TABLE OF CONTENT
CHAPTER ONE
1.O INTRODUCTION
1.1 GERNERAL BACKGROUND
TO THE SUBJECT MATTER
1.2 PROBLEMS ASSOCIATED
WITH THE SUBJECT MATTER
1.3 PROBLEMS THAT THE
STUDY WILL BE CONCERNED WITH
1.4 AIMS AND OBJECTIVES
OF THE STUDY
1.5 DEFINITION TERMS
1.6 REFERENCES
CHAPTER TWO
2.O LITERATURE TWO
2.1 MEANING OF PERSONNEL
MANAGEMENT
2.2 FUNCTION OF
PERSONNEL MANAGEMENT
2.3 EFFECTS OF PERSONNEL
2.4 DIFFERENT METHOD OF
PERSONNEL MANAGEMENT
2.5 PERSONNEL MANAGEMENT
AT NB PLC
2.6 REFERENCES
CHAPTER THREE
3.0 CONCLUSIO0N
3.1 DATA PRESENTATION
3.2 ANALYSIS OF THE DATA
3.3 RESEARCH FINDINGS
3.4 RECOMMENDATION
3.5 CONCLUSIONS
3.6 REFERENCES
CHAPTER ONE
INTRODUCTION
1.0 THE EVOLUTION OF
PERSONNEL MANAGEMENT
The present day, personnel administration
movement dates back, approximately to the period just before World War I, in
the your 1914.
The ancient was
at first on Employment management but it soon began to include many personnel
problem in manufacturing.
During the World
War I, the United States Army, created a psychological examines police at a
trade test section and a moral section. These police came out and devoted
themselves to the pro blem at many man trained in these practices by the army.
They later become personnel managers in industries applying the experience and
knowledge gained during the war.
In the preceding
decades, due to wars, economic and social pressure, further enlightment on the
parts of managers, government regulations and other influences, the scope of
personnel management has expanded to this day. In fact, it has become difficult
to distinguish clearly between personnel administration and the administration
process of all management.
The principles or
philosophies, which guide management in caring on their activities pretty with
the sane principles or philosophies, which guide personnel administration. In
another dimension, the reasons for the great change that have accused personnel
administration had been ably expressed by ALEXANDER R. HERON in
his book “Reasonable goals in industrial relations”. He said that the things
that has been the emergence of something in the mind and soul of a worker.
These things makes him
unwilling to continue for the rest of his life in a relationship which is
perhaps ideal in al its material aspects, but in which the decision are well
made and the guidance all given by the employer.
This problem of
social consciousness or part of forces too the changes in personnel
administration increases demand on the personnel department and as a result
levels to necessary demand on qualifications of the personnel manager.
These managers have come together to from a
professional association, which serve as an exchange point of view and
eventually where they strive to attain professional status. This has level to
increased salaries paid to competent personnel managers and in addition many
personnel managers have been made vice president in the responsive companies.
1.1 PERSONNEL DEPARTMENT OF NIGERIA
BREWERIES
PLC
ENUGU.
BACKGROUND OF THE STUDY
The Nigerian Breweries Plc, Enugu, a private
limited liability company was incorporated on December &, 1978, when the
first bottle of large beer rolled off its bottling plant. It was during the 10th anniversary
of the company’s production existence, which gave a unique opportunity to trace
a brief history of the company, particularly its establishments.
The administration of the company took off with
the employment of a general manager in 1978. the affairs of the company was
under the care of general manager till the year 1979 when a personnel office
under the supervision of the finance and administration manger was engaged. The
first administration manager was employed in 1980.
The need arose for changing the company’s policy
for new administration due to the expending function of larder organization
this brought about the recruitment of personnel manager with good industrial
management background in November 1983.
This lead to the formation of a sound personnel
department with staff strength of about eight hundred and fifty up to date.
1.2 THE PROBLEMS ASSOCIATED WITH PERSONNEL
MANAGEMENT
The problems associated with the study do not go
beyond identifying the cause of poor performance of workers in as organization.
