1.0 Introduction
1.1 Background Of The Study
The personnel department in every organization is responsible for manpower planning which is also referred as the human resource planning or management. Personnel management is the process of planning, procurement, development and utilization of organizational human resources in order to achieve both organizational and individual goals.
Irrespective of the type of organization in question, what matter is putting the right number of people, right kind of people at the right place, right time doing the right things for which they are suited for the achievement of the goals of the organization.
It is therefore the sole responsibility of the personnel management of an organization to ensure that its human resources needs are met. The personnel department is one of the department found in an organization others are the production department organizing department, marketing, purchasing and accounting department. It is only the personnel department that is charged with the responsibility of recruiting and employing the right people for the organization. Thus the personnel department achieves this by pricing and maintaining and maintaining the human resource for the entire organization. The personnel department is changed with the responsibility of designing, Implementing and the administration of human resource programmes.
The head of the personnel department is the personnel manager who carry’s out the above mentioned functions and responsibility the human resource management has its very importance in the area of industrialization. The personnel management is a two phased process because personnel planning not only analyze the current human resource but also makes manpower for cast and thereby draw employment programme manpower or personal planning, management is advantageous to firm in the following manner.
- Shortages and surpluses can be identified so that quick actions can be taken where ever required.
- All the recruitment and selection programmers are based on manpower planning.
- It also helps to reduces the labour cost as excess staff can be identified and thereby overstaffing can be avoided
- It also helps to identity the available talents in a concern and accordingly training programs can be chalked out to develop those talents.
- It helps in growth diversification of business through manpower planning.
The human resource can be utilized in a best Manner to help the organization to realize the importance of manpower which help in the stability of an organization.
The following are some of the functions of personnel management:
- Analyzing the current manpower inventory.
- Forecasting the future need
- Developing employment programs among others.
The principle objective of management according to Frederick w. Taylor (1958) is to scure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee. The personnel or human resource management which is present in every organization is the process of recruiting, selecting orientating, training, developing evaluating and compensating workers for the achievement of organizational goals as well as their own individual goals. It is also according to Monday and premix (1993) “the wide range of organizational activities involved in staffing training, developing, compensation, health and safety employee and labour relation and human resource research.
1.2 Statement Of The Problem
In an organization, employees have different aims and aspirations expected to be accomplished as they carry out their functions and responsibilities in their work places. Hence it is the function of personnel management to ensure that these individual goals are met in the course of achieving the organizational objectives.
The burden lies with the personnel department. Moreover, employees sometimes desire to go on strike when they think that the management has failed to meet up their demand consequently production is hampered sales and profit been threatened. However, the human resources of an organization create much problems to the management which includes the following issues.
- How could the different employees need be harmonized to achieve the organizational and employees goals.
- How would the personnel manager motivate their employees to perform well.
- What are the tools of motivation to be applied. On the employees.
- How appropriate are these motivational tools.
1.3 Aim and Objectives Of The Study
The aim of the study is to examine the Impact of Personnel Management in Organizational Performance. In achieving this aim, the following specific objectives were laid out as follows:
- To highlight critically the importance of personnel management in an organization with special reference to the federal polytechnic nekede.
- To identify the functions of personnel management in an organization
- To determine and analyze the impact of personnel management on the organization.
- To recommend and conclude on the need for personnel management in the organization.
1.4 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Does the personnel management make any impact on the organization?
- How can the function of personnel management be improve?
- Is personnel managers function on such as training, selection, recruitment a continuous exercise or one time activity or programmed?
- Is there any relationship between personnel management and organizational success?
- Can failure of organization be attributed to inadequate personnel management training and development?
1.5 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: Personnel management does not make and impact on a business organization.
- H1: Personnel management makes impact on an organization.
Hypothesis Two
- H0: There is no relationship between training and workers performance.
- H1: There is relationship between training and workers performance.
1.6 Significance Of The Study
This research is investigative research work specifically directed to find out the importance of personnel management as it carries it functions in an organization such as manpower planning, recruitment, interview selection, placement, and performance appraisal training etc using Federal polytechnic Nekede as a case study.
The finding of this study would be useful to the personnel department in Federal Polytechnic Nekede as a case study, and other organization. Generally, as a role to the formulation of policies relating to workers welfare. The study would also provide a data base for further researches in workers motivation and would also be a useful addition to the materials already existing in the library.
1.7 Scope Of The Study
This study is delaminated or limited to federal polytechnic nekede Imo state owerri. The study is designed to look into the impact of personnel management in an organization with reference to federal polytechnic nekede. The research would have more study to do with the whole activities of the institution in details to make findings more representative but for the obvious reasons of time and distance these was not possible.
1.8 Limitation Of The Study
During the course of this study, there were some problems encountered which stood as limitations to the research work. Some of the limitations include:
- Time Constraint:
The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies:
Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this research work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Financial Constraint:
Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
- Initial Cooperation Delay from Respondents:
A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.9 Definition Of Terms
In the context of this research work, the term under listed would have their meaning stated against terms.
(i) Personnel Management:
personnel management could be defined as the planning, directing, organizing and controlling of the procurement compensation, integration and maintenance of people for the purpose of contributing to organization, individual and social goals.
(ii) RecruitmentL:
This is the process of filling in a vacancy. It consists of seeking out employees who will fill in position required for the successful implementation of the objective of the organization.
(iii) Selection:
This is the process of choosing individuals who are most likely to succeed on the effectiveness of manpower and recruitment process.
(iv) Performance Appraisal:
This is the systematic evaluation of the individual with respect to his performance on the job and his potential for development.
(v) Compensation:
Is the reward offered for the service of the employee of a company or organization.
(vi) Training and Development:
Training is the act of equipping an employee to acquire basic skills required for the efficient execution of the function for which he has hired While development is the activity undertaken to expose an employee to perform additional duties and ensure position importance in organization hierarchy.
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