THE IMPACT OF EFFECTIVE PERSONNEL MANAGEMENT IN ORGANIZATIONAL PRODUCTIVITY

CHAPTER ONE

INTRODUCTION

• Background to the study

The Nigeria civil service commission is a national body that is responsible for the employment and regulation of employment conditions and services in the country. The commission is one of the oldest bodies in Nigeria history. It has its origin in organization established by the British during the colonial era. The commission as it is today is a product of many reforms all gearing towards meeting global changes in the system.

The creation of Anambra state on the 27^th August,1991 made it possible for the commission’s existence in Anambra state which is our case study. The Anambra state civil service commission performs similar functions with the Federal counterpart. Its functions include the appointment of officers in the state civil service and the issuing of disciplinary measures to such appointed officers if need be.

It is important to note at this juncture that due to the multiplicity of public organization in the state, the civil service commission delegates the recruitment of staff, promotion, dismissal and otherdisciplinary measures on the employee to each ministry and non ministerial departments in the state for easy and convenient administration.

The only function left directly for the commission is the monitoring of the activities of each of the ministry and non ministerial departments in the state in order to ensure 100 percent compliance with any law, rules and regulations or procedure as well as review of appointment, promotion, disciplinary control and that standards set by the commission are strictly adhered to.

Within the hierarchy of Anambra state civil service commission, the state head of service is at the apex followed by the permanent secretariats, directors, chiefs and down the line.

• Statement of the problem

The increasing importance of people as the primary sustainable source of competitive advantage makes it even more important that dedicated resources and thinking time are applied to the strategies through which people are developed and managed (CIPD, 2001).

Also managers are aware that people make the critical difference between success and failure. The effectiveness with which organizations manage, develop, motivate, involve anage the willing contribution of the people who work in them as a key determinant of how well those organizations perform.

Not minding the acclaimed importance of the effective personnel management to the organizational performance, many organizations are still far away from developing their personnel effectively.

The following are some of the problems that have hindered effective personnel management in the Anambra state civil service commission as at the time of this research.

1. Shortage of fund for the commission to effectively carry out its designed programmes.
2. Improper man power planning.
3. Lack of appropriate job design and analysis which has affected employees selection and proper placement.
4. Improper application of the result performance evaluation in determining promotion.
5. Favouritism in place of mentocracy.
   • Purpose of the study

The research work is carried out with the purpose of discovering the following objectives.

1. To understand how employee’s attitude predict the organizational performance in Anambra state civil service.
2. To examine the extent to which personnel management practice explains the variation between organization in term of productivity
3. To find out how performance evaluation contribute to the worker’s performance.
   • Research questions
4. How does employee’s attitude predict organizational performance in Anambra state civil service?
5. Does performance evaluation contribution to workers’ performance?
6. To what extent does personnel management practice explain the variation between organizations in terms of productivity?
   • Statement of hypothesis

The following research hypothesis were formulated to this study.

Hypothesis 1

Ho- Employee’s attitude does not predict organizational performance in Anambra state civil service.

H_I– Employee’s attitude prechet organizational performance in Anambra state civil service.

Hypothesis  2

2 Ho- personnel management practice does not in anyway explain the variation between organizations in terms of pro0ductivity.

Hi- personnel management practice explain the variation between organization in terms of productivity.

Hypothesis 3

3 Ho- performance evaluation does not in anywaycontribute  to workers performance.

Hi- performance evaluation contribute to workers performance because it help to check- mate each workers output and make them to buckle up where  they are lagging behind.

• Theoritical framework

The concept over the time has attracted the fantacy and attention of many scholars whom have tried to define the term in one way or the other. While others defined it according to the nature of its functions, (the functions it performs) in an organization, other defined it as just a factor of production like other factor of productions like land, capital and machines. The mechanical theory of the concept.

