The Role Of Personnel Department In Employee Performance (A Survey Of Federal Polytechnic Nekede)

Project and Seminar Material for Business Administration and Management (BAM)

Project and Seminar Material for Business Administration and Management (BAM)


Abstract


These research is an attempt to critically examine the role of personnel department in employee performance, a survey of Federal Polytechnic Nekede, Owerri. The personnel department is assuming a prominent position in organization because any organization without personnel department is like starting a directionless journey. The purpose of this work is to determine the role of personnel department in organizational growth, the problems, the factors that affect personnel department and how to maximize performance. In chapter one, the research highlighted the introduction of the study, chapter two deals with literature review relating to role of personnel department as analyzed.

The questionnaire was drawn up and with its data collected. The population of the study was three hundred and fifty seven staff of Federal Polytechnic Nekede and the sample size was determine by yaro-yamen, both primary and secondary source of data were sued the research question was analyzed with simple percentage and frequency table while the proposed hypothesis were tested using chi-square from these, the following finding were made via promotion styles, visible and invisible conflicts between management legislators are the major problem. From the findings, discussion, conclusion and recommendations were made, via that Federal Polytechnic Nekede should spelt out methods of incentive to support the worker to perform better.


Table Of Contents


Preliminary Page(s)

  • Title page
  • Approval page
  • Certification
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of contents
  • List of contents

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of the problem
  • 1.3 Purpose of the study
  • 1.4 Research questions
  • 1.5 Research hypothesis
  • 1.6 Scope of the study
  • 1.7 Limitation of the study
  • 1.8 Significance of the study
  • 1.9 Definition of term

Chapter Two

2.0 Literature Review

  • 2.1 Conceptual framework
  • 2.2 Theoretical framework
  • 2.3 Empirical framework
  • 2.4 Researchers position

Chapter Three

3.0 Research Methodology

  • 3.1 Research design
  • 3.2 Population and sample size determination
  • 3.3 Sample and sampling technique
  • 3.4 Sampling technique
  • 3.5 Instruments of data collection
  • 3.6 Validity and reliability of the instrument
  • 3.7 Method of data analysis

Chapter Four

4.0 Data Presentation, Analysis and Interpretation

  • 4.1 Introduction
  • 4.2 Data presentation and analysis
  • 4.3 Testing of hypothesis
  • 4.4 Interpretation of result

Chapter Five

5.0 Summary of Findings, Conclusion and Recommendations

  • 5.1 Summary of findings
  • 5.2 Conclusion
  • 5.3 Recommendations
  • References
  • Appendices

List Of Tables / Figures


  • 1.1 organizational structure (showing personnel department)
  • 1.2 personnel as a staff department.

Chapter One


1.0 Introduction

1.1 Background Of The Study

The issue of the personnel department and its impact in employee performance has been a major issue for organizations throughout the world. Almost all organizations, business and firms that engage in production activities whether tangible or intangible provide services for their personnel in form of the personnel department.

Personnel department plays important role in any organization no matter how small the organization may be. The role of personnel officers, have received increasing recognition over the late quarter of the last century.

While other kinds of management are engaged in such performance as buying, production, marketing and accounting, the personnel manager seeks to discover staff of the right type with skills, knowledge and ability to induct them adequately and train them effectively to plan for the long term development, arranged scheme of pay and conductions of service which meet legal and trace requirements to advice on health and safety aspects.

According to Ohadinma and Uwaoma (2003) personnel department is responsible for directing co-ordinating and controlling of all the activities for supplying required human resources and optimizing their performance.

In corroborating the above, Agu (2003) defines personnel department as a sub-system which creates and maintain a conducive environment for increased participation of the employees towards the achievement of the organizational goals and objectives and who can get things done quickly effectively and efficiently.
Giving the frequent problems Nigeria organization face in regard to managing their workforce and considering the outright incompetence demonstrated by employees of the organization it has became necessary to highlight the need of effective personnel department.


1.2 Statement Of The Problem

The future prosperity of an organization is dependent to a large extent by the quality and quantity of personnel. If management fails to make plans to ensure that the organization ahs the personnel it needs. The future of the establishment will be bleak. Demger (1994). But it has been observed that organizations have problems due to the following:

  1. Usurping of the functions of personnel department especially recruitment, selection and training of staff.
  2. Lack of conducive working environment
  3. Inadequate authority to the unit.

The above have made the department not to be effective in sourcing, employing and maintaining the right caliber of staff in the right number.


1.3 Objectives Of The Study

The broad objective of this work is to determine the role of personnel department in employee performance. The other specific objectives include:

  1. To find out the functions of personnel department in organization.
  2. To determine how conducive environment impact workers performance.
  3. To ascertain how personnel department is affected by authority level.

1.4 Research Question

Looking at the objectives above; the following research questions were deduced:

  1. What is the relationship between personnel department and employee execution of tasks?
  2. How does conducive environment impact workers performance?
  3. What is the relationship between personnel department and authority level?

1.5 Research Hypothesis

  1. HO: Personnel department does not contribute to the attainment of organization objectives.
    HA: Personnel department contribute to attainment of organizational objectives
  2. HO: Personnel department performance of its function does not have significant relationship with authority level.
    HA: Personnel department performance of its function have significant relationship with authority level.

