ABSTRACT
Personnel department
is increasingly becoming a legislates process as society has become impatient
with voluntary “social action” and through personnel department owns much to
the intervention of government. Its role cannot be overwhelmed in an
organization in the quest for success and breakthrough over similar competitors.
It is an approved fact that personal department is very important in an
organization, but it is absurd that most organizations do not give adequate
priority to its importance. However, personnel department is becoming neglected
to its principal role and causing instability in the organization. This study also recommends that personnel
should act as a coach in those endeavour by coordinating with other critical
department, such as training and marketing and by being the goal setter for the
efforts that would be of most values the organization.
TABLE
OF CONTENTS
Title Page
Certification
Dedication
Acknowledgements
Abstract
Chapter
One: Introduction
1.1
Background to the study
1.2
Statement of the problem
1.3
Research question
1.4
Research hypothesis
1.5
Purpose of the study
1.6
Scope of the study
1.7
Significance of the study
1.8
Limitations of the study
1.9
Operational Definition of terms
Chapter
Two: Literature Review
2.1
Introduction
2.2 Definition
of Personnel Management
2.3 Nature
of Personnel Management
2.4 Relevant
Theories of the Research
2.5 Role
of Personnel Manager
2.6 Functions
of Personnel Manager
2.7 Welfare
services and safety needs
2.8 Traditional
function
2.9 Administration
of wages and salaries
3.0 Summary
of the chapter
Chapter
Three: Research Method
3.1
Introduction
3.2
Research Design
3.3
Population of the study
3.4
Sample/sampling techniques
3.5
Instrumentation/materials
3.6
Method of collection
3.7
Method of Data Analysis
Chapter Four: Data Presentation, Analysis
and Interpretation
4.1
Introduction
4.2
Presentation of data
4.3
Analysis of data
4.4
Interpretation of data
4.5
Discussion
Chapter Five: Summary, Conclusion and
Recommendations
5.1
Introduction
5.2
Summary
5.3
Conclusion
5.4
Recommendations
References
Appendices
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
At one tune 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 b e greatly concerned with the
expectoration of both employees and
society in general. Society at large has produced it’s 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 (2005) the personal manager is to
designing and maintaining on environment in which individuals workings together
in groups effcienty accomplish selected aims.
As knowledge expended in executing this roles the
manager began to understand the necessity for ascertain and accommodating to
the needs of human beings who constituted that workforce. He or she constantly
searched for that program with would support the accomplishment of both
organizational and individual objectives. The job was made mire difficult by
such factors as the rise if the modern labour among the mare sing educational
level of societal members the increasing size and complexity of the
organization and its technology and the insistent and some times violent
demands of less privileged segments of our society. The modern personal manager
therefore requires a broad background in such fields as psychology sociology,
philosophy economics and management. He or she must deal with issues and problems that often do not have
right answer obvious to all . there will be required an ability to understand
that which is not logical a capacity to
project perspective, and a skill in predicting human and organizational
behavior.
Personal department is getting activities completed
efficiently with and through other people; since society expectation regarding
appropriate treatment of its citizens are constantly changing the personal
manager occupies a unique position in
the firm with aspect to defining and fulfilling this encourage social
role her obligations are primary there in numbers.
1.
Ensuring that expectations amercing the
quality of work life are 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.
Beyond adequate understating and a safe work.
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 lay
offs 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.
Through some firms successfully ignore treats
issuing firm failures to improve the quality of work life they are much less
able to avoid the uniform measures imposed by governmental legislation each
year a greater obligation is placed upon the personnel manager to ensure
organizational compliance with a lost of laws and governmental rules concerning
living tracing compensating and utilization of various special groups in over
society.
Personnel department is increasingly becoming a
legislates process as society has become impatient with voluntary “social
action” and through personnel department owns much to the intervention of
government.
1.2 STATEMENT OF THE PROBLEM
Despite the
importance of personnel department most organization do not
give adequate priority affection to the importance role personnel department
are of utmost benefit to organization this work is set out to uncover the
effectiveness of personnel department in
on organization and to martin a workforce that would instrumental to organization productivity.
1.3 OBJECTIVE OF THE STUDY
To identify the
different personnel management techniques
used to influence the employee to evaluate the dependability of workers (employed) loyalty on good personnel
department in the Setraco Nig Plc.
To provide for
the future employee needs of the organization in terms of skills number &
ages to ensure optimum use of human resources currently employed, and to know
the technique used in the implementation of roles.
1.4 RESEARCH QUESTION
(1)
Do organization really needs personnel
department to enhance effective planning
(2)
Is the role of personnel department
necessary in an organization
(3)
To what extent do organization benefit
from personnel department
1.5 STATEMENT OF THE HYPOTHESIS
Hypothesis
One
Ho: Organization do not
need personnel department to enhance effective planning
HI:
Organization needs personnel
department to enchase effective planning.
Hypothesis
Two
Ho: The role of personnel department is not
necessary in an organization
HI:
The role of personnel department is
necessary in an organization
Hypothesis
Three
Ho:
Organization do not benefits from
personnel department
HI:
Organization benefit from personnel
department.
1.6 SCOPE 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 Setraco Nigeria Plc, the study
also looks into basic need for
personnel planning and the function of
personnel department.
1.7 SIGNIFICANCE OF THE STUDY
The study is
important in finding out personnel department as an important tool of effecting employee’s relation in the Setraco Nigeria Plc, how mutual
understanding exist between the employees and the management it is also useful
in locating the various methods of creating and sustaining this relationship.
The study is intended to identify the different personnel techniques look at
there implementation and analysis of the result to these techniques when
implemented. It also to uncover the rate of personnel management consciousness
amongst the different employees.
1.8 LIMITATIONS OF THE STUDY
In the process
of collecting information for this researcher word textbooks, journals interest
and magazines were conducted and used as secondary means of acquiring
information that resulted in the final drafting of this work.
The research
faced some limitations lake non-availability of adequate textbooks time was
also a limitation test and blousing finance was a constraint in internet browsing and photocopying of
relevant materials.
To a
considerable extent these constraints effected the quality of the work.
1.9
DEFINITION
OF TERMS
Planning:
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.
Organizing:
it is the act of breaking up the work to be carried out into homogenous
activities grouping activities under units department or divisions.
Directing:
Is a process of guiding conduct and influencing people so that they well strive
willingly towards the achievement of group goals.
Controlling:
this has to do with ensuring that the actual performance confirm with standard
hence in case of deviation activities will be redirected to achieve
organizational objectives.
Development:
this refer to specific of active designed to prepare active the designed to
prepare and groom a worker with particular education and training for higher
responsibilities.
Compensation:
is a process when the personnel department takes cognizance of a commensurate
compensation this is to achieved job description, job specification job
evaluation job analysis, job classification wage policy & structure, and
fixing of fringe benefits and other incentives payment plants.
Maintenance:
this is the processed repainting & replacing
warn out parts of a machine & lubricate them. As the case may be the labour
force requires much mare attention than machines if an able work force is to be
maintained.
Socials
Audit: is the relationship between workers
management and community living in a group society.
Obligation:
this is duty or condition that indicates what action out to be baking.
Performance:
refers to the process if carrying out a task or a piece of work in an effective
and efficient way.
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