IMPACT PERSONNEL ADMINISTRATION IN AN ORGANISATION IN JIGAWA STATE (CASE STUDY OF MANPOWER INSTITUTE DUTSE)

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

At one time in our history looking people appeared to be sufficient for choosing to work in the field. How as personal department preferring to work with humans rather than object is still important with it is grossly insufficient in these modern times. Personal department is one of our most complex and challenging field of endeavor. Not only most of the firms’ requirements for and effective work full be met the personal. Manager must be greatly concerned with the expectoration of both employees and society in general. Society at large has produced its human resources to have vital needs that move beyond a “work force” status. The employee is simultaneously an instrument of the firm, a human being and a citizen. According to (Weichrich and Koontz 2018), the personal manager is to designing and maintaining on environment in which individual’s workings together in groups efficiently to accomplish selected aims.

As knowledge expended in executing these roles the manager began to understand the necessity for ascertaining and accommodating to the needs of human beings who constituted the workforce. He or she constantly searched for that program which would support the accomplishment of both organizational and individual objectives.

Personnel department is getting activities completed efficiently with and through other people; since society expectation regarding appropriate treatment of its citizens are constantly changing the personnel manager occupies a unique position in the firm with aspect to defining and fulfilling this encouraged social role. The primary obligations are:

1. Ensuring that expectations, the quality of work life is met.
2. Ensuring that the organization is in compliance with appropriate laws and regulations effecting employees and,
3. Participating in the designing and execution of periodic social audits.

Environment there is evidence of growing demand for challenging and interesting jobs according respect for personnel privacy permitting greater individualism in dress and life style and assistance in planning life long careers. A type of co-operate constitutionalism is beginning to enter private enterprise when the executive power to make on lateral decisions is restricted. The employee does not give up his societal citizenship when entering the organizations. there will be increasing expectations in terms of “due process” in deciding upon layoffs and discharges freedom of speech in regard to revealing unsafe on illegal organizational activities and the right to not reveal personnel information concern to the organization. It has been suggested that firms should be measured in terms of that which will reveal the quality of work life such a absenteeism turnover alcoholism drug addiction and mental illness. If “acceptable levels are exceeded firms should be fined or taxed just as they are when they excessively pollute the water off course measuring and determiner what are acceptable level would be very difficult tasks. In addition, it is not at all certain that the quality of work life is the only possible course for anabolism drug addiction and mental illness.

1.2 Statement of the Problem

The increase in the number of employees traceable to industrial revolution era and complexity in management constitute major problem in every business organization. Due to poor span of control a manager who used to manage twenty (20) instead of five (5) works. This requires a lot of specialist skill and methods; hence there is need for personnel functions.

In view of the above, can an organization do without personnel management, in the area of human relations in an organization? This can be referred to as the interaction between management and workers, and the outside world, such as government, supplier’s contractors and all the external environment of an organization.

1.3 Aims Objective of the Study

This study is carried out for the following objectives:

1. To ascertain basic understanding of the impact of personnel management on organizational performance.
2. To know how effective are the personnel are functions to the well-being and performance of the workers in an organization.
3. To elucidate some problems encountered by an organization.
4. To ascertain the relationship between personnel management and organizational performance

1.4 Research Question

1. How does personnel administration influence employee productivity at the Manpower Institute?
2. What are the key challenges faced in implementing personnel administration policies at the institute?
3. To what extent does personnel administration affect organizational efficiency and effectiveness?
4. How do training and development programs contribute to employee performance at the Manpower Institute?
5. What strategies can be implemented to improve personnel administration practices in the organization?

1.5 Research hypothesis

For the successful completion of the study, the following research hypotheses were formulated by the researcher; 

H₁: there is no impact of personnel management on organizational performance. 

H₂: there is an impact of personnel management on organizational performance.

H₃: there is no relationship between personnel management and organizational performance.

H₄: there is relationship between personnel management and organizational performance.

1.6 Scope and Limitation of the Study

This study limited to the role of personnel department in on organization. this study looks at low personnel department as an imputed tool of effecting employee’s relation in the manpower development institute, Jigawa State. The study also looks into basic need for personnel planning and the function of personnel department.

