 - 29
3.4 Validity and reliability of instrument 29 - 30
3.5 Determination of sample size 30 - 31
3.7 Method of data analysis 31
CHAPTER FOUR
4.1 Introduction 32
4.2 Interpretation and analysis of data 32
4.3 Presentation and analysis of data 32 - 40
4.4 Test of hypothesis
CHAPTER FIVE
5.0
Summary of findings, conclusion and Recommendation 41
5.1 Summary of findings 41 - 43
5.2 Conclusion 43 - 45
5.3 Recommendations 45
5.4 questionnaires 45 - 47
References 48
CHAPTER
ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Human
resources management as an essential tools for higher productivity in an
organisation, it’s no doubt an administrative statement that every
administration will have to adhere to.
Human
resources management includes staff training, welfare, motivation of all kinds
etc. the fact therefore must be recognized that it attain oragnisation goals.
It is a very essential part of any organisation to put into consideration
interest of human resources, within its organisation.
In
some organisation, set up the ways and manners in which human resources are
being managed brings about collapse to the organisation. Sometimes if it does
not collapse the organisation, the oragnisation many find it very difficult to
reach or achieve its set objectives.
Human
resources means the available manpower. It is important that every organisation
should do all it can to make sure its available manpower are properly
maintained for the organisation to achieve its laid down objectives or
predetermine goals. In every oragnisation, human resources are essential so, it
should be better managed and if it is better managed it will bring about a
better achievement and up liftment to the organisation.
1.2 STATEMENT OF THE PROBLEM
Within
the framework of any society, there are always problems, which could lead on
organisation to below productivity and non- profitable and even course high
labour turnover of employee.
Some
of those fundamental problems faced by Bida Local Government education
authority are the problem of management of human resources which has collapse
many organisation today. This is because its manpower are not properly took
into or properly managed some of other problem which are associated with the
problem of management of human resources are as follows:
Lack
of enough found and time for research proposed. These oragnisation is greatly
faced with the problem of enough found to carry out research work as to know
the reaction and feelings of its employed. And identified the position of its
manpower ability and enough time to carry out a research as to know human
resources are better managed.
Accommodation for its staff:
The oragnisation is also faced with the problem of accommodation for his staff
which has contributed in a low rate of management of its human resources and as
a result of these factor its worker are all scatters through the local
government areas. And as a result of spending much on of transportation
everyday to work.
Transportation: Its
employee are also faced with transportation for supervisors to have a proper
and a continues checking of the rate of effort that is being put in by the
workers in the rural areas.
Lack
of indoor training or on the job training for its staff or workers.
The
local education authority staff are being motivated to go and obtain more skill
and ability on the job which will enable them to meet with the global
technology ahead.
Lack
of sufficient enlightment for community to come to the aid of the education
authority. Here there is even need for enlightment to enable the community
provide or aid the authority with the following:
i.)
Provision of law for building of
offices and classroom.
ii.)
Enlighten the people for the need for
western education.
1.3 OBJECTIVE OF THE STUDY
These
study is aimed at examining the impact or important of human resources
management as an essential tool for attaining the organizational goals which
therefore helps to highlight the following objectives:
a)
To study the importance of human
resources in an organisation
b) To
point out areas where human resources management are needed to be implemented
in an organisation
c)
To motivate the human resources to
work toward organizational objectives
1.4 SIGNIFICANCE OF THE STUDY
These
study will enable that local education authority to know the level of her
performance in term of human resources management. It will also enable the
oragnisation to arrange training programmes for its members to enable them
achieve more skills on the job. It will help the organisation to attain higher
productivity.
With
the knowledge of this study the local education authority will be able to find
out how best to manage its human resources, apart from being materialistic
interested in the subject of this study it will also enable the management of
the local education authority to adopt programme approaches of human resources
management at their disposal.
1.5 STATEMENT OF HYPOTHESIS
The following
hypothesis is used in this research work
i.)
lack of fund does / not hinder the
management of human resources
ii.)
inadequate machinery for supervisor of
qualified personnel does / not hinder it services
iii.)
lack of promotion training and other
welfare and incentive does / not influence low productivity
iv.)
the complexities of human resources
does / not affect the business of the organisation
v.)
does the relatively high wages often
create cost problem in having competent hand to an affair of the organisation
vi.)
does the technology affect the human
resources in the oragnisation?
