CHAPTER
ONE
1.1 INTRODUCTION
Recently managers in organization began
to realize the importance’s of human elements in the achievement of set goals
and objectives. Rather, two much emphasis and attention were focused on the material
resources (both Agricultural and Mineral Endowments) while less attention are
paid on the workforce (human resources workers).
However, there is swift shift in
attention from material resources to human resources among few managers.
Although, of all resources available to human an organization, people remain
the most important, most valuable yet most complicated, least understood and
most difficult to predict.
Therefore “personal management” is
primarily concerned with the study of the human resources available to an
organization i.e. how to get the right people, at the right time and at an
economic price to carry out some functions expected of them.
Moreover, we can define personnel
management as the management of people (human resources) at work.
We can also define it as “the
recognition of the importance of an organization work place as vital human
resources contributing to the goals of the organization and the utilization of
several activities and function to ensure that they (human resources are used
effectively and fairly for the benefit of the individual organization and
society.
It is eth employees who determine what
to produce (goods and services), the quantity that may be required by the
users, what mix of the different varieties of raw materials needed, when to
produce, where to sell and at what price.
The basic or traditional functions of
personnel department include the following;
1. Job design and job analysis
2. Manpower planning
3. Staff or Employee Acquisition –
Recruitment, Selection and Placement.
4. Job Evaluation
5. Wages and Salaries Administration
6. Employee Performance Appraisal
7. Training and Development
8. Industrial Relation and Joint Consultation
9. Employee welfare (occupational health and
safety)
However,
modern personnel management performs other roles in the industry, which include
motivation and organizational development.
Furthermore,
personnel manager also deals with the human aspect of management. No study of
management is complete without taking human behavior and attitudes into
considerations. It is right said that “nothing is superior to man” not even the
machine, computer robot or any other valuable.
PERSONAL MANAGEMENT
Personnel manager who is the head of the
personnel department is fully responsible for maintain and improving the human
relationship between management and personnel (employees). Also, during a
period of time an organization losses some off it employee through death,
retirement, dismissal and other causes. These people have to replace. Besides
as an organization grows it required more employees.
Therefore, the objective of personnel
management includes
i. To attract and secure appropriate people
capable of performing effectively the organization’s specific task.
ii. To utilize the human resources effectively
and efficiently.
iii. To generate maximum individual development
of the people within the organization.
iv. The personnel department, headed by the
personnel manager should be able to obtain capable heads through selection and
should be able to visualize development in such recruited individual in the
light of future higher position which to be filled by these recruits.
Again,
personnel management in real term involves planning at the early stage,
control, supervisor undertaking risk and handling uncertainty. Hence, a manager
assemble the best work team which is he can obtain and provides supportive
motivation environment to guide that team to accomplish agreed upon objectives.
These objectives may include manufacturing or production of certain product by
sole proprietor or groups of people or even public sector.
In
a very small organization like private sector line management does the hiring’s
then training where possible, the discipline and the firing. It also
established the rates of pay. At times, as a result of pressing for more
production and sales, the sole proprietor does not well developed a well
rounded comprehensive personnel programme.
The
situation in a large organization is not the same a large organization like
public corporation is established and controlled by the government through the
board of directors of governing council. Such organization is very large and
complex in nature. They are specifically created to provide certain essential
services which are not expected to be discharge on a commercial basis either
because of huge capital involved in such activities or because of political and
social reason.
It
is not possible as it could be in a very small company for a single man and his
live manager in very large organization to handle adequately the many complex
personnel management problem without specialized knowledge and help. In
essence, there is a need for the establishment of personnel department headed
by personnel manager.
Personnel
management also takes control over financial issues or the identification of
new technique developments. Whether an organization loose or gain in the market
depend to a large extent on the quality of its personnel.
Finally,
an organization is held together, directed and made to function by managers and
management, whether in business ventures, college or hospital or the country
highway department whether as trainees or the big boss.
1.2 OBJECTIVES
OF THE STUDY
The aims of this research are to find
out why personnel management is a live wire of an organization. The objectives
will include the following;
1. To need for and uses of personnel
management as a life wire in an organization
2. To show how human are managed in pales of
work.
3. And to show the role of personnel
management in an organization.
1.3 SCOPE
OF THE STUDY
The area of study of the research is
international Tobacco Company Limited, in
. The researcher will therefore
study how personnel management works in an organization. How effective is
personnel management in an established organization.
1.4 SIGNIFICANCE
OF THE STUDY
The role of personnel management cannot
be over emphasize in an organization. The personnel manage ment plays
significant roles, which will be discuss. One of the significant of the study
is that it will help companies, both private and public sector on how effective
is personnel management work.
