CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
Management of Human Resources is that function of all enterprises which provides for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees. Everyone appears to agree that the present and future survival of any cooperation or enterprise, depends on the proper management of her material and human resources.
The management of both resources and all other resources is in the hands of specific human beings.
In any organization, be it private or public, a lot of money is spent on recruiting, training and motivational incentive towards improving the welfare of employees; all in connection with better production and operating activities of the enterprises. Since a lot of money is being spent in acquiring human resources, it is important to ensure adequate management of such resources and properly and effectively without some understanding of what he or she is trying to manage.
Therefore, it is the concern of managers, with the assistance of personnel, to ensure that there are people in the organization to do the job that need to be done.
The old time management believed that concentration on the material resources was not sufficient. Today, it has been realized that to achieve satisfactory production, management must depend on all necessary skill and knowledge of the worker as a social and human factor. To provide an efficient service by human resources, it requires a clear management of human functions in the provision of its service.
Therefore, human beings the springboard to productivity and where much money is being spent to acquire them, need to be adequately managed so as to achieve the purpose for acquiring them. For most organizations, human resources management is one of the most important, if not the most important function. After all, in almost every organization, the most valuable resource is the human resource.
1.1 STATEMENT OF THE PROBLEM
In carrying out this study, I am concerned with the management of human resources, and how its managerial efficiencies contribute to the attainment of the objective.
It is pertinent therefore, to be concerned with the managerial efficiency and performance, the problem of human resources in the selection, training, retraining of personnel for better performance.
1.2 OBJECTIVE OF THE STUDY
The study as intended should enable us determine the success of managing Human Resources activities based on management as “the art and science of achieving objective of an organization in the most efficient way. It also includes getting things done through other people. And the effective control of men, money, machine and materials to achieve goals.
This objective includes methods of selection of employee i.e. recruitment, training and retraining, promotion, motivation, adequate and equal opportunity to maintain standard and good wages and remuneration in order to maintain an efficient Human resources in the civil service.
1.3 SIGNIFICANCE OF THE STUDY
The significance of this study is to evaluate human resources needs, and getting the best of work from each employee by providing the right incentives and job environment, all with the goal of meeting the objective of the organization. If therefore, an appropriate range of HR policies and processes are developed and implemented effectively, the human resource will make a substantial impact on firm performances.
1.4 SCOPE AND LIMITATION OF STUDY
The study is undertaken to cover the organizational activities of the civil service and its effective utilization of human resources material. The obvious limitation of time and money on the part of the researcher makes impossible for comprehensive study of other essential departments.
1.5 DEFINITION OF TERMINOLOGIES
D.G - Director General
M.D - Managing Director
ZONE - Designated area of coverage
ARTIST - Professional actor in drama etc
U.G.S.S. - Unified Grading Salary System
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The study aims to enhance human resource-related issues and, in the end, to be a document that aids in the development of YEA and public-sector policies.
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