The
answer to the above research questions can relatively have positive impact on
the management of human resources in our society today
1.6 LIMITATION
OF THE STUDY
These
study were conducted in Bida Local government area of Niger state. It is especially to a
certain department in the local government which is the local education
authority. It has being limited to only human resources management within the
oragnisation and which has some factors which hindered the broad study of this
topic.
1) Lack
of fund to carry out this research work, there was no enough fund (money) to be
able to carry the research work.
2) Lack
of enough time to complete this write – up there was no enough time to carry
out these write – up ducing the course of the project work.
1.7 A BRIEF HISTORY OF THE CASE STUDY
Bida
Local government education Authority is the area of the study.
Some
many years far back school are jointly owned, managed by both the government
and the missionary’s which later in the year 1965 the school’s that were
managed by the missionary’s were taking over by the government which brought
into being the creation of local government education authority in which one
was established in Bida Local government area and with the following population
of school and pupils.
|
|
|
No of classroom
|
No of pupils
|
|
1
|
St peter primary
school Dako
|
4
|
126
|
|
2
|
St. Mathew primary
school Gadaful
|
3
|
93
|
|
3
|
St. Andrew’s
Anglican primary school Katariba
|
4
|
136
|
|
4
|
St. peter primary
school chanchaga
|
2
|
36
|
|
5
|
St.
john primary school Bida
|
13
|
443
|
All in the year 1965. later in 1978 the local
government education authority developed the transferred voluntary Agency and
population of those schools increased.
Bida
local government council occupies an area bof about 7, 785 square kilometer
with an approximate estimate population of about 557, 455 people Bida division
is bounded in the by Ilorin the headquarter of kwara state. An d in the west
east it is also bounded by Agate / Lapai division.
Bida division consists of (8) eight
District’s namely – katcha, Badeggi, Temu, Kutigi, Jimal doko, Mokwa, Kede and Bida Town
itself.
The local government education authority
has the following head’s which were at the first creation of the education
authority were called chief education officer which later in the year 1976 the
names was change from chief education officer to education secretary as pilot’s
of its affairs. As at the creation of the education authority, the following
people were heads.
1.)
Alh. Bagudu Sheltimma chief education
officer 1965 – 1974
2.)
Alh. Musa Wakihi Chief education
officer 1974 – 1976
The
above names were the chief education officer as a when the organisation was
established.
Later
than the name change from chief education officer as to education secretary is
also has the following peple as pilot for its affairs.
1.) Alh. Muhammed Somajigi 1984 – 1991
2.) Alh. Muhammed Katun 1992 – 1994
3.) Alh. Alfa Yahaya 1994 – 1999
4.) Alh. Abubakar Agale 1999
– 2001
5.) Hajiya Ramatu Ndayako 2002
- 2005
6.) Alh. Abubakar Salisu 2005 – up till date
Bida
local education authority like any other organization has an organizational
chart who is responsible to whop or who is answerable to another. It also give
direction on how activities in the organization should become or done. It also
helps to instruct individual on how power is to be directed in the
organization.
Bida
local government education authority has a mood of hierarchy of authority. The
diagram below shows the hierarchy of authority in Bida Local education
authority.
 |
|||
|
|||
1.8 DEFINITION OF TERMS
HUMAN
RESOURCES: This is used
to refer to an act of managing or directing the factor of production to achieve
a set objectives or key goal of the organization and its human factors
EDUCATION:
This is refers to bringing up training or impacting a skill ability or
knowledge to something.
ADMINISTRATION:
It
is referred to an aspect of government activities which deals with the
practiced of managing the business of the government
TRAINING; Is
referred to as furthering education to increase employee’s skills and ability.
MOTIVATION:
Is
a process of inducing people or
employees to work to the best of their abilities. This could be the rough
abilities which has to do with reward, promotion etc to enable them to work so
that the organizational objectives will be melt.
INCENTIVES;
Is referred to as the
thing in cities causes encouragement to a person.
GOALS: This is referred to as aim objectives set
target if an organization.
CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 DEFINITION OF CONCEPT OF
HUMAN RESOURCES
Human resources management has been
defined by Robert (1981) as any attitude of developing, demonstrating,
developing, motivating, practicing, planned experience to meet the present and
future need of the organization .
There, the definition seems to move
around a combination of formed academic educational exposure, carrier developed
experiences and general experiences , which suggest that programmes for
department of any organization without such analysis and establishment of seeds
that management improvement effort may lead to conflict.
Leaned (1980) and status purpose that
without manpower planning distinctive problems are bound to occur, therefore
relevant courses should be made available to personnel within the organization,
because it constitutes the ultimate goals of the organizational growth and
success.
