Human Resource Management And Job Satisfaction In Nigeria Civil Service Commission
Human resource management (HRM) is a nucleus element of any service, but especially so in civil service organizations, whose employees are often their most valuable resource. It is in view of this that the researcher intend to investigate the impact of HRM and job satisfaction of human resource management in Nigeria civil service commission. The main objective of this study is to ascertain the role of human resources development in ensuring employees commitment in an organization. In this study, a total of 133(one hundred and thirty-three) questionnaires were distributed and 133 questionnaires are returned. The results show that human resource development has a significant impact on the growth of SMEs in Edo state. The implications on the practical side are that first and foremost managers can attempt to increase OC and OCB in the civil service since it has significant impacts on intention to stay. Training and development programs should be designed in such way that they enable employees to gain knowledge and skill for present job and for the next higher job as well. A fair and transparent reward system should be developed and implemented to build trust and loyalty among employees and management.
1.1 Background of the Study
The development of any nation depends to a very large extent on the calibre, organization and motivation of its human resources. In the specific case of Nigeria where diversity exerts tremendous influence on politics and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resource management challenge of epic proportion in its public sector organizations. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate. HRM covers a wide range of activities.
The main area of study we will focus on will be incentives and work organization. Incentives include remuneration systems (e.g. individuals or group incentive/contingent pay) and also the system of appraisal, promotion and career advancement. By work organization we mean the distribution of decision rights (autonomy/decentralization) between managers and workers, job design (e.g. flexibility of working, job rotation), team-working (e.g. who works with whom) and information provision. Civil servants have a reputation for being lazy. However, people’s personal experiences with civil servants frequently run counter to this stereotype. We develop a model of an economy in which workers differ in laziness and in public service motivation, and characterize optimal incentive contracts for public sector workers under different informational assumptions. When civil servants. Effort is invariable, lazy workers and working in the public sector highly attractive and may crowd out dedicated workers. When effort is variable, the government optimally attracts dedicated workers as well as the economy’s laziest workers by offering separating contracts, which are both distorted. Even though contract distortions reduce aggregate welfare, a majority of society may be better off as public goods come at a lower cost. Where we depart from several of the existing surveys in the field is to put HRM more broadly in the context of the economics of management. To do this we also look in detail at the literature on productivity dispersion.
Human resource management (HRM) is a nucleus element of any service, but especially so in civil service organizations, whose employees are often their most valuable resource. However, until now there has been little information readily available in the form of key texts, which explore this important topic. Now, this outstanding book tackles the subject head on, bringing together cutting-edge research on HRM in the public sector from a range of respected international authors. It covers such key issues as: i) the relationship between HRM and organizational performance ii) managing cultural change and the work-life balance.( Beattie and Waterhouse, 2013) The bureaucratic and the management principle of public sector practice and activity make the entire process more complex and resulting to misleading assertion that human resource management is inefficient ineffective in the civil service, human resource management is the blood that follow in the vein of every service which civil service is not an exceptional to the principle of practice, what distinguish the ways in which the two importance variables (human resource management and civil service) is the knowledge and capacity of the human resource managers to implement the practice appropriately, that does mean that HRM is ineffective in the civil service.
1.2 Statement of the Problem
Public sector organizations in Nigeria faced problems which often hampers the attainment of set goals. The productivity of any public organization sector depends largely on the performance of its people (i.e. the management and subordinates) for this success to be achieved, the human resource management in the organization needs to be addressed and managed Human resource management encompasses the traditional personnel functions of recruitment, selection, training, motivation, compensation, evaluation, discipline, and termination of employees. It is in view of this that the researcher intend to investigate the effect of HRM and job satisfaction in Nigeria civil service
1.3 Objective of the Study
The main objective of this study is to ascertain the impact of human resource management and job satisfaction of human resource management and job satisfaction of civil servant in the civil service commission. But for the successful completion of the study, the researcher intends to achieve the follow sub-objective
- To ascertain the role of human resource development in ensuring employees commitment in an organizations.
- To evaluate the impact of human resource development on the growth of SMEs in Edo state
- To ascertain the relationship between human resource development and employees commitment
- To ascertain the effect of employees commitment on the growth of SMEs.