1.6 Scope Of The Study

This study on the role of personnel department focused on Federal Polytechnic Nekede Owerri.


1.7 Limitations Of The Study

The hindrances encountered in carrying out these research work include:

  1. Time constraints: combining lectures and writing project.
  2. Financial constraint: lack of funds for the research work
  3. Hoarding of necessary information by the respondents
  4. Limited knowledge of statistics; getting the right estimate of a parameter calculated from a set of data gathered from a sample was a challenge.

1.8 Significance Of The Study

  1. The study will help employers of labour particularly Federal Polytechnic Nekede Owerri and future investors in a proper selection of both personnel department.
  2. The scholars will acquire additional information on the role of personnel department.
  3. It is one of the requirement of Higher National Diploma (HND) in Business Administration & Mgt.

1.9 Definition Of Terms

Effectiveness:

Being able to bring the desired result.

Human Resources:

The totality of knowledge, skills, creativity abilities, talents and aptitude of an organization, often referred to as a personnel department.

Management:

The co-ordination of all the resource of an organization, directing and controlling in order to attain organizational objective.

Personnel Manager:

A person who is framed and charged with the management of human resources.

Personnel Department:

The department in a company that deals with employing and training of workers.

Productivity:

The rate at which a worker produce goods

Recruitment:

It is the creation of a large pool of labour force which organization can draw both inside and outside an organization for employee to fill vacant positions.


Chapter Five


5.0 Summary Of Findings, Conclusion And Recommendation

5.1 Summary Of Findings

The study revealed the following findings:

  1. The personnel manager of Federal Polytechnic Nekede make concerted effort with staff to enhance productivity.
  2. Managers do not understand the capabilities of limitations of employees
  3. Leadership structure affect worker’s performance
  4. The personnel departments of Federal Polytechnic Nekede have improve the employee performance
  5. The way management handles promotions and training of workers has not been encouraging.
  6. There is always visible and invisible conflict between management and staff.
  7. There is ineffective performance appraisal method.
  8. Ineffectiveness in the institution reduces morale of staff.
  9. Unconducive environment affects workers performance

Therefore, the analysis of the tables shows that personnel manager work towards enhancing employee’s productivity. (83%) says he make efforts to attract employees to the organization while (25%) are of the opinion that he does not make any effort.

In another department, it is indicated that (78%) of the employees said that personnel manager run into personnel risk when there must be made to build staff confidence through their participation in decision making where there is new legislations.

Another tables shows that most employees need motivation in order to increase productivity. This means that motivation can increase productivity. From the table 95% agreed while 4% disagreed. As regards to other preparation (83%) of the employees supported that the relationship between personnel officers and other departments are cordial, while (17%) of the employees said that for workers to perform effectively, there must be cordial relationship for increasing productivity.

In terms of leadership structure, the output table indicates that (73%) affirmed that leadership is one of the problems encountered in Federal Polytechnic Nekede while (27%) disagreed that leadership is not a problem to the organization. This result is in an agreement with the view of Koontz who opined that employees required good leadership according to him.

Effective leadership is an essential ingredients for effective management. The ability of the leader to successfully impact the behavior and performance of the organizational workers towards the objectives of the organization will enhance greater productivity.


5.2 Conclusion

Personnel department is a vital department in an organization, its roles are numerous in enhancing employee performance. But techniques used in organization are not adequate, which ahs caused low morale and low performance of employees. Thus, the problem borders on the attitude of management of staff, inadequate authority to the unit, lack of promotion, poor leadership structure, limitations of employers, inadequate funding, unconducive environment, lack of training, improper evaluation and appraisal, lack of motivation and time constraints are factors limiting personnel department and its roles.

Inspite of all these problems encountered in the organization, the personnel department of Federal Polytechnic Nekede has a good impact on the staff of Federal Polytechnic Nekede which reflects on the performance of the students.

  1. It offers understanding among staff
  2. It reduces high incidence of labour interest
  3. It improves employee’s job, knowledge skills and ability (KSA) in any department placed.

Conclusively, personnel department should be co-operative enterprise between the employees and top executives since “unity is strength”. It is expected that a good application of these recommendation will to an extent help on eliminating most of the problems encountered by the personnel managers.


5.3 Recommendation

The organization should do the following:

  1. The most vital tool in any organization is fund. The Federal Polytechnic Nekede as an organization should therefore have adequate fund available in its personnel department.
  2. The organization should pay workers and compensate them as at when due. Emphasis should be placed on the workers salaries and fringe benefit and other areas of workers welfare because it will increase productivity.
  3. There should be an improved cordial relationship between the employers of labour and the employees, as this will see to the smooth running of the organization.
  4. Employers should endeavour to meet at least one third of the employees needs.
  5. If organization has any vacant positions, it should consider their own employers first to know if there is any one qualified for the post. Also, there should be effort to promote from within before going outside the organized in.
  6. If there are laws made by government, the organization should make every effort to implement it. Example is minimum wage.
  7. Some contradictory ambiguity and lack of uniformity in the personnel policies of the organization should be removed to ensure efficiency.
  8. There should be a conducive working environment.
  9. Recruitment, selection and training and performance appraisal should be effectively carried out by personnel department.

The Role Of Personnel Department In Employee Performance (A Survey Of Federal Polytechnic Nekede)


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