Therefore other competitive factors such
as natural resources, people and public attitude and intellectual discussion
education is considered as a very important term to acceleration development or
management, some common benefit of education includes:
1.)The preparation of
individual to earn meaning living and participate in democratically
occupational framework.
2.)Classification of
talents and professionalism
3.)Orientation towards
local participation to national consciousness and national values
4.)Maximum use of free
time to achieve a high rate of performance
2.2 RECRUITMENT
Recruitment
referred to those set of activities an organization use to attain and attract
job candidates possessing the appropriate characteristics to help the
organization reach its possessing objectives.
Once the required number and kind of
human resources are determined, the management has to find the places where
required human resources are to be available and fund the means of attracting
them towards he organization before selecting suitable candidates for job.
2.3 EMPLOYMENT AND RECRUITMENT PROCESS
Modura
(1998) purposed that the management of human resources involves recruitment of
employees, developing their skills and evaluating their performance, he further
stated that employment in any organization has to do with application, in which
interested applicant apply for engagement into the organizational system.
Person’s with different educational
background submit their application to show their interest for a particular
position in the organization. Beach (1975) in his own opinion stated some major
policy issue in the recruitment and selection of an applicant.
a.) Whether
recruitment is for economic utility or social responsibility.
b.)Whether vacancies
should be filled from within or from outside the organization.
c.) Whether there should be equal employment
opportunities for all individual or not.
The
employee management and development program includes wide varieties of
activities, which are mostly concerned with informing the employees of
organizational polices and procedures for evolution of performance. As a matter
of fact the aim of his programme is to develop employee skill who will gain a
greater sense of satisfaction on the organization as well as achievement of set
goals or objectives.
2.4 TRAINING AND PROMOTION
Training
and promotion is very important in any oragnisation because it contribute to
grow or development of the organization
Mills (1963) recognized training in its
fullest sense that it’s a factor which include further education to improve the
skillful ability in the workplace. It enable its staff to be comfortable on the
job.
Training aspect is to be taken with
seriousness and cautions on the job to enlarge the skillful ability of the
employee. These are various training programmes for staff which also includes
workshop, seminar, paper presentation etc.
The purpose of training and promotion
cannot be over looked upon because it helps to contribute greatly towards the
growth and development of any organization. It is also associated with the
following development in an organization of personnel as well as social
behaviour that will meet their needs and that of the organization in
particular.
If these needs has to be achieve there
is every need to classified staff in an organization according to the nature of
their works to avoid disorganization. As to these reason, that is why Bid local
government education authority is being divided into teaching and non teaching
staff.
The teaching staff in the organization
works directly in the classroom’s and deals with pupils. While the non teaching
staff in the various units of the organization which includes clerks, personnel
office, messenger, carpenter, cleaner, security men and the typist.
They do not involves in the teaching or
impacting knowledge on the student directly but engaged in all the
administrative functions in the organization is very important because it is
when individual are classified that the management of the organization will be
able to identify who and who needed more job security.
Which of course increase their pay
status, with theses function you will come to understand that the need for
training is very important in an organization because if there is training
there is bound to be promotion to higher responsibility and position.
2.3
MOTIVATION AS A CONCEPT
Motivation refers to the hug aspiration
derive and need of human being that direct or explain the behaviour of an
individual. It could be described as needs for a particular pattern of
behaviour.
Robert apply (1982) defined motivation
as the process of calling the attention of people to work best of their
ability. He also say’s motivation theory to few needs.
Motivation cannot be overlook upon
because it create a sense of encouragement and a sense of belonging to enable
an individual to perform above expectation.
The employee may see it that if they are
not motivated as if the organization is just using them as an economic tool and
after they are discarded i.e they are not motivated or encouraged to achieved
the organizational goals.
Robert (1982) recognized another
approach that individual or employee can only act well due to reasonable
expectation that will enable them achieve a desirable goals. He further sees it
as a basic need which can be attained only if the job is secured which can be
attained only if the job is secured which should couple with a good level of
wages, promotion, job description, all this and may more has important role in
the organization to play.
2.6 PRODUCTION AS A CONCEPT
Productivity
is a measure of output from a production process, per unit of input, for
example labour productivity is typically measured as a rate of output per
labour – hour an input productivity may be conceived of as a metric of the
technical or engineering efficiency of production. As such, the emphasis is an
quantitative metrics of input and sometimes output, productivity is district
from metrics of allocate efficiency which take into account both the monetary
value (price) if what is produced and the cost of inputs used and also
districts from metrics of profitability, which address the difference between
the revenue obtained from output and the expense associate with consumption of
inputs perform above expectation.
