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.
1.1 General Background to the
1.2 Problems associated with
1.3 Problems that the study will be concerned
1.4 Aims and objectives of the
1.5 Definition of
2.1 Meaning of personnel
2.2 Function of personnel
2.3 Effects of personnel
2.4 Different methods of
2.4 Personnel Management at NB
3.1 Data Presentation
3.2 Analysis of the
THE EVOLUTION OF PERSONNEL MANAGEMENT
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
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.
PERSONNEL DEPARTMENT OF NIGERIA BREWERIES PLC ENUGU.
BACKGROUND OF THE STUDY
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 10th 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.
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
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.
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: -
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
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
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.
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.
AIMS AND OBJECTIVES OF THE STUDY
By choosing to write on this topic in the significance of
personnel management in the Nigeria Breweries Plc 9th 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.
DEFINITION OF TERMS:
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.
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.
They are the labour suppliers of the organization. Some work for
themselves and receive no wages while others work for people to get paid.
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.
TERMS AND CONDITIONS APPLY
For more informations on project materials and more