TABLE OF CONTENTS
Title
Page
Certification
Dedication
Acknowledgment
Table
of Content
CHAPTER ONE
1.0 Introduction
1.1 Background of the Study
1.2 Statement Identification
1.3 Research Question
1.4 Aim and Objectives of the Study
1.5 Research Hypothesis
1.6 Significance of the Study
1.7 Scope and Limitation of the Study
1.8 Definition of Terms
1.9 Organization of Study
1.10 Operational Terms
CHAPTER TWO
2.0 Review Literature
2.1 Introduction
2.2 An Overview of Personnel Management
2.3 Critical Issues in the Public Service
2.4 The Machinery of Personnel Management in
the Public Sector
2.5 Reforms and Diffusion
2.6 Appraisal of Nigeria’s Public Personnel
Management
CHAPTER THREE
Research
Methodology
3.1 Introduction
3.2 Research Design
3.3 Re-Statement of Hypothesis
3.4 Characteristics of the study Population
3.5 Sampling Design
3.6 Data Collection Instrument (Statement)
3.7 Administration of Data Collection Instrument
3.8 Technique of Data Analysis
3.9 Limitation of the Methodology
CHAPTER FOUR
Data
Analysis Presentations and Analysis
4.1 Introduction
4.2 Discussion of Finding
4.3 Conclusion
4.4 Findings
CHAPTER FIVE
Summary,
Conclusion and Recommendation
5.1 Summary
5.2 Conclusion
Bibliography
Questionnaire
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The task of managing people at work has become a
universal practice, which has led to
the setting up of personnel department in many large organization such as
multinational, transnational corporation etc. to take charge of managing their
workers and ensuring efficient performance of the organisation.
It also of importance to note that human inputs are the
most valuable of all organisations public or private depends on the human
resources that is available to facilitate organizational functioning and
operations.
Banjoko (1996:1) captures the essence thus "central
to the growth, viability and survival of any organisation be it private or
public is the effective acquisition, utilization and maintenance of the
organisation's human resources.
Also according to the best sellers, in the book in search
of excellence (Peters and Waterman, 1982:238) "if you want productivity
and financial reward that goes with it, you must treat your workers as your
most table asset? Such other factors or inputs like money; materials and
usually remain passive until the human resource converts them into productive
use for the benefits of the organisation. It is also necessary to note that
human resource has limitless potentials to create, innovate and improve
performance.
Personnel mangers in every organisation are faced with
the tasks of wing to mange people at work due to the vast differences that
exist, in performance of a group of employees. Some perform at high level
needing little or no training and they appear to be comfortable and diligent in
the performance of their job, others perform at marginal levels heeding
constant training and incentives in other to perform at optimum level The
personnel manger must endeavour to understand the people being managed, their
nature, behavioural nuisances, attitudes and orientations and tap as much of
this resource for the benefits of the organisation and the employees. It is
also necessary for every organisation to constantly ensure that their human
resource department is up to date due to the innovative changes that occur in
the management of workers from the time of recruitment to the time of
separation this is because of the fast rate at which the process of carrying
out day to day task has been changing, for instance there were time when
everything In the organisation was done manually but this days things have
changed a great deal such, that for any worker to be relevant he/she has to be
computer literate or vast in the operation of certain electronic devices
because the world has gone computerized.
So therefore, the constant upgrading and training of
workers should be a constant and regular activity. These are the essential
issues that human resources management attempts to understand in any public
sector organizational setting. This justifies the need to harmonies the
differences in human resource management practice in the public sector
organisation.
1.2 PROBLEM IDENTIFICATION
The modern and innovative trend that is required in the
management of workers in the public sector makes it compulsory for workers to
be managed because in the process of a worker performing his/her duties, the
worker is faced by various problems or impediments and this in turn also
affects the employers because the performance and well-being of the workforce
will ensure the survival, relevance and continuous existence of the organisation.
