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Project Topic:

THE EFFECT OF HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENTS (A CASE STUDY OF MINISTRY OF FINANCE)

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 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 86 ::   Attributes: Questionnaire, Data Analysis ::   428 people found this useful

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CHAPTER ONE

1.0         INTRODUCTION

1.1 BACKGROUND OF STUDY

    Training and development of human resource have been considered an expendable luxury in terms of financial constraints. The growth and development of any organization depends on its human resources specific cost of management to develop individual skills or a means of developing people for promotion to the next level of organizational leadership. While these views carry some validity it is rapidly becoming apparent that the development of human resources should be regarded in the large context of trends in society and the need of changing organization.

The past not much importance was attached to the role or human resource development on the growth and efficiency or organizations; no pride of place was given manpower planning and development as a safe way to enhance skills knowledge and capacities of personnel in organizations. The importance of investing in human resources has become much clear in recent years because of mounting evidences on the extent of which such investment and it live with other factors in development act an engine change.

Although human resources management is that sub-system of an organization which is directly concerned with planning controlling the procurement development compensation integration and maintenance of the human resources component of the organization. The effectiveness of this subsystem will be judge by the way her policies and practices affect the performance and productivity of individual workers will be achieved towards the realization of the effectiveness of the organization.

Today one of the major problems confronting management an organization is the most effective way of putting the right position. Management should identify and provide for its human resources to accomplish its task. The concept organizational effectiveness is that which organization as a social system give certain resource and mean fulfill its objectives without in capacitating its means and resources and without placing undue strain upon its members. The means and resources referred to have cannot be personal constituents of the organization on who the achievement of effectiveness in the organization is based through their increased performance and productivity the existence of a conducive and carefully designed human resources management policies and practice appear inevitable for the attainment of these goals. Human resources are the most vital of all the factors have to wait. Due to the immense contributions of manpower programme the government of Nigeria has set up many institutions to help in management education in the country.

The national manpower board is responsible for the periodic appraisal of requirement for manpower in all occupation and the development of measure for in service training of employed manpower both in the public and private sectors.

Among these institutions is the industrial training fund (ITF) on which these research work is carried industrial training fund was established to promote and encourage the acquisition of skill in industry and commercial with a view of generating a pool of indigenous trained manpower sufficient to meet the needs of the economy.

Other includes the administrative staff college of Nigeria (ASCON) the Nigerian institute of management (NIM) and the center for management development (CMD).

It is simply defined as the potential available organization forms the people who work in it. To fully achieve its cooperate objectives an organization must establish its human resources based adequately in both quantity and quality.

The effect of human resources on the economic and industrial development has been under corded by Paul G Hoffinan who said of all the resources required economic development of human resources appear the most strategic if the countries are to achieve the self-sustaining growth.  

Furthermore in reaction to the felt need for the development of human resources in this country the federal government established the following training agencies:

1. Industrial training fund (ITF) in 1971

2. The administrative staff college of Nigeria (ASCON) in 1973

3. The center for management development (CMD) in 1973 and 

4. Six federal training centers (FTCS) scattered in different locations across the country Lagos.

It is to this regard that the study wishes to use the ministry of finance Enugu as the case study.

1.2       STATEMENT OF PROBLEMS

     The scope of this research project was to identify the effect of human resources on the performance of government establishments. What are existing problems? As the case therefore, some of the problems to be observed in the establishments such as;

     Poor performance

  • Poor Management
  • Lack of adequate remuneration
  • Lack of training/motivation
  • Miss appropriation and diversion of fun.
  • Lack of proper perception of the government vision and mission by the administrators., rigid government policy
  • None employment of professionals
  • Too much to do and little time to do it.
  • Findings the human resources strength of the government establishment in Enugu state, with particular reference to the ministry of finance and Economic planning, Enugu.
  • Finding some causes and the effect of poor performance on the area of human resources in the ministry.
  • Finding out how and who are supposed to build up the human resources of the government establishment.