By and large personnel management is the sequential way of hiring, placing and fixing workers into organization structure as well as process like job description, performance evaluation, wages and salaries administration, motivation of employee’s and human relation so that employee’s will willingly contribute to the achievement of the organizational goals. It is all the activities and process directed towards making employees productive at all times and developing them to a state of permanent prosperity to the point that they can be able to perform efficiently in the highest grade of work to which their natural ability fir them.

Just as what Onah said, “that getting the right caliber of people by the process of recruitment to meet the organization’s need is not enough, conditions he urges have to be created which would make them stay on the job, happy on the job and cope with the  demand of the job”. These conditions and the ways is preserved and managed constitute what personnel management entails.

• Significance of the study

The  importance and usefulness of this study can never be over emphasized suffice it is say that for personnel management to be effective in contributing to the organizational productivity, its functions and roles, objectives, principle and benefits must be properly understood.

Moreso, if the effective personnel management is clearly examined and new ideas are put forward.It would help to improve the performance of the employees which is a long run contribute to the total organizational productivity. This study however, intend to aid and in facilitating organizational productivity through effective  personnel management.

The study will through the process of analyzing the various contributions and suggestions of renowed authors and scholars in this field of study contribute to the further growth of knowledge in the field of public administration.

The study is also hope to ignite the pleasures and inquisitiveness of other students to further they study of effective personnel management in other public institutions.

• Scope of the study

This result work is specifically carried out to investigate and examine the impact of effective personnel management in organizational productivity with a study of Anambra state civil service commission between the period of 2005-2012.

• Limitations of the study

The researchers all things being equal would have loved to broaden the scope of this study but because of some hutches the research will be  limited to only studying Anambra state civil service, Awka.

The limitation ranges from time space for the research work considering the 3 months strike of the Polytechnic education institution in the  country and its attendant consequences on the academic calendar of federal polytechnic , OkoAnambra state.

Secondly, the financial cost for the research also played another significant role in limiting the scope to only Anambra State civil service, Awka. This is so because, broading the scope means more money to go in search for information to the institutions under study which the researcher cannot readily afford.

• Definition of terms

1. Organization: this is a social and economic entity in which different individuals perform a variety of functions in order to achieve common goal.
2. Management: it is a set of activities including (planning and decision making, organizing, leading and controlling) directed at an organization’s resources (human, financial, physical and information) with the aim of achieving organizational goals in an efficient and effective manner (ariffin, 1997).
3. Personnel management: it is that part of management concerned with people at work and their relationship within an organization.
4. Productivity: it is the aggregate output of an organization after efficiency and effectivenesshave been measured (Time and cost).
5. Effective: something is effective when it is in actual state of producing the intended and desired result.
6. Anambra state civil services: a body in Anambra state that regulate the employment conditions like promotion, dismissal, emolution, retirement of civil servants in the state. It is our case study.

REFERENCES

Adebayo, A. (1981). Principles and practice of public Administration in Nigeria, Ibadan: spectrum Books LTD.

Aniemeka, J.A. (2011). Pragmatic Dimension to personnel management; 3^rd Edition, Onitsha Anambra State: osyora Nigeria LTD.

Armstrong, M. (1987).

Flippo, E.B. (1966). Principles of personnel management; 2^nd Edition, New york: McGraw- Hill.

Goel, S.I. (1993). Personnel Administration and management, New Delhi: Sterling publishers printing ltd.

Glueck, W.F.(1978). The personnel management process, Human Resources Administration and Development, Boston: Houghton Mifflin company

Harbison, F.H. (1973). Human resources as the wealth of Nation, London: Oxford University Press.

Jucius, M.J.(1971). Personnel management, lllinois: Rid Irwin Inc.

Laxmikanth, M. (2006). Public Administration for the UP.SC civil service preliminary Examination; 3^rd Edition, New Delhi: Tata McGraw-Hill.

Likert, R.(1974). The Human Organization , New york: McGraw- Hill Book company.

Miller, p.(19

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