In short, the result of these findings
would serve as a guide to various organization that are largely and keenly interested
in personnel management.
1.5 HISTORICAL
BACKGROUND OF INTERNATIONAL TOBACCO COMPANY
International
Tobacco Company is situated along ,
Kwara State.
The
company was firstly registered and established on 8th November 1962
as a private company under the name of Kwara Tobacco Company Limited. Erection
of fact -0ory office and installation of machineries hook during 1963 on a site
in the industrial area in .
The production, sales and marketing of cigarette really started in 1964. The
company was commissioned by His .,
factor was located in Ilorin Kwara State in response to the government
programme to provide economic stimulus in that northern parts, the means of
tobacco cultivation manufacturing operation and consequent local employment.
The creation of the company served to accelerate healthy competition in growing
market where there was only one cigarette manufacturing company.
As
at 1962, the company was owned by the United Africa Company Ltd. The UAC is a
large organization that has been established for many years in Nigeria with a wide interest throughout the
company for example, Northern investment affiliated to UAC was a company based
in , making investment in various
industries with money provided by the common wealth development cooperation in and the Northern
Nigeria Development Corporation.
By
April 1967 the company found itself in need of cigarette manufacturing
marketing and management known how as well as capital to continue and develop
its operations.
They
incorporated the leading international Tobacco company base in the
to purchase a controlling interest in the company. In 1969, the company’s name
was changed to Philips Morris Nigeria Ltd to reflect the substantial investment
made by the
firm.
The
study conducted shows that Philips Morris is worldwide. It manages the network
through six operating company namely;
i. Philip Morris USA
ii. Phillip Morris Industries
iii. Seven – up company
iv. Philip Morris International;
v. Mission Viego Company
vi. Miller Brewery Company
Phillip Morris has its headquarters in
network .
It has interest in the area of printing, brewing razor blades, confectionery as
well as cigarette manufacturing. Many of these activities are carried on in other
parts of countries especially where all matters relating to all management
staff. They do this by having liaised with the joint industrial council
and the institute of personnel management. Personnel managers are allowed to
handle union negotiation on the welfare of staff.
The company’s present business consists
of the manufacturing at its
factory and sales in the country of well – known cigarette brand. Example of
the cigarette brands produced in Ilorin include Green spot, Big Town, Target,
Link, Multifilter to the various sales office all over the company. The company
sales officer are found in Jos, , , Benin,
, Kaduna
etc. It is hoped that in the near future more branches may be introduced to
take advantages of the already expending market shares of the company. The
company markets its produce through a network of independent
distributors.
However, the name, the “Philip Morris
Nigeria Ltd” was changed to international Tobacco Company. The reason for this
is that formally, the company was owned by three groups with the shareholder of
which two of them are British and Lebanese while the third one is a . Later
one of them decided to sell out its own share and was sold to the Lebanese who
now have the major share. During the Annual General Meeting (AGM) with the
Board of Director and the rest of the share holder as agreement was made to
change the name of the company to International Tobacco Company.
1.6 DEFINITIONS
OF KEY CONCEPT
There are certain key concepts in this
project for which definitions have been provided. These concepts are job
deigns, manpower, job evaluation, training and development, wages and salaries
administration, job analysis etc.
1. JOB
DESIGN
This means delineation of tasks or
responsibilities as dictated by organizational strategy, technology and
structure. The essence of job design is to check the incidence of uneven
productivity, growth or as in business sector eroded product quality and
decling employee’s satisfaction. Essential job design is focused on two main
strategies: (a) fitting people to job (b) fitting job to people.
ii. MANPOWER
This involves the development and
implementation of plan and programme to ensure that the right number and types
of individual are available at the right time and plane to fulfill organization
needs.
iii. JOB
EVALUATION
This simply refers to a systematic process
to ascertain the work of a job vise and vise jobs. This purpose of this is with
a view in determining the worth of that job in numeric terms.
iv. TRAINEE
AND DEVELOPMENT
After performance appraisal it may be
discovered that poor performance is as a result of inadequate skills and
ability of the employee.
Thus, steps have to be taken to improve
such skills and ability through training and in care of management is known as
development.
v. WAGES
AND SALAREIS ADMINISTRATION
This can be defined as part of total
compensation packages. This may broadly be divided into two namely: intrinsic
rewards and extrinsic rewards.
vi. JOB
ANALYSIS
Is the process of determining, skills, abilities, and
responsibilities of the job.