PERSONNEL MANAGEMENT AS A LIFE WIRE AN ORGANISATION (A CASE STUDY OF INTERNATIONAL TOBACCO COMPANY ILORIN)

posted on September 3, 2019

TABLE OF CONTENTS

Title page i

Certification ii

Dedication iii

Acknowledgements iv

Table of Contents vi

CHAPTER ONE

1.1 Introduction

1.2 Objective of the study

1.3 The scope of the study

1.4 The significance of the study

1.5 Historical background of the case study

1.6 Definitions of key concepts

CHAPTER TWO

2.1 Scholars view on personnel management

2.2 Benefits of personnel management to an organization

2.3 Functions of personnel management

CHAPTER THREE

3.1 Research Methodology

3.2 Instruments or Tool used

3.3 Sample size

3.4 Sampling method employed

CHAPTER FOUR

4.1 Data presentation

4.2 Data Analysis

CHAPTER FIVE

5.1 Summary of findings

5.2 Conclusion

5.3 Recommendations

References

Questionnaire

ABSTRACT

People as seen in an organization are the key to either success of failure to the objectives of such organization, in which personnel management Is the responsibility of all those who manage people (which the frame work) as well as giving a description of the work to those who are employed specialist, it concerns itself with understanding the position of the employee in an organization as it affects all objectives.

It recognizes the human factors of an organization which is the life wire and implements plans, policies in a way to achieve the purpose.

In the course of this study, how personnel management works in an organization how effective the personnel management benefit of personnel management and the function of personnel management will be discussed which I believed will help companies both in private and public sector.

This project will be in five (5) chapter one will deal with introduction aims and objectives, scope of the study, significance of the e.t.c

Chapter two will deal with literature review i.e analysis of relevant text on the study. Here theories propounded on personnel management by scholars comments and views of the author will be reviewed.

Chapter three will deal with research methodology, instrument or tools used the samples size and sampling method employed.

Chapter four will contain method of data collection and analysis of data.

Lastly chapter five will contain summary, conclusion and recommendations to the problem examined.

CHAPTER ONE

1.1 INTRODUCTION

Recently managers in organization began to realize the importance’s of human elements in the achievement of set goals and objectives. Rather, two much emphasis and attention were focused on the material resources (both Agricultural and Mineral Endowments) while less attention are paid on the workforce (human resources workers).

However, there is swift shift in attention from material resources to human resources among few managers. Although, of all resources available to human an organization, people remain the most important, most valuable yet most complicated, least understood and most difficult to predict.

Therefore “personal management” is primarily concerned with the study of the human resources available to an organization i.e. how to get the right people, at the right time and at an economic price to carry out some functions expected of them.

Moreover, we can define personnel management as the management of people (human resources) at work.

We can also define it as “the recognition of the importance of an organization work place as vital human resources contributing to the goals of the organization and the utilization of several activities and function to ensure that they (human resources are used effectively and fairly for the benefit of the individual organization and society.

It is the employees who determine what to produce (goods and services), the quantity that may be required by the users, what mix of the different varieties of raw materials needed, when to produce, where to sell and at what price.

The basic or traditional functions of personnel department include the following;

1. Job design and job analysis

2. Manpower planning

3. Staff or Employee Acquisition – Recruitment, Selection and Placement.

4. Job Evaluation

5. Wages and Salaries Administration

6. Employee Performance Appraisal

7. Training and Development

8. Industrial Relation and Joint Consultation

9. Employee welfare (occupational health and safety)

However, modern personnel management performs other roles in the industry, which include motivation and organizational development.

Furthermore, personnel manager also deals with the human aspect of management. No study of management is complete without taking human behavior and attitudes into considerations. It is right said that “nothing is superior to man” not even the machine, computer robot or any other valuable.

PERSONAL MANAGEMENT