 

1.3   OBJECTIVE OF THE SUTDY

          Smith and Brown were of the opinion that goal setting as at the heart of the performance appraisal process of organization gives meaning and relevance to appraisal and development activities. The objectives of this research will be as follows:

  1. To examine the effect of human resource on the performance of the ministry of finance Enugu
  2. To examine the cause of poor performance of human resource department in the ministry of finance enugu.
  3. To examine the effect of human resource management on employees performance.

 

1.4       SIGNIFICANCE OF THE STUDY:

According to this research work, it will be of benefit to the government establishments in the following ways:

  1. It will examine the relationship between human resource and employees performance
  2. It will be of immense benefit to the federal government of Nigeria, the state government as it will discuss the importance of human resource in government establishment

 

1.5   RESEARCH QUESTIONS

The study came up with the following research questions in order to ascertain the above stated objectives; the research questions are stated as follows:

  1. What is the effect of human resource on the performance of the ministry of finance Enugu?
  2. What are the causes of poor performance of human resource department in the ministry of finance enugu?
  3. What is the effect of human resource management on employees’ performance?

1.6   SCOPE OF THE STUDY

The scope is to look into the effect of human resources in respect of the performance of government establishment is limited to ministry of finance Enugu.

1.7    LIMITATION OF THE STUDY

The research is focused on the effect of resources on the performance of government establishments (Ministry of Finance and Economic Planning Enugu). Due to certain problems that emanated from experience encountered insufficient data, high cost of transportation, difficulties in getting exeat permit from the school authority.

a.       Lack of Information: success of research depends on the availability of information or data. In this research because of the bureaucracy in the government establishments, their officials at times refuse to release certain information this contributed in limiting the scope of the research work.

b.     Finance:    Covering the whole 5 departments of the ministry would have given more understanding of the topic. But due to lack of finance it was limited to (2) two departments the personnel and statistics Departments.

c.       Time also stood as constraints to the researcher in traveling to other ministries but it was limited to only to departments in Enugu state.

 

1.7    DEFINATION OF TERMS:

Floppo (1986:10) defined human resources as the planning organizing directing and controlling of the procurement development compensation, integration and maintenance of people for the purpose of contributing to the organizational goals.

The word effectiveness, efficiency is the means that some one or something being in a state well without waste it is the ability to apply the best methods and principles in the doing of a thing or reaching a decision it is the ability to follow the best and shortest route to a destination. 

Efficiency can be defined as fitness or power to accomplish or success in accomplishing the purpose intended by oxford dictionary.

Effectiveness:

According to the same dictionary effectiveness is the ability or power to have noticeable or desired effect. Maurice Odo defined it as a effect of the means employed.

          R.B.N. Owele in a class lecture “says that effectiveness relate to production output which are intended to yield desired output from these definition the researcher regards effectiveness as the extends to which achievement has been made of set objectives

Effective:

The oxford advanced learner dictionary says that to be effective means to have a noticeable or desired effect it means to produce desired result.

          Dr. Maurice Odo says that efficiency is the means to end. He wants further to say that specific issue with the intention of achieving the set down goals.

          Manpower can be defined as the number of workers needed or available to do or perform a particular job at any period of time.

 

 

 

Productivity:

This the amount of production in relation to the labour employed it is the quantity of output resulting from a given level of resource input.

Motivation:

Motivation has been defined as the inner drive that causes one to act or person inner state that energies sustain and direct behavior to satisfy a person’s needs (Milkovich and Glueck 1995)

According to Donald (1992), motivation is the act of stimulating someone to action by creating state environment in which their motivation can be unleashed and through providing a reason or incentive for people to produce more therefore employee motivation can cause one to abandon one’s goal for the goal of an organization motivation is the key factor that gingers or energies an individual or group of individuals towards the achievement of any pre-stage goals.

 

 

Training:

To train as according to Oxford advanced learner dictionary is to give teaching and practice in order to bring to a desired stand and behavior efficiency or physical condition, training therefore is the act of teaching in the industrial or business concept. It is the act of level of the expectations of their employer. 

The sources of human resources in government establishments and as well as problem associated to inadequate human resources and to give some recommendation and suggest solution to the performance of Enugu state government with a particular reference to the ministry of finance.

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Paper Information

Format:ms word
Chapter:1-5
Pages:86
Attribute:Questionnaire, Data Analysis
Price:₦3,000
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