This research shall examine such problem as follows:
I. Lackadaisical attitude of workers to their
duties: This problem arises when a worker becomes disinterested in carrying out
his/her duties or he/she is lacking vigour or determination or become
unenthusiastic about the duties assigned the workers:
II. Inadequate training and training
facilities: This problem occur as a result of poor training and haphazard
training of workers i.e. workers are not trained periodically or when they are
due for training for instance, if workers are not trained yearly and it's takes
an organisation every three years to conduct such training this could be said
to be inadequate because another firm that - conduct training on a yearly basis
will be well ahead of the organisation that does it's own training Every three
years also inadequate and outdated training facilities is also a recurring
problem in public personnel management in the public sector.
III. Bureaucracy and bad press syndrome:
Government establishment suffer stereotyping appraisals often associated with
red tapism, inefficiency and ineptness. Infact many people and commentators
equate bureaucracy with process disorder, frustrating way in which government
agencies are run which makes it difficult for regular positive management of
workers.
IV. Absence of competition and non-profit cultures:- The goal and philosophy of the public sector
organisation is service and not profit orientation. Competition for
productivity is less severe than in private organisation were profit
maximization is the doctrine. In such
environment competence or performance related incentives are excluded from
decision process because all they need to be to render service without any
competing partner, which makes managing the workforce less attractive to the
employer.
v.
Rigidity
or inflexibility: This follows from the bureaucratic constraint noted above,
they are large organisation structured to provide essential services making
it's structure on bureaucracy will operate on procedural inflexibility and
cumbersome routine which will make management of workers difficult and time
wasting.
1.3 RESEARCH QUESTION
This following are question to be answered during the
course of this research.
i. Is
personnel management help foster efficiency in the public sector?
ii. Will human resource management be a
veritable tool for ensuring workers comfort-ability on the job"?
iii. Can
training and development help improve the workers technical ability?
iv. Is it
problem for motivation help improve workers productivity".
If having an efficiently and less bureaucratic system
will ensure constant periodic and timely training of workers. A less rigid and
more flexible system will help make the system more innovative and receptive to
charges.
1.4 AIM AND OBJECTIVES OF THE STUDY
The aim and objective of this research work is to provide
readers with a rich and realistic knowledge of public personnel management in
the Nigerian public sector. The aim of the research shall be to determine the
effect of personnel management on the individual worker in the organisation
(public sector). To also critically examine the factors that influences the
performance of workers and contribution to Improving productivity and efficiency,
to consider the obstacles faced by the public sector in the management of it's
workforce, to also examine the processes involve in the management of workers.
1.5 RESEARCH HYPOTHESIS
The hypothesis of the research work shall be to see if:
Ho: Personnel management is not a significant factor for efficiency in
the public sector.
Hi: Human resources developments are the
cornerstone for effective public sector management.
1.6 SIGNIFICANCE OF THE STUDY
The significance of this study (project) is to examine
the use of personnel management as a
means of improving efficiency and productivity. They are as follows:
Ø To determine whether constant and regular training and
development of the worker (off the job and on the job training) and also provision
of adequate working material will help develop the workers technical ability in
the short run (training) and in the long run (development).
Ø To determine whether prosper management of workers will
help improve efficiency and productivity.
Ø To examine various theories and concept of personnel
management in the public sector and it's effect on workers productivities.
Ø Arrive at suggestion which if implemented can help
improve workers efficiency (output) and bring about increased productivity.
1. 7 SCOPE/LIMITATION
In carrying out this research work, I shall be using the
PHCN in Lagos as my case study; this is because of the importance of the
services rendered by this government agencies which is the dissemination of
information to members of the public.
The research shall be limited to looking at the processes
and procedures in the management of workers in this corporation from 1978 to
date, shall also be looking at the time limit involve in the training of the
worker and the effect on the quality of product offered to the public by this
organisation.
1.8 DEFINITION OF TERMS
PUBLIC: It is simple define as not private or as a
service provided especially by the government for the use of the public/people
in general or as something connected with the government arid the services it
offers renders to the public.
PERSONNEL MANAGEMENT: It is define as that specialist
function of management, which has the prime responsibility for formulating,
proposing, advising and guiding the organisations mangers on personnel policies
and strategies. It could also be defined simple as the effective and efficient
use of human resources to accomplish predetermined objectives of an organization
or the management of a worker or workers from the time of recruitment to the
time of separation.
