The Impact Of Effective Personnel Management Practices In The Realization Of An Organization Growth (A Case Study Of Star Paper Mill Limited Aba, Abia State)
The main purpose of this study is to know the impact of effective personnel management on organizational growth, organization no matter the nature and activities being undertaken by it, will not exist. This same, the other factors of production like material, money and machine. I will be meaningless if there are no human beings to base their availability of manpower is not just the issue but its effective and efficient manpower on the organization enhance the need for personnel management.
Therefore, this study has tried to unfold the basic functions of personnel management and its impact and effectiveness of organizational growth with reference to impact effective personnel management on organizational growth, the impact of effectiveness, extent had quality of personnel management has been carried out at paper mill limited Aba Abia state as the focus of this work.
In view of this, the researcher has conducted a very detailed survey on this subject such as questionnaire, oral interview and closely look at the view of other scholars was also an immense help on this project. The result of this study was presented and analyzed using tables of the study, recommendation and conclusion were made.. the APA style was used in the bibliography.
Table Of Contents
- Title page
- Approval page
- Table of contents
- 1.1 Background of the study
- 1.2 Statement of problems
- 1.3 Objectives of the study
- 1.4 Research questions
- 1.5 Significance of the study
- 1.6 Scope of the study
- 1.7 Limitation of the study
- 1.8 Definition of terms
2.0 Literature review
- 2.1 Historical Background & development of personnel management.
- 2.2 Steps in staffing process
- 2.3 The problem of training in an organization
- 2.4 Effect of personnel management practice on workers productivity
3.0 Research methodology
- 3.1 Brief description of the outline
- 3.2 Research design
- 3.3 Population characteristics
- 3.4 Sample size
- 3.5 Data collection instrument
- 3.6 Administration of data collection instrument
- 3.7 Statistical technique aborted in programming data
4.0 Data Presentation and analysis of interpretation
- 4.1 Data presentation
- 4.2 Data Analysis
- 4.4 Test of hypothesis
5.0 Summary of finding, conclusion and recommendation
- 5.1 Summary of findings
- 5.2 Conclusion
- 5.3 Recommendations
1.1 Background Of The Study
Personnel management is that aspect of management that is concern with all aspect of managing the human resource of an organization. personnel management involve the movement of personnel at work irrespective of the type of organization in question, its products, size, age or structure philosophy of it’s management must procure human resource for it to achieve it’s stated objective.
Personnel management practice spread all aspect of corporate and organization as activities. It therefore becomes the responsibility of those who manage people in the organization as well as being a description of work of those who are employed as a personnel specialist. More especially, personnel management involved determining the organization and the need of human resources, recruiting and selecting the best available employee acting as a liaison between the union and government organization and handling other matter relating to employees well being.
However, many organizations has pay little or no interest to effective personnel management which had resulted to low productivity, high rate of employee unrest. Thereby, require hindering the organizational growth of any organization lies solely on the growth of his employee, where personnel management is not well practicalized in any organization growth not also achieved.
A satisfied work force is the core strength of an organization. to maintain satisfied work force, the organization must make sure the personnel management practice is very effective in the organization. for human organization has been acclaimed most vital and useful resource among the organizational resource. Any organization that must achieve his growth objective must first growth the human factor or resource.
But it is ironical, that many organization has no plan for growing their human resource but budget and spend billions of naira if not dollars planning how to grow their organization. billions is being spend on infrastructural capacity building information communication technology but little or not is budget spend on the man that will control the infrastructure nor the information communication technology (ICT). This remains the core reason why the infrastructure and technology acquired is not performing the purpose for with they were designed to do.
Comparing the practice personnel management in both public and private sector, the are nothing to write home, no structure or policy frame work can be identify designed to grow and develop human resource in the center of the economy, this has been observed to be the main causes of the falls in standard and quality of output in the economy and lack of compatibility strength with their foreign counterpart.
Growth and productivity is the only solution to the persistence rise in the price of commodities in the economy and infrastructure and technological decay. This problems is what that must be adverted, by ensuring effective personnel management practice in organization.
1.2 Statement Of The Problem
Organizations spend more than needed on infrastructural capacity building and information communication technology. Believing it the sure way to achieve the organizational objective. Infrastructure collapse upon infrastructure and technological failure is no longer a new but a normal occurrence in the economy in the Nigeria. Allocation of resource form one and to the other is now the other day with no man to be had accountable for a crime with all the share holders in the industries running all the ruler to pole asking with is the problem?
Rising, is the issue of human resources growth. The question that is ready comes to mind is can effective personnel management practice lead to organizational growth?
1.3 Objective Of The Study
The main purpose or aim of the research are below;-
- To evaluate the extent of practice of personnel management in the organization.
- To examine how effective personnel management practices will affect worker attitude to work.
