Managing Personnel For Greater Efficiency

MANAGING PERSONNEL FOR GREATER EFFICIENCY

(A CASE STUDY OF NIGERIA BREWERIES PLC, 9^TH MILE CORNER)

ABSTRACT

Human resources management is emerging as a major determinants of organizational effectiveness.  An organisation success depend on the efficient of its human resources.

Nevertheless, there continues to in organisation, a failure to recognize the true importance, of planning and managing personnel for greater efficiency.  It is the consequence of this neglect that this project proposes to work into our study will be focused on Nigeria Breweries Plc, 9^th Mile Corner.

I hope to work into problems such as how efficient or inefficient management of personnel effects that progress of the organisation, how its affect the skill, knowledge and attitude of workers and consequently their productivity.  How it affects corporate objective and workers performance and how it enhances the utilization, of human resources potentials and man power planning.  To carry out the research, work for research questions were put forth.

-        Does Personnel Management contribution to increase workers performance.

-        Can co-operate objective be achieve through effective personnel management?

-        What are the contribution of the organisation, to words the development of workers in the organisation

-        does training and financial incentives contribute to staff performance in the organisation.

-        It is clear that personnel management contribute to increase workers performance.

-        It is concluded that effective personnel management application could lead to corporate objective attainment.

-        That the organisation engage in training and financial incentives contrites to staff performance in the organisation. 

This are the findings made after the analysis of the data collected.  The study will concluded.  Any organisation that does not manage its human resources efficiently, and effectively will have reduced productivity, level through this may not be obvious in the short run as supervision of employees, will lead to target being met.

TABLE OF CONTENTS

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of contents

CHAPTER  ONE

1.1     Background Information/Introduction

12.     Statement of the Problem

1.3     Objective of the Study

1.4     Significance of the Study

1.5     Definition of Terms

REFERENCE

CHAPTER  TWO

2.1     Literature Review

2.2     Definition of Management Function

2.3     Problems of Management function

2.4     Summary of Findings

REERENCE

CHAPTER  THREE

3.1     Data Presentation

3.2     Analysis of

3.3     Recommendation

3.4     Conclusion

REFERENCES

          BIBLIOGRAPHY

CHAPTER   ONE

INTRODUCTION

1.1              BACKGROUND INFORMATION/INTRODUCTION

Personnel Management may be viewed as a function and as a responsibility in an organisation, which is performed by a particular department the personnel department most importantly.  It is an orderly way of fitting people into organizational structure (such as in the area of job description wages and salary administration.  Apart from accounting for the highest expenditure of an organizations financial resources.  In actual sense, this (personnel management) emphasizes on managing human resources.  It also involves, in recruitment, selection, compensation, training etc.  It had its origin during the industrial revolution, in Europe and America.    There was failure in the need to bring the workforce together.  At this period the number of people employed in industries were great and there were the need to clearly demonstrate and differentiate between the employers of labour and the employers for the purpose of determining wages and salaries.

In addition to this there were also the need to integrate motive, direct and control the activities of the workforce.  However, since the industrial revolution of the 17^th and 18^th Century and pace of industrialization.  It become imperative that business organsation in particular and other aspects, of human endeavour in general need to employ workers and mobilize them towards accomplishing

The modern concepts of personnel management however does not concentrate on the achievement of co-operate objectives to the exclusion of the needs and interest of the individual employee.  This was clearly emphasized by Amestrong (1987).  When he stated that “Personnel Management is concerned with development in an organisation’s climate and management is concerned with developing an organisation’;s climate and management, style which will promote effective efforts and co-operation and trust between all the people working in it, and with helping the enterprise to meet its obligations and its social responsibilities towards its employee with regard to the condition of work and quality of life provided for them.  Abel Ubeku (1975), had his own view stating that “Personnel Management came with the Colonial Masters when they established a number of organisation like Royal Niger Company (later UAC).  It does not mean that there were no personnel management in Nigeria before colonization rather it was “instructed”.  The personnel function