Full Project – The role of personnel management in achieving organizational objective

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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

For many years, manpower, being the most strategic and potent resource in any organization, has not received the desired professional management for the attainment of Takum Local Governments contributions towards national development. Consequently, lack of performance on the part of local government personnel often results in moribund national development. That is why the role of local government in national development has always been a question of argument and general discussion. The issue becomes worse when problems of development are traced to lack of managerial ability manifested in the inability to plan and execute government programmes as well as efficient and effective social service delivery. Therefore, for development to be possible, there is the need for the emergence of a sound manpower management programme within which adequate, skilled and well-motivated workforce should operate. No local government can be efficient and effective if it underrates the critical role that people play in achieving goals (Chaffi, 2014) Local Governments deal with grassroots policies/keeping of law and order, basic sanitation, constructing and maintaining local roads, supplying water, administering local schools, providing skills training and employment for residents,(mogahee and Thayer 201 5). However, communities on a local level work with emphasis on building the economy, forgoing and strengthening the societies, and, developing the non-profit section. (Bello B 2011) Community development programs are aimed at improving the avidity of life of the people in the community. Local governments are supposed to be the strength of national development (Tijjani 2011) A quiet rural community can possibly grow into a mega city and the local leader in the place of the chairman makes this possible. The effective management administration hinges on the quality of personnel and how they are being trained for productive services to be done to the community. Therefore, the need arises for the local government administration unit to improve the human resources and manpower development, motivation, performance appraisal, proper selection of employees (Nnebe 2012).

The administration by design, is supposed to direct and control all other personnel in the Local Government. The Head of Department sees to the recruitment of new staff, pension, training, and promotion of staff. They are also in-charge of staff discipline of senior staff, retirement and even promotion which can be done based on the general assessment of the staff.

The Takum Local Government administration department setting is divided into two (2) broad sessions namely: Open Registry and Secret Registry (Tijjani 2014).

Supervisor: – The person who supervises or oversees other people or work in the registry, Scrutinizing of all incoming files for further actions and checking of all outgoing file for correct filing (Ananaba, 2019).

Receiving Registry Personnel: – is date and stamp incoming correspondence; to enter correspondence in the registry and to check enclosures of incoming correspondence.

Dispatch Registry Personnel: – his / her functions are to enter the letter or mails in dispatch book if necessary, to check authority to issue (open and closed) signature, to insert the date, to check the enclosure of each letter for issue,

Enclosure Registry Personnel:- his / her functions are to page and cross-reference and endorse a file; to check correct number of enclosure o a letter to ensure that the tracer produce the correct file or each item.

Index registry personnel: – his / her functions are to cot file numbers for all unreferenced letters by intelligent use of index; to decide when to open new files and make-up the new file cover: to maintain the index under control in accordance with the instruction (Ananaba 2019).

Transit Registry Personnel:- his /her functions are to cot where about of file whether there is incoming correspondence or which are required for action; to assist in every way the work of the tracer(s) and to bring to the attention of the supervisor all outstanding correspondence for which the files cannot be obtained (Ananaba, 2019).

Tracer Registry Personnel: – to keep PA (post after use) and BU (brought up the file) tacks neatly, tidy and in proper numerical and alphabetical order; to make frequent checks on the file and file put away the wrong order; to remove the “dead” and “closed” files to storage; to recover tattered or torn file cover and to’ remove all slips or note pinned to the file cover before putting away (Ojofeitimi, 2012).

However, there seem to be an incomplete or sub-functional impact of those registries in Takum Local Government (Cascio, 2019). The need for proper organization of a registry cannot be over emphasized bearing in mind the role which a good registry plays in general administration. For instance a registry harbor both open and secret files which contains virtually all the written document. If these are kept well, short correspondence will provide basis for future activities; For the registry to have the opportunity of performing, the registry must seek to avoid the following:

Passing of file or notice to the office or department without notifying the registry.
Holding of file unnecessarily.
Failure to secure prompt registration of correspondence which are not seen in the registry.
Changing the scope or content of a file without the knowledge of the registry.
Omission of file reference number of outgoing correspondence.
Lack of knowledge of collecting data process organization’s’ human resources. However, stabilizing the functionality of the above mentioned registries and offices is the issue of training and development.

Observing the importance of personnel management on the aspect of training and development.

Frenh (2017) states that “training and development provides the skills and knowledge required in carrying out various specialized parts of the overall task of the enterprises.” Corroborate the importance of training and development, Kelly and Donnelly (2015) opined that, “The importance of personnel management could be seen when one examines the benefits the organization derive from such a programme. Personnel management does not only help employee to improve their work performance but also enables the standard and quality of work required by the organization to be achieved and maintained, Also labour “turnover, absenteeism, industrial accidents and grievance rates if cause by ineffective learning and inadequate training, are most likely to be reduced when staff are well managed.”

Apple (2011), states that there is need for personnel management because it is instrumental to the realization of both personal and organizational goals; that “…a person’s knowledge and skills have to improved and his attitude and behavior modified by personnel management. Staff training and development is therefore a process of enhancing staff potentials, skills and knowledge in order to improve their expertise so that both personal and organisation goals will be accomplished”. While

Harbison and Myers (2012), see human resource as the ultimate basis for the wealth of nations.

“Human resources, not the capital, constitute the ultimate basis for the wealth of nations” since it is an ultimate basis for the wealth of a nations, it becomes imperative that it must be train, development and utilized for the survival and growth of the nations.