HUMAN RESOURCE MANAGEMENT: Is defined as the formal
system for the management of people at work or within the organisation.
MOTIVATION: This is defined as the added benefits or
fringes, which is given to a worker or provided to bring out the best or make
the worker give his/her best it, may include such things as improved
remuneration, training and development, promotion etc.
DEVELOPMENT: This Involves providing employees or workers
with additional training or education to enhance skill and avoid obsolescence;
usually related with the development of the workers technical ability skill in the
long run In this case now and innovative knowledge is added.
1.9 ORGANIZATION OF STUDY
The project shall be organised into five chapters, which
shall comprise of:
CHAPTER ONE: This chapter will include general
introduction part of which shall be the background to the study, statement of
problem, research question, aim and objective, research hypothesis,
significance of the study etc.
CHAPTER TWO: This chapter will be made up mainly of the
literature review, which is the revision of past work done by different
scholar.
CHAPTER THREE: It will include chapter introduction and
general research method, which will include questionnaire design, identification
of population etc.
CHAPTER FOUR: It shall include chapter introduction, data
collection, data analysis, research instrument, Interpretation of data etc.
CHAPTER FIVE: This chapter will give a summary of the
whole work research) and also include further recommendation for further
research be carried out on the topic.
1.10 OPERATIONAL TERMS
PRIVATIZATION: This is the process whereby government
equity interest in companies, corporation and parastatals are being sold to
private individuals and companies including foreigner.
COMMERCIALIZATION: This is the process of introducing a
new product
into the market.
ECONOMIC GROWTH: This is referred to as quantitative
increase in the national income and output.
National Electric Power Authority (NEPA) was established
by Degree No 24 of 1 April 1072, with the amalgamation of Electricity
Corporation of Nigeria (ECN) and Niger Dam Authority (NDA) was empowered to
maintain an efficient, coordinated and economic system of electricity supply to
all parts. of the nation. It started with only for major station, Viz; Ijora,
Delta, Afam. Thermal Power Stations and kanji.
Hydropower Station Servicing more than two million
consumers nationwide. At present there are eight (8) generating station which
are:
Hydro (Water)
Nigeria State Includes:
-
Kanji Power Station
-
Jebba Power Station
Thermal Supply are:
- Ogorede
Power Station - Sapele, Delta State
- Afam Power
Station - Afam, River State
- Delta Power
Station - Ughefi, Delta State
- Ijora Power
Station - Ijora, Lagos state
- Lagos Power
Station - Egbih, Ikorodu, Lagos.
The total installed generating capacity of the eight
major power station is approximately 60 10Mw. But, because of technical
problems, generation is about 400Mw. All the power stations, distribution
stations and sub-stations are specially inter-linked by a transmission network
popularly known as the National Grid. The whole electricity generated
nation-wide is contributed into a pool at the national control Oshogbo, from
where the pooled electricity generated is re-distributed evenly to all parts of
the federation for even transmission of the electricity generated at the
different power station. With the present integrated project worth 3.5 million
dollars, we expected more generating stations hence improvement in PHCN
service.
DIVISION IN PHCN
Ø Managing Director
Ø Generation, Transmission and Engineering Section
Ø Distribution arid Marketing
Ø Corporate Service
Ø Finance and Account
Some years ago, in order to improve its revenue and satisfy
the nation, a South African consultancy outfit known as RCM -Revenue
Circulation Management got into contract for employment with NEPA to bill, and
recover debts form consumers.
Due to the ongoing privatization process government, in
year (2005) changed NEPA to PHCN, with the intention of admitting at least 18
companies to buy into its share. Therefore, PHCN is temporal; it is a strategy
of the government to improve the power sector so the president could actualize
his goal of power generation of 10,000Mw by 2007. The PHCN operational
authority structure is; Corporate Headquarters (Abuja), Zone, Business
Unit/District, undertakings and service Centers.
It is arranged in hierarchical form (i.e. highest to
lowest).
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