Economic growth and
production
Production
is a process of combing various materials inputs (stuff) and immaterial inputs
(plans, know - how) in order to make something for consumption (the output).
The method of combing the input of productivity in the process of making output
are called technology. Technology can be depilate mathematically by the
production function which describes the relations between input and output. The
production function can be used as a measure of relative performance when
companies technologies.
The production function is a simple description
of the mechanism of economic growth. Economic growth is defined as any
production increase of a business or nation (whatever you are measuring) it is
usually expressed as annual growth percentages depicting growth of the company
output (per entity) or the national product (per nation). Real economic growth
(as opposed to inflation) consists of two components. These components are an
increase in production input and an increase in productivity. (Genesca &
Grifell 1992 Saari 2006)
Accordingly, an increase in productivity
is characterized by a shift of production function (speepeaning slope) and a
consequent change to the output / input telation. The formula of taotal
productivity is written as follows;
Total
oriductivity = Outpot quantity + input Quality.
CHAPTER
THREE
3.0 RESEARCH METHODOLOGY
3.1 INTRODUCTION
This
chapter will introduce the source used in collecting the data validity and
reliability of those data collected, instrument used, the research population
determination of sample Size, sampling method use and method of data analysis.
3.2 SOURCES OF DATA COLLECTION
Basically, there are tow sources of data
namely
1. primary
source of data
2. secondary
source of data
Both sources were used by the researcher
in collecting relevant data to be used in this research work.
Information that has been collected
specially in direct response to the problem that have arise are known as
primary data.
Secondary data on the other hand are
already existing information which nevertheless can be useful for the purpose
of the specific survey, secondary data was obtained both internally and
externally.
3.3 INSTRUMENT USES FOR DATA COLLECTION
Questionnaire and structured type of interview
are used by the researcher. This helps the researcher in collecting the
necessary facts and information that could aid in the research work.
Questionnaire: One type of questionnaire
was designed by the researcher (for the line of business under studied) the
questionnaire used for this study consist of six (6) jointed open – ended
questionnaire and 12 single and closed – ended questionnaire.
The questionnaire were written in simple
English with alternative answers provided.
RESEARCH INTERVIEW
Interview is a techniques in research
used for the collection of information from other to face contact. If a
researcher wants to obtain a valid or reliable information in the form of
verbal or oral Reponses form this respondents. In order to restate or accept a
hypothesis.
3.4 VALID AND RELIABILITY OF INSTRUMENT
The instrument used were valid the
appropriate information were sought for in each question and structured in
simple and straight forward English and the questions were arrange in logical
order.
Questions in relating to current problem
were induced, sex discrimination was avoided both male and female were given
equal opportunity to answer the question.
|
s/no
|
|
|
|
|
|
1.
|
Administrative
staff
|
20
|
18
|
38
|
|
2.
|
District
Area Officer
|
3
|
1
|
4
|
|
3.
|
Nomadic
Staff
|
15
|
5
|
20
|
|
4.
|
Teaching
Staff (teacher)
|
21
|
24
|
45
|
|
5.
|
Messenger
|
8
|
-
|
8
|
|
6.
|
Watchmen
|
17
|
-
|
17
|
|
7.
|
drivers
|
3
|
-
|
3
|
|
|
GRAND TOTAL
|
87
|
48
|
135
|
SOURCE:
Data from research questionnaire (2011)
Therefore the total population of the
study is 135 which represent the education authority.
3.6 DETERMINATION OF SAMPLE SIZE
The selecting of simple random technique
was used with the number comprises of both senior and junior staff. 50% of the
total population and which was determined to be 75
Therefore sampling size to be adopted in
these study will be for both section of education department to enable every
staff of local government authority contributed their quota for the research
purpose.
3.7 METHOD OF DATA ANALYSIS
Here are the responses obtained from
interviews, observation and questionnaires administrated are analyzed by using statistical
figures to test hypothesis.
The sample statistical analysis
techniques were used as it brings out the relationships between variables and
on the other hand at a glance more understanding explanation of the research
study is presented.
CHAPTER
FOUR
4.0 INTERPRETATION
4.1 INTRODUCTION
This
chapter will express the way data are presented and analyzed in subject according to the responses.
It
will also interpret such data and show
the test of hypothesis.