- To evaluate the impact of organization training problem on the workers productivity.
- To make contribution to existing pool of wealth of knowledge.
1.4 Research Question
In the cause of the research, the researcher wish to provide answer to the following question;
- Does your organization really practice personnel management effectively?
- Does the personnel management practice affect workers attitude to work?
- Does the management practice adopted by your organization increase productivity?
- Does your organization have a training programme that can improve the skill and knowledge of workers.
1.5 Significance Of The Study
Both small and large business enterprises in some areas have abandoned due to their styles of personnel management administration, instead of adopting the European type of management practices.
It is within this background the study or history of personnel management practice in star paper mill limited Aba, Abia state is based. This study will be essential to businessmen and women, lectures, students, personnel managers etc. Because it’s resource on this topic.
It will equally help to increase the level of awareness and importance of understanding the human behavior as it relate to increase in output in organization growth.
1.6 Scope And Documentation Of The Study
This study covers the organization of personnel at work irrespective of the organization that questions it’s products, size and age or structure philosophy of his management must procure human resource for it to achieve it’s stated objective.
1.7 Limitations Of The Study
The limitation of this study is based on the constraints the researcher faced during covering out this research and those constraints are;-
- The constant worry of all personnel administrator and there inability to prove there making a contribution to the enterprise.
- The persistent compliant is that they lack status for personnel administration using the term in it’s common usage is largely collection.
1.8 Definition Of Terms
There are some terms that constitute the topic of this study and their meaning.
This is the powerful effect that practice of personnel management has and the employee in the organization.
This success result that is wanted towards the implementation of his personnel management in the organization.
It is define as the aspect of management that is concern with recruitment, development, utilization and accommodation of human resources in an organization as well as influencing the effectiveness of employee towards achieving the organization goals.
This can be defined as a structure when resource are utilized in an orderly manner.
It has to do with the condition of being in full force or operation. It also mean taking some to be real or giving the appearance of reality.
It is defined as an indicator in the organization.
This is a process on an existing structure of planned change in various aspects of community, it is strategy designed to improve the socio-economic life of the people.
These are association of individuals engaged in acquiring and building house for members, it come together to build and over rent house and estates cooperatively.
These are integrated plans through which an organization attains its objective. They are thus plans set by the organization which the organization strives to actualize for it survive.
This is defined as a body of people residing together with common needs and values demarcation into districts, clans and village. It is characterized uniform language.
5.0 Summary Of Findings, Conclusion And Recommendation
5.1 Summary Of Findings
From the research survey already analyzed, the researcher was able to mode up with the following major findings and observation.
- That stat paper mill limited Aba practice personnel management.
- That the practice of personnel management is very effective in the organization.
- That employers strongly believed that training of workers can improve the skill and knowledge towards the achievement of organizational growth.
- The organization pays salaries and wages of workers regularly.
- That the relationship between the employees and management is cordial.
- Finally, that good personnel management practice implemented in the organization can affect the overall performance of the workers for effective organization growth.
The purpose of this study has been the impact of effective personnel management on organizational growth. This identifies the quality and importance it has on employee level of commitment and performance. The continuing effort through this survey has centered on this findings to the effect that reasonable light has been thrown on the subject matter. A previous work on personnel management had the job expected of a personnel specialist to perform. A reference is personnel management practice on your organization, does the implementation of good personnel management practice implemented could affect the performance of workers.
These responses were so revealed that it becomes necessary to take some conclusion from the opinion and judgment vary from one individual to another and this variance has it’s own basic to a particular individual question. One can say that the deduction made from the finding that employees would cherish the implementation of a good personnel practice, as this will enhance performance commitment. Similar adequate motivation of employees is another lending issue considered by almost all the workers in the organization and as such they world want to become a management priority of highest order, this such factor are equal salaries, and rewards, job security and host of others constitute the position element or commitment when these factor determine to a reasonable point below that which employees consider acceptable organization growth.
This study was aim at the impact of effective personnel management practice on organizational growth from the survey analysis; it becomes clear on how issues concerning personnel management affect the employees commitment and performance in various ways. How often the idea of paper work situation differs from the real work situation with formed the basic upon the following recommendation was made. Below are the following recommendations.
- The directors and managers of personnel management of stat paper mill limited Aba should involved in a better ways of translating their knowledge of the idea situation into the work situation such as through translation of the satisfaction of every on the organization.
- For productivity to improve in the organization, The workers should be made to feel that they are treated fairly and impartially. They should be made to understand that they are vital and their effort should be rewarded equally either in cash or kind.
- Motivation is the lending factor that inspire the sense of commitment of workers and consequently motivated them to work for their achievement or organizational growth.
- In other to have an improve standard of personnel management and improvement on the expertise of personnel managers well planned training programme should be integrated in the management development.