A. MOTIVATION OF THE
WORKERS:
For any worker, his or
her primary motives is that of economic, to get the resources in order to meet
his physiological needs and to support his family in ever increasing comfort.
the sense of desire to get on personnel matter has to do with ambition and is
conditioned to some extent by the environment.
B. RESEARCH INTO BEHAVIOUR AT WORK
The development of
personnel management has been enhanced by industrial psychologist and industrial
sociologist by applying the findings of their research work problems of
business administration to distinguish between the psychologists who are
concerned with the behaviors of individual, while sociologists emphasize group
behaviour. Book study how people behave and the relationship is between human
behaviour and the working environment and why people do behave as they do.
C. LOW PAYMENT OF WORKERS
The intractability of
the problem of low pay in industries continues to raise consideration of equity,
the measure and under utilization of economic resources and social policy
regarding poverty.
D. JOB SATISFACTION AND FRUSTRATION
It is the duty of the
personnel manager to know the needs of people working with him in an
organization. He must first of all recognize what these needs are and identify
the ways in which work in that organization promotes or frustrates their
fulfillment. Now he directs his efforts towards methods of furthering job
satisfaction or removing the frustrations.
1.3 PROBLEMS THAT THE
STUDY WILL BE CONCERNED WITH
The problems as regards
the study does not go beyond identifying the causes of poor management in an
organization section. Also the problems as regards this study should befall
within the limitation that involves the constraint.
I. EMPLOYMENT
To recruit suitable
qualified and experience personnel and to enable them to derive satisfaction
from employment by offering their attractive way’s, good working conditions,
securing and opportunity for promotion.
II. TRAINING
To provide wilt the
personnel adequate training facilities to enable each employee learn how to do
his job effectively and get himself prepared for job promotion.
III. WAGES AND SALARLY
To pay wages and salary
that competes favor able with other fruits locally with a structure that has
due regard for recognized differences and individual ability.
IV. LABOUR RELATIONS
Making it a sure that
adequate procedure are being operated upon for dealing with all disputes and
grievances quickly. Also to make every efforts to improve relation between the
management and employees through joint consultations.
V. WELFARE
To make sure that the
health and softy of the employees are granted. and also to provide welfare and
social amenities as and sincerely by employees and are mutual ly beneficial to
them and the company.
1.4 AIMS AND OBJECTIVES
OF THE STUDY
The aims and objectives
are to provide and analyze such critical conditions/issues as to selection,
recruitment and general administration or management of personnel the business
organization.
Recognizing the
fact that training of manpower has to a large extent influenced the level of
efficiency, effectiveness and productivity in business organization, deliberate
attempt has being made to examine methods of administrating business
organization. More so, the aim is to examine and look into their roles
significance or personnel administration. The exposure the prospective managers
to these roles that may likely occur within the organization.
Most importantly,
to advice the prospective managers about other requirement necessary in
employees to training and development, industrial relations, wages and salaries
administration, employees welfare and employer process so that the organization
objective and goals can be achieved.
1.5 DEFINITION OF TERMS
MOTIVATION
It is a generally
accepted term, which applies to the entire class of desire, needs wisher and
similar forces. It is also concerned with why people do or refrain from doing
things. It also involves choosing between alternative forms of action in order
to achieve some desired goals.
NEEDS
This refers to the
condition, which are necessary for the well condition of the workers. They are
in form motive and represented by the values and wants which when given to
workers will motivate them to put in their best.
WORKERS
They comprise of both
employers and employees. They are the labor suppliers of any organization. Some
worker for themselves and other work for people to get paid.
INCENTIVES
This term explains the
wages payment plan. It could be financial or non-financial. They are what the
workers get for being a productive worker in an organization.
Department | Business Administration and Management |
Project ID Code | BAM0038 |
Chapters | 3 Chapters |
No of Pages | 37 pages |
Methodology | Descriptive |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
|
|
Contact Us On | +2349067372103 |
Contact Us On | +2349094562208 |
|