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1.1 BACKGROUND TO THE STUDY
The role that education is expected to play in a society is multi-faceted. It is expected to build the character of the learner, to get him informed about what is worthwhile, socially acceptable, desirable and purposeful about himself, his environment and society. It is also expected to make the individual worth living and worth living with (Tella 1990). Education is not only a social service, but an instrument of political socialization that informs the learner as to his privileges and basic human rights (Taiwo 1980).
According to Ogunsaju (2006), personnel management is the effective mobilization of human resources based upon appropriate recruitment, selection, training and placement of appointed staff in order to achieve the organisational set down goals and objectives. It could also be defined as the effective utilization of human resources in an organization through the management of people and related activities. In the school system, both students and personnel functions are performed by school administrators with a view to achieving the goals and objectives of the school. The objectives of school personnel management are: to plan and direct activities necessary to select and assign staffs.
The best qualified individual staff and students; to provide opportunities for the growth in service for these individuals; and to maintain good interpersonal relationships (Orubuloye 2006). The primary objective of the school system, according to Nwagwu (2008), is to ensure effective teaching – learning process. For this objective to materialize, the school management must be able to plan, organize, direct, coordinate and control the activities of the staff and students in an atmosphere devoid of persistent and unresolved conflicts.
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 nature 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 OBJECTIVES OF THE STUDY
It is the intention of the researcher to examine the problems of personnel management in public organization focusing on Institute of Management and Technology (IMT), Enugu. the objective of the study includes
1. To explore the personnel Management practices in Enugu.
2. To find out how adequate and efficient the department activities relate to the institution objective.
3. To identify the problems of personnel management practices are.
4. To make recommendation on how to improve the image of the instituted and so encourage the effective and efficient practices of the personnel department of the school among academic and non-academic staffs.
1.4 THE SCOPE OF THE STUDY
This study on the problems of the personnel management is narrowed on a public sector with particular reference to IMT Enugu state. It is limited within the following departments: personnel/administration, financial/account department.
1.5 RESEARCH QUESTIONS
1. Has there been optimum performance on the personnel management of IMT.
2. Are there some factors responsible for low performance on the personnel department of the school?
3. Do you think that high productivity and efficiency of the personnel department affect IMT labour turn over?
4. Will effective and efficient practice of personnel management improve the institution as a whole?
5. Are there factors responsible for low productivity and efficiency of the personnel department of the school?
1.6 RESEARCH HYPOTHESIS
Ho: The improvement on workers performance of the personnel department does not affect the institution positively
Hi: The improvement on workers performance of the personnel department affects the institution positively
Ho; Inadequate and mal-functioning operation of top management does not affects performance of personnel department in the institution.
Hi: Inadequate and mal-functioning operation of top management affect the performance of personnel department in the institution.
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 LIMITATIONS 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 that faces the departments.
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.
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 institution.
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.
Black J. (1983) Personnel and industrial relation. A managerial approach
united state of America.
Ejiofor P. (1989) Foundation of business administration. African FEP
Salyes L. A and Strauss .G (1972) Managing human resources new York
Udeze J.O.(1996) Lecture series department of business administration Esut Enugu.
Ogunsaju TO 2006. Human Capital Management for Effective Corporate
Governance. Paper presented at a Workshop titled: Corporate Governance for Sustainable National Development, April 2006.
Ololube NP 2006. Teachers’ Job Satisfaction and Motivation for School
Effectiveness: An Assessment. Retrieved from http://www.usca.edu/essays/vol. 182006/ololubepdf.
Nwagwu CC 2008. The Environment of Crisis in the Nigerian Education
System. Comparative Education, 33 (1): 87-95.
Orubuloye SA 2006. Personnel Administration in Secondary School
Education. Akure: Tonygay (Educational Publishers) Ltd.
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