1.7 significant of the study

This study provides insights into the effectiveness of personnel administration in achieving organizational goals. It highlights best practices and identifies areas for improvement, thereby contributing to the academic and practical understanding of human resource management in public institutions.

1.8 Historical Background of the Study Area

The Manpower Institute, Dutse, is a prominent training and development institution established in Jigawa State to address the growing demand for skilled professionals and enhance the capacity of the state’s workforce.

Origin and Establishment

The institute was founded in response to the need for a structured platform to train public servants, private sector employees, and other professionals in Jigawa State. It was established under the mandate of improving human capital and fostering development through systematic personnel administration. The institute became operational during the early 2000s, as part of the state government's broader strategy to enhance capacity building and organizational efficiency.

Vision and Mission

The institute's vision is to be a center of excellence in manpower development, focusing on providing world-class training programs to equip employees with the skills required to meet contemporary challenges in public and private sectors. Its mission includes fostering professionalism, promoting ethical standards, and ensuring continuous improvement in administrative practices.

Strategic Location

The institute is strategically located in Dutse, the capital of Jigawa State, which serves as the administrative and economic hub of the state. Dutse's central position makes it accessible to participants from different parts of Jigawa and neighboring states.

Key Functions

1. Training and Capacity Building: The institute provides training programs in areas such as personnel management, leadership, and technical skills.
2. Policy Development: It plays a role in formulating policies for effective manpower utilization in Jigawa State.
3. Research and Consultancy: The institute engages in research on workforce development and provides consultancy services to public and private organizations.
4. Performance Evaluation: It aids in evaluating personnel performance, aiming to improve service delivery across sectors.

Contributions to Jigawa State

Over the years, the Manpower Institute has become an integral part of Jigawa State's development by:

Enhancing the skills of the state’s workforce.

Promoting efficiency and productivity in public administration.

Supporting the state's economic development through human capital investment.

Current Status

Today, the Manpower Institute continues to grow in prominence as it adapts to emerging trends in personnel administration. It collaborates with both local and international organizations to ensure that its programs remain relevant and impactful.

1.8 Definition of Terms

Ø  Deciding: Is a process of setting objectives and goals of an organization and the formulation of a decision model for sleeting means of achieve them. It is deciding in advance what to do how to do it, when to do it and who is to do it. Horse Simon 2006.

Ø  Development: The process of growth or advancement in skills, knowledge, or infrastructure, aimed at improving individual or organizational capabilities and achieving higher efficiency and effectiveness. In the context of human resources, it refers to activities like training, mentoring, and professional growth initiatives.

Ø  Manpower: The total number of people available or employed to perform a task or operate within an organization, industry, or region. It represents the human resources required to achieve organizational goals.

Ø  Manpower Development: Manpower development refers to the systematic process of enhancing the skills, knowledge, competencies, and productivity of the workforce within an organization or region. It is a critical aspect of human resource management aimed at ensuring that employees or individuals are well-prepared to meet current and future challenges in their roles.

Ø  Administration: The process of planning, organizing, directing, and controlling resources (human, financial, or material) within an organization to achieve set objectives efficiently and effectively. It involves decision-making and implementing policies.

Ø  Personnel: The employees or workforce of an organization, collectively referred to as human resources, responsible for carrying out its operations and contributing to its overall success.

Buyers has the right to create dispute within seven (7) days of purchase for 100% refund request when you experience issue with the file received. 

Dispute can only be created when you receive a corrupt file, a wrong file or irregularities in the table of contents and content of the file you received. 

ProjectShelve.com shall either provide the appropriate file within 48hrs or send refund excluding your bank transaction charges. Term and Conditions are applied.

Buyers are expected to confirm that the material you are paying for is available on our website ProjectShelve.com and you have selected the right material, you have also gone through the preliminary pages and it interests you before payment. DO NOT MAKE BANK PAYMENT IF YOUR TOPIC IS NOT ON THE WEBSITE.

In case of payment for a material not available on ProjectShelve.com, the management of ProjectShelve.com has the right to keep your money until you send a topic that is available on our website within 48 hours.

You cannot change topic after receiving material of the topic you ordered and paid for.