ABSTRACT

            Personal management is a mental activity that is concerned largely with a work or planning, organizing and controlling the activities of an organization for the accomplishment of certain designated objectives.

            Economic and social pressure further enlightenment on the part of managers, government regulations and other influences, the scope of personnel management has been broadened to this day. It now becomes difficult to distinguish between personnel administration and the administration process of all management.

            The aim of this study is to provide and analyse such critical condition issues as to the selection, recruitment and general administration or management of personnel in the business organization.

            Another aim is to advice the prospective managers about other requirement necessary in employers to training and development.

            Finally, training of manpower has influenced to a large extent, the level of efficiency, effectiveness and productivity in business organization.

TABLE OF CONTENTS

CHAPTER ONE

1.0       Introduction                                                                           

1.1       General 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 of terms                                                                

References                                                                 

CHAPTER TWO

2.0              Literature Review                                                                  

2.1       Meaning of personnel management                                       

2.2              Function of personnel management                           

2.3              Effects of personnel management                                         

2.4       Different methods of personnel management                                   

2.4              Personnel Management at NB Plc                                         

References                                                                                         

CHAPTER THREE

3.0              Conclusion                                                                             

3.1              Data Presentation                                                                   

3.2              Analysis of the data                                       

3.3              Research findings                                                                  

3.4              Recommendation                                                                   

3.5              Conclusion                                                                             

References                                                                 

CHAPTER ONE

INTRODUCTION

1.0       THE EVOLUTION OF PERSONNEL MANAGEMENT

            The present personnel administration movement dates back approximately to the period just to World War I. in the year 1914. The ancient at first was on employment management but it soon began to include many personnel problem in manufacturing.

            During World War I, the US Army developed a psychological examining corps at trade test section of a morale section. These all devoted themselves to problem of many men trained in these practices by the army became personnel managers in industries applying the experience gained during war.

            In the intervening decades, because of wars, economic and social pressure further enlightenment on the part of managers, governmental regulations and other influences the scope of personnel management has broadened to this day. In fact, it is becoming difficult to distinguish between personnel administration and the administration process of all management.

            The philosophies, which guide management on carrying on these activities, are pretty with the came philosophies, which guide personnel administration. In another development, the reason for the great change, which has accused personnel administration, had been ably expressed by ALEXANDER R. HERON in his book, “Reasonable goals on Industrial relation.” He says the things that have been the emergence of something in the mind and soul of a worker. These something makes him unwilling to continue for the rest of his life in a relationship which is perhaps ideal in all its material aspects, but on which the decision are well made and the guidance all given by the employer.

            This unrest of social consciousness or part of forces to the changes in personnel administration on increase demand on the personnel department, which has put necessary demand on the qualification of the personnel managers.

            These managers are joining together in professional association in order that the exchange point of view and eventually to strive for this professional status. At the same time, salaries paid to competent personnel managers have risen. In addition, many personnel managers have been made vice-presidents in their respective companies.

1.1       PERSONNEL DEPARTMENT OF NIGERIA BREWERIES PLC ENUGU.  

BACKGROUND OF THE STUDY

            The Nigeria Breweries Plc Enugu was incorporated as a private Limited Liability Company on December 8, 1978 when the first bottle of large beer rolled off its bottling plant. The 10^th anniversary of the company’s production existence, affords a unique opportunity to trace a brief history of the company, particularly its establishment.

            The company started its administration with employment of a General Manager in 1978. This continued till 1979 when a personnel official under the supervision of the finance and administration manager.

            The first Administration Manager was employed in 1980. There was need for changing the company’s policy for new administration because of the expending function of large organization. All this brings about, the recruitment of personnel manager with good industrial management background on November 1983, after recruitment and selection of various applicants. This brought the formation of sound personnel department with a staff of about eight hundred and fifty up to date.

1.2       THE PROBLEM ASSOCIATED WITH PERSONNEL MANAGEMENT.

            The problem associated with the study does not go beyond identifying the cause of poor performance of workers in an organization.

a.         Motivation of the workers:

The primary motive of every worker is that economic, to obtain the resources to meet his physiological needs and support his family. Ideally, in ever increasing comfort, Ambition therefore plays a part in the sense of the desire to get on personnel matter and is conditioned to some extent by the environment.

b.         Research into behaviour at work:

Industrial psychologists and industrial sociologist have played a great part in the development of personnel management by applying the findings of their research work to problem of business administration to distinguish between, the psychologists are concerned with the behaviour of individual, while sociologists emphasize group behaviour both study how people behave and the relationship is between human behaviour and the working environment and why people behave as they do.

c.         Low payment of worker:

The intractability of the problem of low pay industry continues to raise consideration of equity, the measures and under utilization of economic resources and social policy regarding poverty.

d.         Job satisfaction and frustration:

The job of the personnel manager as already described in the chapter as being centered around people’s needs while working in the 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. He can then direct his efforts towards methods of furthering job satisfaction or removing the frustration.

1.3       PROBLEM THAT THE STUDY WILL BE CONCERNED WITH. 

            The problem associated with study does not go beyond identifying the causes of poor management in an organization and solution to be adopted in avoiding the causes and handling the problem arising from the organization section. Also the problem associated with this study should befall within the limitation that involves the constraints of: -

i.          EMPLOYMENT:

To obtain suitable qualified and experienced personnel and to enable them to derive satisfaction from employment by offering them attractive wages, good working condition, security and opportunity for promotion

ii.         TRAINING:

To provide adequate training facilities, to enable each employee to learn to do his job effectively and to prepare himself for promotion.

iii.        WAGES AND SALARY:

To pay wages and salary that compete favourable with other firms locally within a structure that has due regard for recognized differences and individual ability.

iv.        LABOUR RELATION:

To operate adequate procedures for dealing with all disputes and grievances quickly and to make every efforts to improve relations between management and employees through joint consultation.

v.         WELFARE:

To safeguard the health and safety of all employees and to provide such welfare and social amenities as and sincerely by employees and are mutually beneficial to them and the company.

1.4       AIMS AND OBJECTIVES OF THE STUDY

By choosing to write on this topic in the significance of personnel management in the Nigeria Breweries Plc 9^th Mile Corner Enugu; the aims and objectives are to provide and analyse such critical condition issues as the selection, recruitment and general administration or management of personnel in the business organization.

Taking reorganization of the fact that thinking of manpower has influenced to a large extent, the level of efficiency, effectiveness and productivity in business organization, deliberate attempt is made to examine methods of administering business organization. Furthermore, the aim is to examine and look into other roles, significance of personnel administration; the exposure, the prospective managers to these roles that may likely occur within the organization.

Finally, to advice the prospective managers about other requirement necessary in employees to training and development, industrial relations, wages and salaries, administration, employee welfare and employer process so that the organizational objectives and goals can be accomplished.

1.5       DEFINITION OF TERMS:

            MOTIVATION

                        Motivation is a general term applying to the entire class of desire, desires, needs, wishes and similar forces. It is concerned with why people do (refrain from) doing things. The process of motivation involves choosing between alternatives, from of actions in order to achieve some desired goals.

NEEDS

It refers to the condition, which are necessary for the well being of the workers. They are expressed as motive and represented by the values and wants, which if given to workers will motivate them to put in their best.

WORKERS

They are the labour suppliers of the organization. Some work for themselves and receive no wages while others work for people to get paid.

INCENTIVES

This term is used to describe wages payment plans which the wages directly or indirectly to productivity. Incentives could be financial or non financial. They are what the working people get for being a productive worker in an organization.