1.4 Research Hypotheses
For the successful completion of the study, the following research hypotheses were formulated by the researcher
- H0: human resource management does not play any role in ensuring employee’s job satisfaction
H1: human resource management plays a significant role in ensuring employee’s job satisfaction
- H0: human resource development has no impact on the growth of the civil service
H2: human resource development has a significant impact on the growth of civil service
1.5 Significance of the Study
This research work is significant to both the management (employers) and the labour (employees). Secondly a close look at the work carried out will reveal a significant effect of human resources development and employees commitment. More so, the research work will serve the role of shaping the organizational policies on human resources (personnel) for the overall attainment of the set objectives. It is only when the human resources is adequately qualified for the job to be performed that we can hope that the material resources in put can be effectively allocated and usefully utilized in the most optimum manner. If personnel administration is to be successful, management must give it sincere support in order to sustain organizational growth. The practical relevance of this study lives in the fact that no organization can achieve its set objectives without competent employees. Hence the issue of training and development becomes a central pre-occupation of any organization out to achieve and sustain efficient operation.
1.6 Scope and Limitation of the Study
The scope of this study covers human resource management and job satisfaction in Nigeria civil service commission, but in the cause of the study, the researcher encounters some constrain which limited the scope of the study;
a) Availability of Research Material:
The research material available to the researcher is insufficient, thereby limiting the study
The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
c) Organizational Privacy:
Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.
1.7 Definition of Terms
Human Resource Management (HRM or HR) is the management of human resources. It is designed to maximize employee performance in service of an employer’s strategic objectives
EC is defined as the employee’s positive emotional attachment to the organization. Meyer and Allen pegged AC as the “desire” component of organizational commitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization
Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision
1.8 Organization of the Study
This research work is organized in five chapters, for easy understanding, as follows
- Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research question, significance or the study, research methodology, definition of terms and historical background of the study.
- Chapter two highlight the theoretical framework on which the study its based, thus the review of related literature.
- Chapter three deals on the research design and methodology adopted in the study.
- Chapter four concentrate on the data collection and analysis and presentation of finding.
- Chapter five gives summary, conclusion, and recommendations made of the study.
Summary, Conclusion and Recommendation
It is important to ascertain that the objective of this study was to investigate the impact of human resource management and job satisfaction in Nigeria civil service commission.
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 the challenges of human resource management and job satisfaction in the civil service
The implications on the practical side are that first and foremost managers can attempt to increase OC and OCB in civil service since it has a significant impact on intention to stay. By setting clear rules that are enforceable to ensure appropriate behaviors at the workplace it leaves little room for turnover intention among employees (Mustapha et al., 2010). Managers need to consistently reward desired behaviors (Chipika& Wilson, 2006). If positive behavior is rewarded, employees will quickly learn and enact behaviors that will reap rewards, and in this process, lower negative behaviors. Making sure that the rules and procedures are in place, understood and enforced will minimize employees’ intentions to leave the organization and foster the intentions to stay on the job. Another way for managers to motivate the employees to remain on their jobs is for them to encourage increased cooperation amongst civil servant. For employees to display OCBs qualities, leaders must be authentic and develop trusting relationships with the subordinates. Managers who are not trusted are doomed to fail because employees can only display deviant behaviors in such situations which will be very detrimental to the survival of the organization.
Having analyze the human resource management in the civil service, and proven that its can achieving objectives contrary to the assertion that human resource management is ineffective in the civil service, the Government’s management of human resources is a planned approach to managing people effectively for performance. It must aims to establish a more open, flexible and caring management style that will encourage and enable staff to do their best to support the department’s mission, to achieve this aim, the following principles have been adopted: The Government should be a good employer; People are most important asset; Staff are recruited and their careers are managed on the basis of merit; Staff should take their share of responsibility for developing their own potential; Staff management is the responsibility of all managers; and Plans drawn up by departments to manage their human resources must be guided by the department’s plans and objectives.
Haven completed the study, the researcher therefore recommend that Organizations should prepare a comprehensive and integrated system of performance management for building the employee commitment.
Training and development programs should be designed in such way that they enable employees to gain knowledge and skill for present job and for the next higher job as well. A fair and transparent reward system should be developed and implemented to build trust and loyalty among employees and management
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