Organizational Activities Of The Civil Service And Its Effective Utilization Of Human Resources Material

Project and Seminar Material for Human Resource Management (HRM)

Organizational Activities Of The Civil Service And Its Effective Utilization Of Human Resources Material


Abstract


This study was carried out on the organizational activities of the civil service and its effective utilization of human resources material using Nsuka Local Government Area headquarter as case study. To achieve this, seven significant research question s were formulated. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of all thestaff(Civil Servants) of Nsuka Local Government Area, Enugu State. In determining the sample size, the researcher conveniently selected 67respondents while 55 were received and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and percentage. The result of the findings reveals that the recruitment, selection and placement are based on human resources management. The study also revealed that the level of salary, wages and payments of fringe benefits are not in recognition to the present economic situation. Furthermore, the study disclosed that there should be the availability of entertainment attentive which calls for serious competition to retain workers; and the civil service must discourage “eye service” policy and encourages hardworking staff by awarding special bonus. In regard to the findings, the study recommends that account should be taken of the realities of a complex man in order to reflect the understanding of human behaviour. the management should give some attention to motivation, morale and participation of employee in their working situation.


Chapter One


Introduction

1.1 Background of the Study

Management of Human Resources is that function of all enterprises which provides for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees. Everyone appears to agree that the present and future survival of any cooperation or enterprise, depends on the proper management of her material and human resources.

The management of both resources and all other resources is in the hands of specific human beings.
In any organization, be it private or public, a lot of money is spent on recruiting, training and motivational incentive towards improving the welfare of employees; all in connection with better production and operating activities of the enterprises. Since a lot of money is being spent in acquiring human resources, it is important to ensure adequate management of such resources and properly and effectively without some understanding of what he or she is trying to manage.

Therefore, it is the concern of managers, with the assistance of personnel, to ensure that there are people in the organization to do the job that need to be done.

The old time management believed that concentration on the material resources was not sufficient. Today, it has been realized that to achieve satisfactory production, management must depend on all necessary skill and knowledge of the worker as a social and human factor. To provide an efficient service by human resources, it requires a clear management of human functions in the provision of its service.

Therefore, human beings the springboard to productivity and where much money is being spent to acquire them, need to be adequately managed so as to achieve the purpose for acquiring them. For most organizations, human resources management is one of the most important, if not the most important function. After all, in almost every organization, the most valuable resource is the human resource.


1.2 Statement of the Problem

In carrying out this study, The major concerned is on the management of human resources, and how its managerial efficiencies contribute to the attainment of the objective.

It is pertinent therefore, to be concerned with the managerial efficiency and performance, the problem of human resources in the selection, training, retraining of personnel for better performance.


1.3 Objective of the Study

The study as intended should enable us determine the success of managing Human Resources activities based on management as “the art and science of achieving objective of an organization in the most efficient way. It also includes getting things done through other people. And the effective control of men, money, machine and materials to achieve goals.

This objective includes methods of selection of employee i.e. recruitment, training and retraining, promotion, motivation, adequate and equal opportunity to maintain standard and good wages and remuneration in order to maintain an efficient Human resources in the civil service.


1.4 Research Question

The following questions will guild this study;

  1. Is recruitment, selection and placement based on human resources management?
  2. Is the level of salary, wages and payments of fringe benefits in recognition to the present economic situation?
  3. Is therean availability of entertainment attentive which calls for serious competition to retain workers?
  4. Is “eye service” policy encouragedby awarding special bonusamong civil servants than hardworking?
  5. Is there any need for the organization to decentralize training and development of their staff?
  6. Is the strength and success of an organization determined by its workforce?
  7. Does the quality of an organization’s personnel determine whether satisfactory basic objectives will be realized?

1.5 Significance of the Study

The significance of this study is to evaluate human resources needs, and getting the best of work from each employee by providing the right incentives and job environment, all with the goal of meeting the objective of the organization. If therefore, an appropriate range of HR policies and processes are developed and implemented effectively, the human resource will make a substantial impact on firm performances.


1.6 Scope and Limitation of Study

The study is undertaken to cover the organizational activities of the civil service and its effective utilization of human resources material. The obvious limitation of time and money on the part of the researcher makes impossible for comprehensive study of other essential departments.


