CHAPTER ONE
BACKGROUND TO THE STUDY
1.1
INTRODUCTION
Any organization be it private or government
establishment is established to achieve a specific objective.
Achieving the
objective requires effective management. An organization does not exist in a
vacum; it makes use of both human and materials resources to achieve set
objectives and goals. Adequate uses of the available resources leads to
efficiently performance. It is not, until recently that managers in
organizations began to realize the importance of the human element in the
achievement of set goals and objectives. The common elements in every
organization remain the people. They initiate the objectives, ideals and ideas
of motivations and the accomplishment for which organization are praised.
People remain the most viable resources in an organization without them,
organization cannot exist.
Personnel management is assuring an ever increasing
role in the management of both private and public enterprises. Management of
both types of enterprises are becoming more aware of the importance of human
resources management in an organization.
Management of both type of enterprises are becoming
more aware of the importance of human resources management in an organization.
The word management could be defined as a way of
getting things done through people. It is also define as total utilization of
resources in order to achieve pre – determined organizational objectives. Thus,
management is used to designate other group of function or personnel who carry
them out. It is therefore, act of planning, organizing, staffing, coordinating
and directing the activities of workers to the end, that result could be
attainable. More so, any organization whether profit or non – profit oriented
requires good management in order to function well. Any person who oversees a
firm is known as a manager, and it is his responsibility to ensure that every
workers contribute to the development of the organization. To achieve this, he
has to understand his workers well in terms of their social, emotional and
physical needs.
Any organization that fails to achieve it’s aims
often blames the management. Hence, the management may be accused of lack of
initiative gross mis-management and all inaptitude in the firm.
According, to
Peter Drucker, “rarely, if ever has a new basis institution or new leading
groups, a new central functions emerged as fast as management since the turn of the century”. And according to
apply ( 1963), if management means getting things through others men then,
management is nothing more than personnel management. The success of in
business regardless of ones employing company , will depend to a great extent
upon ones success in personnel . public personnel management :Longman
contemporary dictionary of English defines public personnel as ordinary people
who do not belong to government or have any special position in society. Public
personnel therefore means, management of people working in a public or management of public human resources as distinct from the
public financial resources.Personnel management talks about getting the caliber
of men ,rights number of men at the right time and at the right place for the
achievement of present and future organizational goals. The increasing
attention accorded to personnel management of any organization influences real
wealth of such organization. Personnel management is therefore, everything about the human component in an
organization. It should be noted that it
is the employees who determines what to produce( goods and services), the
quality that may be require by the users, the mix of the differences, varieties
of raw materials needed, when to sell and at what price. The limitation of idea
about what to do , then how to do
it, when and why it must be done is an
executive decision of human element in
any society or country. The discovery of
mineral potentials, cultivation of hybrid crops, resources into yielding crops
are few examples of what people can say without missing words, that is, no
activities can either start or be developed without man. The importance of
human resource in any organization can therefore not be over emphasized. The success or failure of any organization
largely depend on the effectiveness and efficiency of human resources.
Personnel management is inevitable in an organization
1.2
AIMS
AND OBJECTIVES
The aims and objective of the personnel department
in organization can not be over-emphasized, because through the obligation of the
personnel department we know what role each of the organization human element
is. Thus, the managing directors of a company and his co- executive, directors,
engineers, production mangers,
accountants, sales managers and supervisors are all involved in personnel
management. Personnel management play a great role in the development of any
business firm due to provision of adequate data which is very essential for the
improvement of an organization, under these objectives, we should consider the
key factors which is very important for any organization in order to achieve
its aims and objective.
These basic aims and objective of the study can be
seen as the creation and maintenance of level of moral, which evokes the full
contribution of every employee in the organization to ensure maximum
operational efficiency in the firm. Not until recent the managers in the
business organization realize the importance of human elements in the achievement of set goals
and objectives, further too much emphasis and attentive were focused on the
material resources while less is paid to the personnel who utilize them.
However, there is now a shift in attention from
material resource to human resource among new managers, because of all the
resource available in any organization human resources the most important, most
valuable, yet most complicated, least understood and most difficult to predict.
This invariably led to the create and distinction of the human resources or
otherwise known as the personnel department from the other department
in the business establishment or organization
general.
1.3 SCOPE OF THE
STUDY
The study intend to discuss the
personnel department in the light of its distinction from other organization
department and the roles its plays in the effectiveness and growth of the
manufacturing firm taking the Nigeria Bottling company plc, Ilorin as a case
study.
1.4 SIGNIFICANCE OF THE
STUDY
The
purpose of studying the role of the personnel department in a manufacturing
firm is to know how effective personnel management is in an organization that
is, a manufacturing firm like the Nigeria
botting company plc,
plant. It will also examine the authenticity of personnel process whether they
can be praticalized
or mere theoretical and unrealistic, like the
recruitment, selection, and placement process, wages and salaries
administration, employee, welfare, job design, motivational and leadership
concepts, training and development.
Despite the crucial role of these
personnel process, some managers often overlook some of this process which is
in turn affect the organization adversely at the long run.
1.5 LIMITATION OF THE
STUDY
The study will focus only on the duties
and the obligations of the personnel department and its function as its relates
to the manufacturing firm called Nigeria
bottling company plc,
plant. For reason ranging from limited time to financial constraints, only this
plant shall be studied, For interview, department like production and the
engineering department may also be selected for consideration.
1.6 DEFINITION OF TERM
CO-ORDINATION:- achieving harmony of
individual and group efforts towards the accomplishment of group purpose and
objectives.
DEPARTMENT:-
A distinct area, division or branch of an enterprise over which the manager has
authority for the performance of specific activities and results.
GOALS:
– The ends towards which activities is aimed i.e., the end points of every
planning.
ORGANIZATION:
– Establishing and intentional structure of role for people to fill an
organization.
PLANNING: – Selection missions and objectives and
the strategies, policies, programs and procedures for achieving them, decision
making, the selection of a course of action from among alternatives.
STAFFING:
– Filling and keeping filled position in the organization structure with
competent people. This is done through
·
Identifying work force
requirement
·
Inventorying the people
available
·
Recruiting
·
Selecting candidates
for position
·
Placing candidates
·
Promoting and
appraising
·
Training and
development
MANAGEMENT:
– can be define as the act of getting things done through people. It can also
be define as the process of designing and maintaining an environment in which
individuals, working together in groups, accomplish effectively selected aims.
DUTY:
– It can be define as something that you feel you have to do because it is your
moral or legal responsibility.
OBLIGATION:
– The state of being forced to do something because it is your duty, or because
of a law.