Considering manpower value, Rensis Likert (2013) says “All the activities of any enterprise (organisation) are initiated and determined by the persons who makes up that institution; plan offices, computers, automated equipment and everything else that a modern firm uses, which are unproductive except for human effort and direction and of all the tasks of managing, the human components is the central and most important task” Its maintenance through personnel management is imperative for constructive engagement.

Personnel management is a means of improving the potentials of all rank and file to meet up the challenge at hand; and entails preparing the rank and file employees for promotion to supervisory position and for improving their competence and capability while they hold such leadership assignment. According to Derek and Campman (2011), training is directed at changing people, their knowledge, experience, attitudes and other relevant of the behaviour. In this regard, personnel management is necessary.

Bryan (2013) sees training development as “ a complex educational strategy intended to change beliefs, attitudes, values and structure of individuals so that they can better adapt to. New technologies, markets and challenges and the dazzling rate of change itself.t’ Therefore personnel management is indispensable for Local Government administrative efficiency and effectiveness.

Personnel management is also seen as a means of giving the employees sufficient instructions and guidance in order to equip them on the job. This corroborates with assertion that the aim of personnel management is to give employees at all level sufficient instruction and guidance to enable them perform their jobs effectively as well as prepare them for promotion”

In recognition” of the enormous manpower requirements of the country a number of short term policy measures were proposed in Nigeria National Development Plans for accelerating the supply of the much needed categories of manpower, the measures taken ranges from the extension of existing institution to establishing of at least one post-secondary institution in each state along side with the expansion in the number of universities.

Thus, of all organizational resources, the human resource stands out as the most crucial. In this regard, the objective of personnel management in the Local Government should be to equip all personnel and those on the job with essential skills and understanding required for competent performance on the job. Moreover, with the changes introduced in the administration of Local

Governments by the Dasuki Reforms, the Local Government Basic Transition Decrees of 2011 and indeed the changing trends and circumstances in modern governmental administration (with its attendance complexities, sophistication and high mass demand in developing Nigeria) it become necessary to train and retrain Local Government Staff on their appropriate Takum Taraba state to enable them handle the assignment and or responsibilities properly.

1.2 Statement of the Problem

The study intends to examine the causes and factors that brings about the problem faced by personnel management in local government administration in Takum LGA Taraba state Local Government councils are in bad shape today perhaps due to the challenge faced by personnel management local government workers in Taraba state see it unimportant to be in then places of work and also some do not have the necessary skill needed to function effectively in their different offices therefore, this study will identify the causes and challenge and proffer solution in the challenges faced by personnel management in Takum local government area of Taraba state.

1.3 Objective of the Study

The main objective of this study is to examine the role of personnel management in achieving organizational objectives in Takum Local Government Area, Taraba State. However, the study intends to achieve the following objectives:

To examine the role of personnel administrative in Takum Local Government Area.
To determine the challenge faced by personnel administrative unit in Takum local government of Taraba state ‘
To find out the prospects and solutions of personnel administrative in achieving the organizational objectives in Takum Local Government Area.

1.4 Research Questions

This research will seek to answer the following questions:

What are the roles of personnel administrative unit in Takum Local Government council?
What are the challenges faced by personnel administrative unit in Takum Local government council?
What are the prospects and solutions of personnel administrative in achieving the organizational objective in Takum Local Government Council?

1.4.1. Research Hypothesis

For the purpose of this study, three null hypothesis were designed as follows:

H₀: There is no any significant difference between the role of personnel administrative unit in Takum Local Government Council.

H₁: There is significant difference between the role of personnel administrative unit in Takum Local Government Council

1.5 Significance of the Study

The study will be of importance to the following groups of peoples.

It will help for the growth and productivity of the local government administration.
Effective personnel management will help to create more job opportunities in the Local Government Area.
It will also help to know the role of personnel administrative unit in local government administrative.
Effective personnel management will increase the economy of the local government and serve as a reference to poor administration.

Apart from the fact that the work is to be carried out in partial fulfillment of the award of national diploma, it would also provide insight to both the writer and readers and it will serve as reference for any other research work.

1.6 Scope of the Study

The scope of the study is centered on staff and Takum local government council in Taraba state. The study also looked at how manpower development is being managed for the growth of Takum local government area.

Regarding time, comparisons could not be made with other local government in the state.

1.7 Limitations of the Study

The researcher met with some problem in undertaking this study, notably in some areas of data collecting. The problems are as follows:

Time was a problem as the time allowed for the study was grossly little.

Choosing the right local Government for case study, it was not easy to get the right local government that could give out accurate and detailed information needed by the researcher.

Resources was another constraint as the researcher was unable to execute the work more effectively due to insufficient financial resources because of this, the researcher has to make use of the little information available.

1.8 Historical Background of the Case Study

Takum is a Local Government Area in Taraba State, Nigeria. Its headquarters is in the town of Takum, it is created out of Wukari local government in June 1976, at 7°16’00”N 9°59’00”E. Takum borders the Republic of Cameroon in the south, Ussa Local Government to the west, Donga Local government to the north, District within Takum are Angwan Abuja, Fadama, logo, Gahwetun, Mbarikam, Faweñ, Rubur ukwop, rubur Rikya, Rubur ribasae Rubur Nyifiye, Kwambai, Rikwennyakwen, Rikwenmboi, Rubur Nyim.others include, PevaChanchanji, Sufa,

Shimta, Kufi, Muji, Akenten, Kufxang, Bassang. Likam, Tampwa. Nyayirim, Bariki Lissa, Sabon GidaYukuben

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Full Project – The role of personnel management in achieving organizational objective

Full Project – The role of personnel management in achieving organizational objective

Full Project – The role of personnel management in achieving organizational objective

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