4.2 PRESENTATION AND THE ANALYSIS OF DATA
Composition
of staff in Bida local government educational authority.
|
s/no
|
|
No of question AD
|
No of question Retrieve
|
Percentage of question administrated
|
Percentage
of question retrieve
|
|
1.
|
Administrative
staff
|
10
|
8
|
13
|
11
|
|
2.
|
District
Area education Officer
|
8
|
8
|
11
|
11
|
|
3.
|
Teaching
Staff (teachers)
|
20
|
18
|
27
|
26
|
|
4.
|
Nomadic
Staff
|
8
|
8
|
11
|
11
|
|
5.
|
Messenger
|
10
|
10
|
13
|
14
|
|
6.
|
Watchmen
|
9
|
9
|
12
|
12
|
|
7.
|
drivers
|
10
|
9
|
13
|
12
|
|
|
GRAND TOTAL
|
75
|
70
|
100
|
98
|
Source: Data from
research questionnaire (2011)
Table 1 above represents the
administration of questionnaire 10 (13%) were distributed 10 administrative
staff and 8 (11%) were retrieve 8 (11%) was sent to district area and 8 (11%)
were returned teaching staffs receive 20
(27%) and 18 (26%) were returned nomadic staff receive 8 (11%) and 8 (11%) were
returned while 10 (13%) was sent to messenger.
9 (12%) was given to the watchmen and 9
(12%) were returned.
Therefore is shows the questionnaire
administration is adequate has it achieved 98% success
TABLE
2
Extent
which lack of fund hinder management of human resources
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Great extent
|
50
|
72
|
|
Less extent
|
10
|
14
|
|
Neutral
|
10
|
14
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from
research question (2011)
The
table 2 above shows that 50 (75%) of the staff
agree that lack of fund affect management of human resources to a great
extent 10 (14%) are with view that it affect to a less extent while 10 (14%)
are neutral
TABLE
3
The level of personal
contribution to the local education authority.
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Satisfactory
|
15
|
21
|
|
Fairly
Satisfactory
|
50
|
71
|
|
Not Satisfactory
|
5
|
8
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
table 3 above shows that 15 (12%) are satisfy with the staff performance 50
(71%) say that staff have fairly contribute while 5 (8%) admitted that staff
had not be satisfactory.
From
the majority view it is agree that staff have been fairly satisfactory.
TABLE
4
The
rate which lack of training of personal affect organization
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Great affection
|
30
|
43
|
|
No affection
|
22
|
31
|
|
Less affection
|
18
|
26
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
table 4 above reveal that 30 (42%) agree that lack of training affect personal
to a great effect 22 (31%) disagree with the opinion while 18 (26%) believe it
affect the organization a less extent.
Therefore
the response show that majority agree that it affect organization to the great
effect.
TABLE
5
The
level of welfare packing of local education authority.
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Improvement
|
10
|
14
|
|
Satisfied
|
20
|
29
|
|
Inefficient
|
40
|
57
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
table above shows that 10 (14%) affirm that welfare packaging has improved, 20
(29%) say that they are satisfied by the level of welfare packing while 40
(57%) revealed that welfare package inefficient.
TABLE 6
The level of material and human resource
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Fast
|
20
|
14
|
|
Slow
|
30
|
29
|
|
Moderate
|
40
|
57
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
table above indicates that 20 (14%) agree that human resources management has been fast improving 30 (29%)
affirm that it has been slow and 40
(57%) agree that it has been very moderate.
TABLE
7
Whether the organization has complexities of
human recourses
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Yes
|
45
|
64
|
|
No
|
25
|
56
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
above table reveal that 45 (64%) agree that the organization has a complexity
of human resources why 25 (36%) disagree with that opinion.
TABLE
8
Level of financial
management
|
DESCRIPTIVE
|
FREQUENCY
|
PERCENTAGE
|
|
Efficient
|
20
|
29
|
|
Inefficient
|
30
|
42
|
|
No – idea
|
20
|
29
|
|
TOTAL
|
70
|
100%
|
SOURCE: Data from research questionnaire
(2011)
The
above table 8 indicates that 20 (29%) agree that financial management has been
effective 30 (42%) says it has not been efficient while 20 (29%) affirm that
they have no comment on that.
Therefore
majority admitted that financial management has not been effective.
CHAPTER FIVE
SUMMARY
OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY OF FINDINGS
The
decree No 96 of 25th August 1993 re established the national primary
education authority faced with the problem of providing a large number of staff
of higher cadre that welfare available before.
