Investigating the Problems of Personnel Management and Its Effect on Worker’s Productivity in Some Selected Business Organizations
Chapter One
THE PURPOSE OF THE STUDY
The main purpose of this study is to examine the problems of personnel management and its effect on workers productivity in the selected business organizations in Aguata Local Government Area.
Specifically, the study is also aimed to
- Evaluate how the communication process affects the personnel management in selected business organizations.
- Determine how the working conditions at the organization are favorable to workers.
It is hoped that discovery of these problems will enable the managers of the selected business organizations to become effective managers thereby making himself and people working for him happy.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
the meaning of personnel management
It is primarily defined as a mental activity that is concerned largely with a work or planning, organizing and controlling the activities of an organization for the accomplishment of certain designated objective.
According to Scott and Spriecel (1961). Personnel management is one of the department that render all four of the staff faction, namely: planning, controlling directing and organization, the human resource. In fact, the personnel management department may provide leadership in the entire area of organization building and structure.
Edwin (1960) also said that personnel management is the planning, organizing, directing and controlling of the procurement, development, compensation integration and maintenance of people of the purpose of con.
Nwandu (2000) defined personnel management as a situation whereby a person is brought into an organization, his behavior at work is being taken notes, of his interests and relationship both with his fellow workers and organization also being noted. The study of personnel management may be viewed from two different perspectives. First, seen as a function or responsibility of every manager or supervisor who has people under him with the plans of achieving a desired goal. Secondly, seen also as function in an organization that is being preferred by a particular department the personnel department.
There is generally agreed phenomenon that the job of a management involves getting results via people. A manager therefore is a person via guidance, leadership, encouragement and motivation makes the man who forms his term get the desired result, personnel administration in Nigeria by Ubeku A.K. it states clearly that a person to get a job with a group of people working as a term in order to achieve his target he must have an intimate relationship to be known and seen as the man that makes the organization to be successful. It is the responsibility of the managers to ensure that the employees under him know what the jobs are all about and what is also expected of them. The company’s rules and regulations must be made known to the employee by the manager. The success of an organization depends on the good management of people and this must be done by the department known as the personnel department. Every manager who depends on the productive effort of other people has a personnel responsibility which must not be delegated to other department.
basic functions of personnel management recruitment
the process means determining where to get suitable candidates by examine there credential in order to provide a shortlist for further investigation in the selection procedure. Therefore recruitment involves attracting new personnel to an organization to meet enterprises objectives . Sukula (1976) held the same view by saying that “recruitment involves the attractions and tenative supply of new personnel to an organization”. However, added the recruitment precedes selection, since it provide a pool of potential employees while selection involves the actual choosing of those who will take up job within an organization.
According to Akintola S.K (2016) Human Resources Management say that “recruitment is a human resource process which seeks to identify and attract prospective applicants to fill in job position in the organization”. From the research point of view, for an effective recruitment of staff, there are three (3) same point to be considered a job description, manpower specification, information a store where caliber of the staff can be found.
Job description: this is a statement about all facts about the job content it is basis for job specification. It is also description of kind of men suitable for the such description could be:
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine investigating into the problems of personnel management and it’s effect on workers productivity in some selected business organization. Aguata Local Government Area form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain investigating into the problems of personnel management and it’s effect on workers productivity in some selected business organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing investigating into the problems of personnel management and it’s effect on workers productivity in some selected business organization
Summary
This study was on investigating into the problems of personnel management and it’s effect on workers productivity in some selected business organization. Three objectives were raised which included: Evaluate how communication process affects the personnel management in selected business organizations and determine how the working condition at the organization favourable to workers.. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Aguata Local Government Area.. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
In conclusion, this study has shed light on the significant challenges of personnel management and its profound effects on workers’ productivity in selected business organizations. Through an investigation into the problems faced in personnel management, several key issues have been identified, including inadequate training, lack of motivation, poor communication, and ineffective leadership.
The findings of this study underscore the critical importance of effective personnel management practices in enhancing worker productivity and organizational performance. It is evident that when employees are properly managed, provided with necessary training, motivated, and communicated with effectively, they are more likely to be engaged, committed, and productive in their roles.
Recommendations:
Based on the conclusions drawn from this study, the following recommendations are proposed to address the problems of personnel management and improve workers’ productivity in selected business organizations:
- Business organizations should invest in comprehensive training programs aimed at developing employees’ skills, knowledge, and competencies relevant to their roles. This will not only improve employee performance but also boost their confidence and job satisfaction.
- Adopt motivational strategies such as performance-based incentives, recognition programs, and career development opportunities to encourage employees to perform at their best. A motivated workforce is more likely to be productive and committed to organizational goals.
- Establish clear and effective communication channels between management and employees to facilitate the flow of information, feedback, and expectations. Open communication fosters trust, transparency, and collaboration, leading to a more engaged and productive workforce.
- Provide leadership training and development programs to equip managers and supervisors with the skills and competencies needed to effectively lead, motivate, and manage their teams. Strong leadership is essential for creating a positive work environment and maximizing employee productivity.
- Implement regular performance reviews and feedback sessions to evaluate employee performance, identify areas for improvement, and set clear goals and expectations. Constructive feedback helps employees understand their strengths and weaknesses, driving continuous improvement and productivity.
References
- Alhassan, E. A., Hoedoafia, M. A., & Braimah, I. (2016). The Effects of Microcredit on Profitability and the Challenges on Women Owned SMEs: Evidence from Northern Ghana.
- https://doi.org/10.1108/17554171311308940
- http://dx.doi.org/10.1146/annurev.soc.24.1.1
- http://dx.doi.org/10.5296/jebi.v3i1.9244
- Journal of Entrepreneurship and Business Innovation, 3(1), 29-47
- Mathur, S. (2012). Micro Insurance-A Powerful Tool to Empower Poor. Management Insight,
- Nwandu (2000) defined personnel management
- Oscar, A.J. & Abor, J. (2013). Risk management in the Ghanaian insurance industry.
- Portes, A. (1998), Social capital: Its origins and applications in contemporary sociology. Annual Review of Sociology, 24 (1), 1-24, doi:10.1146/annurev.soc.24.1.1,
