ABSTRACT
This project is a review “Human
Resource Management and Productivity in Nigeria Public
Sector”. The problem identified was Work
motivation and compensation, Ethics
and Values, Work Attitude and
Recruitment and Selection Process. This write up showed the relevant literature
concerning the project topic. It goes further to explain HRM and
Productivity in Nigeria Public Sector,
Using a study of Power Holding Company of Nigeria (PHCN) Enugu Branch, Enugu
State. The descriptive survey method
was used and the research tool was questionnaire. 250 staffs answered the
questionnaire. Frequency percentages and criterion mean score of 2.5 were used
in data analysis using Chi-square formula and presentation was done by the use
of tables. The findings from the study showed that
the factors of HRM and Productivity in Nigeria Public Sector. Finally, solutions and recommendations
were proffered, in which emphasis was made on the remedies. The write up is duly summarized.
TABLE
OF CONTENTS
Tite
Page i
Certification
Page ii
Dedication iii
Acknowledgement iv
Abstract
v
CHAPTER ONE: INTRODUCTION
Background
of the study 1
Statement
of the problem 6
Objective
of the study 7
Research
Hypotheses 7
Significance
of study 8
Scope
of the study 8
Limitations
of the study 9
CHAPTER TWO: LITERATURE REVIEW
2.0
Introduction 10
2.1
Concept of Public Sector. 10
2.2
Nigeria Public Sector 13
2.3
Brief History of Nigeria Public Sector 17
2.4
Characteristics and Classification of Public Sector 19
2.5
Human Resource Management in Public Sector
24
2.6
Impact of HRM on Productivity in Public Sector 35
2.7 The Effects of
Human Resource Management Practice on Productivity 37
2.8
Challenges of Human Resource Management in Public Sector 39
CHAPTER THREE: RESEARCH METHOD
3.1
Introduction 63
3.2
Research design 63
3.3
Area of study 63
3.4
Procedure for data collection 64
3.5
Population of study 64
3.6
Sample and sampling technique 65
3.7
Data collection Instrument 69
3.8
Validation of Instrument 70
3.9
Method of Data Analysis 70
CHAPTER FOUR: PRESENTATION AND ANALYSES OF RESULTS
4.1
Presentation of Data 72
4.2
Analyses of Data 73
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATIONS
5.1
Summary of findings 89
5.2
Recommandations 92
5.3
Conclusion of findings 92
REFERENCE 94
APPENDIX 1
QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
BACKGROUND OF STUDY
The development of any nation depends to a very large extent
on the calibre, organization and motivation of its human resources. In the
specific case of Nigeria where diversity exerts tremendous influence on
politics and administration, the capacity to increase the benefits and reduce
the costs of this diversity constitutes a human resource management challenge
of epic proportion in its public sector organizations. Human Resource Management
(HRM) is the function within an organization that focuses on recruitment of,
management of, and providing direction for the people who work in the
organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function
that deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training. Human Resource
Management is also a strategic and comprehensive approach to managing people
and the workplace culture and environment. Effective HRM enables employees to
contribute effectively and productively to the overall company direction and
the accomplishment of the organization's goals and objectives. Human Resource
Management is moving away from traditional personnel, administration, and
transactional roles, which are increasingly outsourced. HRM is now expected to
add value to the strategic utilization of employees and that employee programs
impact the business in measurable ways. The new role of HRM involves strategic
direction and HRM metrics and measurements to
demonstrate.
HRM covers a wide range of activities.
The main area of study we will focus on will be incentives and work
organization. Incentives include remuneration systems (e.g. individuals or
group incentive/contingent pay) and also the system of appraisal, promotion and
career advancement. By work organization we mean the distribution of decision
rights (autonomy/decentralization) between managers and workers, job design
(e.g. flexibility of working, job rotation), team-working (e.g. who works with
whom) and information
provision.
Civil servants have a reputation for being lazy. However, people’s
personal experiences with civil servants frequently run counter to this
stereotype. We develop a model of an economy in which workers differ in
laziness and in public service motivation, and characterise optimal incentive
contracts for public sector workers under different informational assumptions.
