ABSTRACT
This
research examined Managing Human Resources in Public Service in Lagos State
with special reference to Lagos State Water Corporation. The research adopted survey research design.
Data were gathered through primary source with the aid of a well-structured
questionnaire. Simple random sampling technique was adopted in the selection of
sample, this was used to eliminate biasness in the selection process of the
respondents.
Data garnered were presented on table using
percentage and the formulated hypotheses were analysed with the used of
Chi-square statistical method. The result of the analysis shows that good
welfare package will change the attitude of workers in the civil services to
perform efficiently and effectively. Also, education and training have significant
effect on the development of workers which in turn affect their job performance
and productivity, and finally, Recruitment and selecting of evitable candidates
for a particular job will improve the performance and productivity of the job
holder.
Based
on the conclusion of the analysis recommendations were proffered to the staff
and management of Lagos State Water Corporation.
TABLE OF CONTENT
Cover Page i
Abstract ii
Table of Content iii
CHAPTER ONE:
INTRODUCTION
1.1 Background
Information 5
1.2 Statement of the
Problem 6
1.3 Purpose
(Justification) of the Study 7
1.4 Scope and
Limitations of the Study 7
1.5 Significance of
the Study 8
1.6 Definition of
Terms 9
1.7 Hypothesis 12
CHAPTER TWO: LITERATURE
REVIEW
2.1 Introduction 13
2.2 Definition of
Human Resources Management 13
2.3 Development of
Personnel Management in Nigeria 15
2.4 Labour as an
Important Factor of Production 17
2.5 Role of Human
Resource Management 20
2.6 Industrial
Relations 33
2.7 Summary of the
Literature Review 34
CHAPTER THREE: RESEARCH
DESIGN METHODOLOGY
3.1 Introduction 36
3.2 Research Design 36
3.3 Research
Instrument 36
3.4 Method of Data
Analysis 38
3.5 Reliability of
the Study 38
3.6 Validity of the
Study 39
CHAPTER FOUR: DATA
ANALYSIS AND INTERPRETATION
4.1 Introduction 40
4.2 Analysis of
Respondents Bio Data 41
4.3 Analysis of
Research Statements 44
4.4 Testing of
Hypothesis 54
CHAPTER FIVE: SUMMARY,
CONCLUSIONS AND RECOMMENDATIONS
5.1 Introduction 57
5.2 Summary of
Findings 57
5.3 Conclusions 58
5.4 Recommendations 59
Bibliography 60
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND INFORMATION
The
management of human resources is crucial to the growth and survival of any
organization particularly those who encounter on a regular basis unhealthy
rivalry in the highly competitive adopted in a realistic human resources
system, planning and utilization that could motivates as well as carry along
entire workforce in the effort towards attaining the organization goal.
Because
the kingdom of heaven runs on righteousness, the organizations of this world
are practically run by Men-Human Resources to enhance the survival of an
organization.
Perhaps,
it is important it is to note that basically there are three major factors of
production namely: Land, labour and capital, has been regarded as the most
important of production because they are needed to activate the other factors
for the attainment of the objectives of an organization.
Human
resources is not capital constitute of the ultimate basis for the wealth of any
nation. They are the active agents who accumulate capital, exploit natural
resources build social, economic and political organizations and carry forward
national development, it is therefore clear that any country which is unable to
develop skills and knowledge of its people and effectively utilize them cannot
develop anything else. The deficiency with which an organization is operated depends
largely on how its human resources are being managed and utilized. To achieve
this, the management of the people involved, otherwise known as personnel management
or human capital management has to enunciate programmes which ensures the
proper recruitment, selection, education, training, as well as welfare services
that will motivate the staff s in other to be dedicated to the goal and
objectives of the organization.
1.2 STATEMENT
OF THE PROBLEM
The
civil service both (federal and the state) is the largest employer of labour
and is associated with vices which include; inefficiency, waste and ineptitude.
Akintoku, (1999). Lacks of job satisfaction are exhibited through various act
of indiscipline raging from non-chalant attitude to work, lateness and
absenteeism, kick-backs to stealing and damaging of items which cost the
government to provide.
This
attributes are uncommon in the private profit – seeking organizations.
Therefore this study looks into the following:
i.
Find out why civil servants such
negative behaviour
ii.
Evaluate the impact of such behaviour on
their productivity and
iii.
Proper solutions.