- Directors and personnel managers should involved in the way of
- Ensuring better understanding between management and the total work force.
- Discouraging problem solving within and between department in a constructive and supporting atmosphere bridging the communication gap between the various levels of organizational frame work.
- Encouraging the spirit of framework participate management.
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Frequently Asked Questions
What is the importance of Personnel Management in HRM?
It promotes mutuality in terms of goals, responsibility, reward etc. that will help in enhancing the economic performance and high level of human resource development. In early centuries, when Human Resource Management (HRM) was not prevalent, then the staffing and payroll of the employees were taken care of, by the Personnel Management (PM).
What is traditional Personnel Management?
In early centuries, when Human Resource Management (HRM) was not prevalent, then the staffing and payroll of the employees were taken care of, by the Personnel Management (PM). It is popularly known as Traditional Personnel Management.
What is the difference between decent decisions making and Personnel Management?
Decision Making is slow in Personnel Management, but the same is comparatively fast in Human Resource Management. In Personnel Management there is a piecemeal distribution of initiatives. However, integrated distribution of initiatives is there in Human Resource Management.
What is the scope of Personnel Management in an organization?
While the scope of personnel management is limited and has an inverted approach, wherein workers are viewed as tool. Here the behavior of the worker can be manipulated as per the core competencies of the organization and are replaced when they are worn-out.
Why is HRM management important for HR?
HR management helps bridge the gap between employees’ performance and the organisation’s strategic objectives. Human resource operations contribute significantly to the success of an organisation. Hence, human resource management has emerged as a popular course of study.
What are the aims of Human Resources Management?
One of the major aims of human resources management is to increase productivity. We can do it by ensuring that qualified employees are hired and that training initiatives are followed. The reason why it is so vital to an organization is to improve coordination between departments.
How does human resource management add value to an organisation?
The human resource management process ensures that the organisation leads by example and the firm’s actions fall in line with its vision. If you would like to know more about how HR management adds value to an organisation, you can watch the video below for further insight.
What is the role of HR in a company?
Compensation and benefits: A major component of a HR manager’s job role is handling compensation and benefits. They are responsible for devising compensation strategies, performance management systems and compensation structures, as well as negotiating pay and benefit packages with potential employees.
What is Personnel Management in HRM?
Personnel Management – this is a administrative function conducting operational level to maintain records. This is mainly conducting fair terms in general to manage the employees working as organization with proper records on individual departments. The ultimate purpose is to get organizational success efficient employees management.
What are the nature and scope of Personnel Management?
Nature of Personnel Management Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments. Personnel management is an extension to general management.
What is Personnel Management areas of interest?
Personnel Management Areas of Interest Managing personnel concentrates on certain administrative human resource categories. It includes job analyses, strategic personnel planning, performance appraisals and benefit coordination. It also involves recruitment, screening and new employee orientation and training.
What are the functions of the Office of Personnel Management?
A company’s office of personnel management may also be responsible for mediating disputes, developing and enforcing workplace policies, such as those that govern attendance, and ensuring company compliance with state and federal law.
What is the nature of Personnel Management?
According to Brech, “Personnel Management is that part which is primarily concerned with human resource of an organization.” Nature of Personnel management includes the function of employment, development, and compensation- These functions are performed primarily by the personnel management in consultation with other departments.
What is the role of Management in making decisions?
Management should ensure decisions should not be taken arbitrarily without considering or consulting their employees who work for their organisation. Especially human resource managers should not take management decisions on their whims and fancies, especially in decisions relating to their employees..
Should managers take management decisions based on their whims and fancies?
Especially human resource managers should not take management decisions on their whims and fancies, especially in decisions relating to their employees..
What is the difference between human resource management and personal management?
Human resource management see employees from the perspective as a most valuable resources for the organisation and they consider their employees as assets and capital for their organisation. Motivating employees is a basic feature of human resource management in contrast with personal management.
What is Personnel Management and its functions?
“Personnel management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished”. This definition covers both the management functions and the operative functions.
What is the difference between Personnel Management and Human Resource Management?
The main difference between Personnel Management and Human Resource Management lies in their scope and orientation. While the scope of personnel management is limited and has an inverted approach, wherein workers are viewed as tool.
What is the difference between planning and organizing in HRM?
Planning is the main function of management in the context of personnel management, it is concerned with manpower planning; studying labour turnover rate, forecasting the future requirements of personnel and planning for selection and training procedures etc. Organising involves the establishments of inter-relationships within organisaton.
What is the subject matter of Personnel Management?
The subject matter of personnel management is “human being” or “People at work”. It is the art of acquiring, developing and maintaining competent workforce so as to accomplish with maximum efficiency and economy, the functions and objectives of an organization.