ABSTRACT
This
research project is designed to investigate the effects of personnel management
in the development of public liability companies with special references to
selected firms in the communication industry. In this project MTN, GLO, CELTEL
networks were chosen from among the various. Therefore, embraces the total
background study of the effect of personnel management in the public liability
company. The population of the study consisted of 90 employees of the three
selected firms in the communication industry (MTN, GLO, and CELTEL) in Port
Harcourt, the sample size for the study was 73 employees drawn from the
population using simple random sampling. The study also reviews the literature
under study which aim to exploring further, the effects of personnel management
in the development of public liability company. Nevertheless, the research
method used in this study is a descriptive research with a study of selected
firms in the communication industry, it is aimed at describing the working from
the organization under study with a view to determining the effect of personnel
management in the development of public liability companies. The sources of
data used are primary and secondary data and the instrument used for data
collection is questionnaire. The methodology structured questions were used to
collect relevant data chi square formula was used to collect relevant data chi
square.
CHAPTER ONE
INTRODUCTION
1.1 Background of the
Study
Personnel
management was not considered as an important ingredient in organization
because managers at the past did not consider human beings as essential factors
in the achievement of principles of scientific management. In scientific
management, concern of managers were on how to enhance and improve production
regardless of those who are involved in producing thereby considering human
beings as more factors of production. In the pre-industrial revolution, there
was hardly a unit of personnel management or department. All personnel matters
were handled in the office of the Chief Executive because of the telling of own
point of view most chief executive assigned the duty of personnel management issues
to their assistance. However, with the development of human relation school of
thought, the concern for human being in organization started being in
recognition moreover, with the advent of industrial revolution and after the
revolution, personnel management.
Today,
personnel management has come to stay as an essential factor of the
organization in view of the changes it was undergone, its contributions
enhanced the growth and development of public organization are well pronounced.
However, let us examine some of the definition given by some of these
authorities and relates it to the case under study. According to Edwin Fillipo
says “Personnel management is the procurement, development, compensation,
integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished. D.C Ohadinma
and Nkem Uwaoma (2002) therefore define personnel management as the directing,
coordinating and controlling of all the activities responsible for supplying
required human resources and optimizing the personnel management involved in
supplying required human resources.
The
local government system is specially designed to bring governance close to the
people at the grassroots. The need to enhance efficiency and workability of the
system led to the reforms in the local government administration in Nigeria. In
spite of these reforms the system has neither brought the much desired results
especially in transforming the rural areas nor checked corruption which thrives
in Nigeria. Indeed, one area where the system has suffered severe dislocations
is in the field of human resource and capacity building and staff welfare. This
has helped to enforce low morals in many workers resulting in low productivity,
favouritism and corruption. In order to sanitize the system therefore, there is
need to keep strictly to the standard rules in relation to proper staff
placement in all the Departments in the local government (Isabemoch, 2010).
Human Resource, capacity building and staff welfare are the basic roles of the
personnel management. The universal acceptance of the critical role of
personnel in the achievement of organizational goals and the realization and
appreciation of the various exogenous and endogenous variables which inform,
determine, order and finally condition personnel activities, led to the
establishment of Department of Personnel Administration, personnel management,
or Human Resource Management in any viable organization (Okoli, 2000). These
personnel management/Administrative units are traditionally saddled specific
functions (Onyishi, 2002) among which are staff placement. The importance of
personnel (Human Resources) in the attainment of organizational objectives
cannot be over-emphasized (Onah, 2002) as it has been amplified by Ofoegbu
(1985) who averred that “A firm can mobilize all its capital inputs and still
be out of production. The decision to start capital mobilization is personnel
management decision. The assemblage of the inanimate factors of production into
a single, coherent and operational production system is a human act, conceived
by human genius and realized by human efforts”. Hence the critical processes of
determining goals, making investment choices, directing work effort on a
day-to-day basis, maintaining and servicing equipment and so on, fall squarely
on the personnel of an organization. It therefore follows that people are the
main instruments for the realization of organizational objectives. Having
established the importance of personnel, it is necessary to stress that in
service organizations such as local governments, the role of personnel in the
attainment of goals becomes all the more significant hence local government is
a labour intensive organization and to the extent that these labours are well
organized and motivated, to the same extent, the local government can
successfully fulfill all its numerous responsibilities (Onah, in Ezeani and
Nwankwo, 2002). To remedy the ills of local government in Nigeria, one should
strive remedy its personnel problems as enhanced personnel management promotes
and ensures healthy local government administration. The main thrust of this
paper therefore is to identify the problems of personnel management in Nigerian
local government administration; to examine the contributions of the personnel
managers to the personnel problems of Nigerian local government and ascertain
the major strategies the personnel managers of Nigerian local government
Administration. And to determine the extent to which external factors/forces
influences local government personnel management and thus leads to poor
personnel management in the local government and to provide corrective measures
for effective personnel management in the Nigerian local government
administration. In doing so, this paper is grouped into six, one for each.