1.3
PURPOSE (JUSTIFICATION) OF THE STUDY
Because
human resources is considered the most important of all organization. As a
result, human beings make things happen efficiently. However, effective human
resources managing cannot be over emphasized because the resources or factors
of production depend on its efficiency.
1.4 SCOPE
AND LIMITATIONS OF THE STUDY
The
study would only examine the effect of effective human resources managing in
the civil servant both of the federal and state level. In effect, the study
will examine how selection and placement of staff, training and development of
staff as well as welfare policies which are sub-sets of the management of human
resources are effectively utilized to achieve desired results in the civil
service.
However,
considering the time limit, distant and financial constraint the study will be
limited to two governments owned corporation in Lagos State.
The names of the corporation to be sampled are:
i.
Lagos State Water Corporation
ii.
Nigerian Railway Corporation
1.5 SIGNIFICANCE OF THE STUDY
This
research study is carried out to identify and analyze the cases of inefficiency
and in-discipline in the civil service and find ways of eradicating or reducing
to the barest minimum. These lapses to allow for greater efficiency and
increased productivity of workers.
The following findings of the study
shall be useful for the following:
a.
To all organization specially
ministries and parastatals to known the importance of recruitment, selection
and placement also to appreciate the importance of recruitment, selection and
placement function in this various organization and also the effect of such
function would help the organization in achieving its predetermined objectives.
b.
The study will also be useful for
scholars in the field of social sciences and other related fields of study as
well as secondary sources.
1.6 DEFINITION OF TERMS
i. Attitude: A
predisposition in an individual to make certain kinds of judgment about
external events and other people’s behaviour.
Also
the kind of environment determines the kind of attitude an employee will
display at work place. Environment in terms of welfare, motivation etc.
ii. Conflicts: A condition that arises when two or more individual or groups
perceive their own interest as being challenged by the others. However, much
change
is produced by conflict among groups within societies. Such include conflicts
among
classes, racial and ethic groups and residents of different regions.
The
society’s interaction are not always cordial, there are disagreement and
possibility of resolving them. That is, conflict is a process of interaction
which two or more person struggle with one anther for some commonly priced
objects or values. Conflict may take many forms.
Factinal
strife within groups, litigation, that is, those handle legally and settled by
low count and conflict of impersonal ideas.
iii. Bonus Payment: A payment in
addition to basic pay usually given for results achieved beyond agreed norms,
it can apply to managers as well as to other employees.
Under
the method, the basic salary of the workers remains the same and the salary
scale undistorted. A lump sum is paid to the worker once or split over a number
of times a year and does not form part of the basic pay. The size of the bonus
is left at the discretion of management and it ranges from the amount of annual
increment usually granted to workers on the salary. However, bonus is
additional cash paid to the worker the psychological barrier still remain as
his monthly basic salary remain unchanged.
iv. Basic Payment: payment which is granted from one period of time to the next
period of time, it includes bonus earnings, overtime etc. however, basic
payment is made known to the worker at all time because it is the basic salary
this is revived before every other individual allowances is added.
v. Behaviourial
science: The study of the individual
and the group in the working environment.
vi. Increment: An increment within a pay scale, usually
a fixed amount and paid annually.
vii. Job
Enrichment: Enhancement of a job by
the addition of motivating factors such as job interest and responsibility.
viii. Motivation: This is inner drivers that activate or
move an individual to action.
ix. Job
satisfaction: Through confusing with
motivation or use of interchangeable, motivation refers to drive and efforts to
satisfy a goal, job satisfaction refers to the contentment experienced by an
individual at work when desire is attained on the job.
x. Perception: Involves both sensing and interpreting
stimulus information and is a foundation of interpersonal behaviour and have
serious consequences for organization management.
xi. Human
resources: Is the human material in any
business organization without man the other factors of production cannot
function because man coordinates the other three factors (Land, Capital and
Machine) to achieve desired result.
xii. Man
power planning: Is a process of
proving capable and motivated employees to achieve the organization mission and
strategy.
xiii. Recruitment: Is the process of attracting the best
qualified individuals to apply for a given job.
1.7 RESEARCH HYPOTHESES
In
order to achieve the aim of this research study, the following hypothesis shall
be tested.
i.
Good welfare package will change the
attitude of workers in the civil services to perform efficiently and
effectively.
ii.
Education and training have significant
effect on the development of workers which in turn affect their job performance
and productivity.
iii. Recruitment
and selecting of evitable candidates for a particular job will improve the
performance and productivity of the job holder.
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