However, to set up the quality and
quantity of staff required in service of local education authority is not easy.
Based on the data collected, analyzed
and interpreted in chapter four, the following are summarized from it.
1) Table
iii of chapter four indicate that lack of fund will generally affect the
management of an organizational human resource to a greater extent. i.e. if
there is no enough funds allocated for the days to day running of an
oragnisation, the set objectives of the organization will not be achieved.
2) Also
table iv of chapter four also shows that lack of training of personnel could
also affect the organization in he area of it operation and predictability .
3) Table
v chapter four also indicate that welfare packing help to encourage employee to
work or put more effort toward achievement of a set objective. Because he knows
that there is a reward awaiting him for his effort.
4) Table
vi of chapter four shows that materials human resources and staff should be
trained form time to time to improve their skills on the job through local
workshop, seminal, paper presentation etc.
5) Table
vii of the same chapter indicate that complexity of human resources could
generatly affect the growth of an organization i.e. unqualified and
inexperienced staff which is another factor may hinder the management of human
resources in organization.
6) Table
viii of chapter four also indicates that lack of proper financial management
could affect the growth and development of any organization i.e. financial
management help to keep an oragnisation activities moving
5.2
CONCLUSION
The
term human resources management which is rather more comprehensive way of refereeing to personal management, may be defined as
that aspect of management namely managing men or human beings in a particular
manner in order to give a direction to an achievement.
Basically
the job or duty of a manager is to direct, control, co- ordinate, motivate, all
the activities of any organization toward a set or lay down objectives or
predetermine goals with optimum use of the resources available from these
definition, if has been clearly shown that oragnisation has given rise to
management and to carry out theses management task effectively, there must be
an individual who will direct these polices to achieve a set objectives.
Human
resources management aims of achieving both efficiency and justice which will
seek to bring together an effective organization through a proper co-ordination
of fund, human resources, welfare, package, proper training and development of
its staffs.
The
human resources management had two main closely inter – related purposes.
(i.)
for the organisation parse, the effective management of personnel will help
the orgnisation to achieve a greater height of predictability.
(ii.)
For the labour itself, there should be
enable improvement in the quality of work and increment workers moral so that
workers will not seen that they are just being use as an economic tools and
after they are discarded
5.3 RECOMMENDATION
(i) In the local education authority, the
education secretary is in the position to do a joint hand work, so that there
will be need for assigned of staff of staff expedite qualification and discipline
(ii.) there is every need for any organization to
nominate staff within the organization to be
sent for course or seminars and workshops elsewhere in relevant filed of
Questionnaire
Name: Akpasubi Newman Ejededawe
Matric
No: ND/08/BS/FT/866
Topic
of research: Human resources management
as essential tool for higher productivity in an organization.
(A
case study of Bida local government Niger state)
We,
therefore implore you to fill this questionnaire below appropriately and your
honest information will be appreciated and all information provided will be
confined and confidentially protected.
Thanks
for your cooperation
Questions 1: Draw a
table showing the compostion of staff in Bida local Governmen t educational
authority?
………………………………………………………………………………..
Question 2: to which
extent is lack of funds hindering management of human resources?
………………………………………………………………………………..
Question 3: What is
the level; of personal contribution to the local education authority?
…………………………………………………………………………….
Question 4: Examine
the rate at which lack of training of personal affect organization?
……………………………………………………………………………….
Question 5: What is
the level of welfare package of local education authority?
……………………………………………………………………………….
Question 6: Evaluate
the level of material and human resources management?
………………………………………………………………………………
Question 7: Explain
whether the organization has complexities of human resources or not ?
………………………………………………………..............................Question
8: What is the level of financial management?
...............................................................................................
REFERENCES
Aliyu Aliyaji
(1983): Local Government And
International Relation A.B.U Zaria
Addeji Odoh
(1988): Autonomy As A Principle
For Local Government Administration. Island Gorsy Press Ltd. Island _ Vol. 4
David A.
(1982): Human Resource Management
National Concord Thursday 5th Nov.
1992 Nigeria.
Kayoed B.
(1992): Motivation In Management
Business In Nigeria , Y.K
Printers, Nigeria
April 1992.
Muthab U.B
(1980): 2oth Anniversary
Celebration Press Conference. New Nigeria Newspaper. 1980
Syles . S.
(1977): A Personal The Human Problem
Of Management Calculated Oxford
University Press Dechi
Bombary.
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