Section one discusses personnel /Human Resources, the concept of management,
Personnel Management/Human Resource management.
Secondly,
personnel managers involving optimizing the performance of human resources
while the activities involved in supplying human resources include manpower,
planning and procurement, those involved in the optimizing of the performance
of human resources including training and development appraisal and motivation.
Judging from the above definitions, it therefore follows that firms in
communication industry like (MTN, GLO, CELTEL etc) as organization that provide
following service above to the public can only make it possible through its
human resources to ensure good and effective personnel management.
The
neglect of this vital factor (human resources) could spell doom for it, its
employees are the source of its strength they determine the success of the
organization through the application of their creativity and intelligence from
the foregoing, one will agree with me that personnel management is very crucial
to communication industry inclusive and therefore, the highest premium should
be placed on its personnel.
1.2 Statement of Problems
Every
organization in the world has one problem or the other that borders it. Human
beings in the world also has one thing that give them headache. Therefore, it
is generalized that no one is a sacred cow in this, in organization most of the
problems they normally have come from the personnel department (Human
resources). No job is done without people solve the problem, they are as
follows:
1. Ineffective decision making by the
personnel department.
2. Lack of implementing of policies.
3. No cordial relationship among workers.
4.
Lack of motivation
5. Non – challant attitude
6. Lack of training
This
research work will try to proffer solution to the above problems.
1.3 Research Questions
This
research question is designed to find out facts in the effects of personnel
management in the communication industry.
1. What are the effects of personnel
management in those selected firms in communication industry?
2. What are the contributions of personnel’s
towards the development of those organizations?
3. Does personnel management enhance workers
performances?
4. Does the effects of personnel management
other roles in the organization.
5. What measures are taking to ensure that
there is effective decision making?
6. How does the employees appraisal taken. Is
it quarterly or annually?
1.4 Objective of the Study
In
fact, any given endeavour without a purpose can be regarded to as exercise in
futility. The objectives of the study are:
i. To know the personnel management in
public liability companies.
ii. To know the importance of personnel
management.
iii. To know the problems of personnel
management.
iv. To know the nature of communications as it
affects the personnel management.
v. To know how motivation affects the employee’s
performance.
1.5 Significance of the Study
This
research work will be useful to all the firms in the communication industry, it
will provide vital information to those who will want to extent the scope of
the research work. It will also serve as a reference material to other who will
want to carry out research on similar or related topic.
1.6 Scope of the Study
This
work will cover all the personnel department of the firms in the communication
industry. This study will examine the impact of the firms in communication
industry.
In
this research, the researcher found out that the effects of personnel
management (human resources) is the same in every firms in the communication
industry.
1.9 Definition of Terms
1. Management: This is the process of
dealing with making decision and controlling people of things in a business or
organization.
2. Effectiveness: The producing or achieving
the intended result of an organization.
3. PERFORMANCE: This is the ability to
operate efficiently react quickly etc.
4. Procurement: This is the process of
obtaining something.
5. Creativity: This involved the skillful
and imaginative use of something to produce, examine or art.
6. Development: This is the process of
entering into new invention or stages for example, new products.
7. Optimizing: A desirable, favourable and
satisfactory.
8. Human Resources: The ability by which
organizational goals are achieved through human beings.
9. Profits: The amount realized after
reducing expenses.
10. Capital: Money and fixed assets on starting
a business