1.7 Definition of Terminologies

  1. D.G – Director General
  2. M.D – Managing Director
  3. ZONE – Designated area of coverage
  4. ARTIST – Professional actor in drama etc
  5. U.G.S.S. – Unified Grading Salary System

Chapter Five


Summary of Findings, Conclusion and Recommendations

5.0 Introduction

Much has been discussed about managing Human Resources in the Civil Service. A research work of any nature goes with the saying that “everything which has a beginning will eventually have an end”. In line with this, the researcher felt that the only effective way of ending a research work is by highlighting in the summary and draw conclusions and give recommendations based on the findings.


5.1 Summary of Findings

Human Resource management as being practiced in civil service has been carefully studied and found to be partly consistent with the existing knowledge and views. It is said to be partly consistent, because not all in practice in the organization is in line with the basic principles of management of human resources.

However, in the course of this research work the following areas were discovered in the actual practice of human resources.

  1. That recruitment, selection and placement are based on human resources management.
  2. That the level of salary, wages and payments of fringe benefits are not in recognition to the present economic situation.
  3. There should be the availability of entertainment attentive which calls for serious competition to retain workers.
  4. The civil service must discourage “eye service” policy and encourages hardworking staff by awarding special bonus.
  5. There is need for the organization to decentralize training and development of their staff.

5.2 Conclusion

The researcher has endeavored as briefly as possible to pinpoint important areas, which we believe, should guide us on handling Human Resources in the organization. Efforts have been made to match expectations either over look some areas or overemphasize some areas. Our intention has to be moderate not to drive many points.

My ideas are not absolute; in fact they are opened to criticisms, modifications and or improvements in the course of realities.

In conclusion, the researcher observes the following:-

  1. That the caliber of workforce of an organization largely determined its strength and its success as an enterprise.
  2. That the quality of an organization’s personnel is frequently the simple most important factor that determines whether it will realize a satisfactory reach its basic objectives.
  3. That the effective utilization of personnel of all calibers to achieve the objective of any cooperation and the satisfaction and development of those personnel are the main concern of human resources management.

In order to ensure that this aspect of human resources management works well the personnel responsible for the handling of employees should be those well trained with the required experience to the extent of being able to implement the procedures adequately. I shall therefore conclude that if human beings, the spring board to profitability and the life wire of every organization can properly be managed and given maximum recognition by the organization, efficiency will result from the right implementation of Human Resources Management procedures.


5.3 Recommendations

Based on the findings and concussions of this work, I would like to give the following recommendations which I feel if properly implemented, could yield positive results to an effective and efficient human resources management in the civil service.

There is much to be gained from the adoption of a carefully worked out, stable policies being statement of intention and guides to action, can be positive instruments to shape the entire recruitment programme. They ensure consistency of action throughout the organization. So, the origination should follow a policy of promotion from within as far as possible because they have several advantages;

Most people expect to advance to positions of highest pay and status during their work careers. Therefore, this policy fosters high morale. One opening in higher level position may cause a succession of individual advancement of people in turn move up.

Management can more accurately appraise the skills, knowledge and personal characteristics of its employees that they can do to the jobs applicants who are interviewed for fresh employment.

There is less risk of errors in selection and manifestly beneficial effects from following a policy of filling vacancies from within as much as possible, there are inherent problems and limitations also, in order for the organization to fill its job opening form training programmes by which people in lower level jobs can record new skills in order to qualify for upgrading to more demanding work.

As a generalization, the most fruitful policy recommendation is that of filling the majority of vacancies from within outgoing to the outside when fully qualified talent is not available inside the organization. It is also wise to fill a moderate percentage of the higher level managerial and professional positions by injecting new ideas into the organization (civil service).

In order to introduce all new employees to the organization in which they are going to work and remembering that in this country, some of the new employees are commenced to work environments for the first time, it is strongly recommended that an induction programme be followed by all managers in training of staff training programmes carried out by improving this, efficiency of the staff will also increase.

Finally, apart from the recommendations given, account should be taken of the realities of a complex man in order to reflect the understanding of human behaviour. The management should give some attention to motivation, morale and participation of employee in their working situation. Even with the existing policies regarding motivation of work. Such policies need to have mechanisms implementing regulations which often view a worker as a simple minded or theory X individual.


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