When civil servants. Effort is invariable, lazy workers and working in the
public sector highly attractive and may crowd out dedicated workers. When
effort is variable, the government optimally attracts dedicated workers as well
as the economy’s laziest workers by offering separating contracts, which are
both distorted. Even though contract distortions reduce aggregate welfare, a
majority of society may be better off as public goods come at a lower cost. Where
we depart from several of the existing surveys in the field is to put HRM more
broadly in the context of the economics of management. To do this we also look
in detail at the literature on productivity dispersion.
Human resource management encompasses the traditional
personnel functions of recruitment, selection, training, motivation,
compensation, evaluation, discipline, and termination of employees. Each of
those tasks demands particular skills. Increasingly, human resource management
is being recognized for its strategic importance to organizations and
jurisdictions, and is moving beyond its traditional position as a monitor of
compliance. This course is designed to provide you with an understanding of the
evolution of human resource management policies and practices, and how changes
over time reflect shifting societal values and environmental circumstances. Our
emphasis is on improving understanding of the historical context and current
conditions of public sector HRM and developing basic skills necessary to be an
effectively manage human resources.
Within the public sector, many of the most visible and
interesting controversies, such as affirmative action, employee ethics, sexual
harassment, drug testing, and labour-management relations, are part of human
resource management. Human resources also account for the largest percentage of
the operating budget for most public agencies, and public administrators must
have both an appreciation for the costs of personnel decisions and the ability
to project those costs. In addition, constitutional, statutory and regulatory
requirements often constrain personnel decisions and actions in the public
sector, and public administrators must have a working knowledge of these legal
guidelines. Public administrators must recognize the political aspect of human
resource management. Human resource management policies and techniques are
developed, implemented and evaluated in a public context. Public sector HRM
practices effect the selection and experiences of government employees which,
in turn, affects public policy. In order to make and implement effective human
resource management policies, administrators need an appreciation of the
political and historical context in which the policies have developed to date.
In the current environment, a professional public
administrator must be prepared to advocate for the strategic importance of
human resources, find ways to be flexible and responsive to change, adapt to
changing patterns of employment and intersectoral relations, utilize technology
to more effectively communicate with prospective and existing employees, and
develop more sophisticated and effective methods of measuring and rewarding
performance
(Ingraham and Rubaii-Barrett, 2007).
Management must work with people. The proper use of people
in an enterprise undoubtedly has a direct and significant bearing on the
productive efficiency of the enterprise. As a result of the importance that
managers assign to people who must work with them, terms such as “human resources”
“human capital” are used to demonstrate the difference people make in the
performance of a manager and consequently the enterprise.
The issues in personnel management are major factors of the
human problems affecting organization. These issues include:
i. Recruitment
and Selection Process,
ii. Organization
structure of personnel departments.
The recruitment and selection processes are to ensure the
engagement of reliable, competent and qualified workers. Fatiregun (1992:131)
defines recruitment as the process of accessing a job, announcing vacancy,
arousing interest and stimulating people to apply while selection is the
process of choosing, for excellence, through process of rejection or matching
the applicants.
These processes of recruitment and selection have been
corrupted by the Nigeria environmental factors (Nnadi, 2009) as shown below:
i. Political
Pressure,
ii. Theory
and practice of “Ima Mmadu” or “Who you knew”,
iii. Federal
character principle of representation,
iv. Common
state of origin among staff in the same department.
Organization structure of personnel departments shows
clearly the operational contacts and co-ordination in the organization chart,
including the hierarchies of the officers, functions and authorities. Human
factors or participants will be engaged to fit into this abstract framework for
the purpose of accomplishing predetermined results. The structure is a
fundamental design for the effective performance of people who work together in
groups to achieve their purpose. The working party (1977:16) warns that if the
structure is wrong or inadequate, not even the ingenuity and cleverness of
those who operate it will give it the desired correctness or satisfactory
function.
Human relation at work can be a factor of human resource
problems in an organization, which according to Fillopo (1971:57) is a formal
relationship that exists among personnel and employees in working place. The
timely and positive effort in handling human problems at the executive level
will make for good human relations or reconciliation of the organizational and
employee goals. Poor communication network, abuse of the principles of line and
staff relation, blind recruitment and selection process, incompetent employees
and personnel, and indifference attitudes to work are major human problems in
managing human relation at work in an organization.
The result of this poor attitude to work in the public
sector organization is the reason for constant dwindling of management in
public sector organization (Onodugo, 2008). It is sad to note that the typical
work attitude of an average Nigerian worker is largely anything near what will
turn around the public sector organization.
Research findings Nwachukwu (1985), Korman (1977) have shown
that the productivity of an employee is determined by three major factors:
1) the
ability of the employee
2) the
will to work, and 3) situational factors.
The public sector organization is a government sector
responsible for providing the public with essential services. The public sector
is referred to the government sector, whether Federal, State, or Local
Government. Public sector organizations are organizations which emerged as a
result of government acting in the capacity of an entrepreneur (Obikeze and Anthony
2004:248).
STATEMENT OF PROBLEM
Public sector organizations in Nigeria faced problems which
often hampers the attainment of set goals. The productivity of any public
organization sector depends largely on the performance of its people (i.e. the
management and subordinates) for this success to be achieved, the human
resource management in the organization needs to be addressed and managed.
To that effect, this research is being
proposed to address the following issues;
i. Work
motivation and compensation
ii. Ethics
and Values
iii. Work
Attitude
iv. Recruitment
and Selection Process
OBJECTIVES OF STUDY
Deplorably however, most of these objectives listed above
have not been achieved due to human problems facing the sector. Therefore the
objective of this study includes;
a. To
determine the effects of work motivation and compensation on the productivity
of public sector organization.
b. To
determine the effects of Ethics and Values on the productivity of public
sector.
c. To
examine the effects of work attitude of workers on the productivity of public
sector organizations.
d. To
examine the effects of recruitment and selection process of workers on
productivity of public sector organization
RESEARCH HYPOTHESES
The researcher uses hypotheses HO which is
a test of no difference
HO1: There is evidence to prove that work motivation and
compensation contributes to the productivity of public sector.
HO2: There is evidence to prove that Ethics and Values
contribute to poor productivity of public sector.
HO3: There is a significant relationship to show that work
attitude of workers by workers affects the productivity of public sector.
HO4: There is evidence to show recruitment and selection
process of workers affects the productivity of public sector organization
SIGNIFICANCE OF STUDY
Human Resource Management is the backbone of any economy
production of any nation. HRM plays a vital role in the productivity of the
Nigeria public sector organizations. It is therefore important to identify the
significances of the research work which are subdivided as:
1. The
findings of this research will serve as a guide in the productivity of other
public sector through their human resource.
2. The
findings of this study will enable for proper management of human resource
which will lead to effective customer value and productivity in public sector
organization management.
3. It
will also enhance government, private sector and general public participation
contribution in addressing these human resource management in public sector
organization.
4. The
study will enable me to contribute my own views and ideas on managing human
resource and productivity in the public sector organization of Nigeria.
5. The
study will be of immense help to other people and students who might wish to
carry out other researches in the field.
SCOPE OF THE STUDY
The work is on HRM and Productivity
and public sector in Nigeria, with PHCN as a case. It will cover the concept of
Public Sector; examine Human Resource Management in Public
Sector, the impact of HRM on Productivity
in Public Sector and also the challenges of
Human Resource Management in Public Sector.
LIMITATIONS OF THE STUDY
In carrying out this research many factors
served as constraints:
1. The
limitation of the research title as just HRM and Productivity in the Nigeria
public sector.
2. Financial
Limitation.
3. Inadequate
Time: time factor constitutes the major limitation of this research study. It
relates to the fact that the time for research work was short because it was combined
with lectures, studies and examination.
4. Negative
attitude of respondent: the problem facing the researcher with regards to the
respondents relates to the non-cooperation and uncompromising attitude some
respondents in giving out relevant information or facts.
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