ROLE OF PERSONNEL DEPARTMENT IN AN ORGANIZATION
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ROLE OF PERSONNEL DEPARTMENT IN AN ORGANIZATION
CHAPITRE ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Looking for people seemed to be adequate at one point in our history for deciding to work in the field. Personal department is one of our most difficult and challenging fields of endeavour. Not only must the majority of the firm’s needs for efficient and effective work be met, but the personal as well.
Managers must be concerned with the expectations of both employees and society as a whole. Society as a whole has generated human resources to meet important demands that go beyond “workforce” status.
The employee is a firm’s tool, a human being, and a citizen all at the same time. Personal managers, according to Weichrich and Koontz (2005), are responsible for establishing and maintaining an environment in which individuals working in groups efficiently accomplish certain goals.
As the manager gained experience in performing these responsibilities, he realised the need of determining and addressing the demands of the people that comprised the workforce. He or she was always looking for a programme that would help him or her achieve both organisational and personal goals.
The job was made more difficult by factors such as the rise of modern labour among societal members with lower educational levels, the increasing size and complexity of the organisation and its technology, and the insistent, and at times violent, demands of less privileged segments of our society.
As a result, the modern personal manager must have a comprehensive foundation in subjects such as psychology, sociology, philosophy, economics, and management.
He or she must deal with challenges and situations that do not always have obvious solutions. An ability to recognise what is not logical, a capacity to project viewpoint, and a competence in forecasting human and organisational behaviour will be necessary.
Because society’s expectations regarding appropriate treatment of its citizens are constantly changing, the personal manager occupies a unique position in the firm with regard to defining and fulfilling this encourage social role; her obligations are primary there in numbers.
Assuring that expectations regarding work life quality are met.
Ensuring that the organisation complies with applicable rules and regulations that affect employees and.
Participating in the planning and implementation of regular social audits.
Aside from adequate understanding and a safe work environment. There is evidence of increased desire for demanding and exciting occupations in the environment, according to respect for personnel privacy, allowing greater individualism in appearance and lifestyle, and assisting in career planning for life.
When the executive’s ability to make lateral decisions is limited, a form of cooperative constitutionalism is emerging in private enterprise. When an employee joins an organisation, he does not give up his society citizenship.
There will be more expectations in terms of “due process” in deciding on layoffs and discharges, as well as freedom of speech in regard to reporting hazardous or illegal organisational practises and the right not to expose personnel information pertaining to the organisation.
It has been proposed that enterprises be measured in terms of factors that show the quality of work life, such as absenteeism, turnover, alcoholism, drug addiction, and mental illness. If “acceptable levels” are surpassed, corporations should be punished or taxed, just as they are when they pollute the water excessively.
Of course, measuring and determining what are appropriate levels are challenging problems. Furthermore, it is far from obvious that the quality of one’s working life is the sole conceivable path for anabolism, drug addiction, and mental disease.
While some firms successfully ignore treat issuing firm failures to improve the quality of work life, they are much less able to avoid the uniform measures imposed by governmental legislation each year a greater obligation is placed on the personnel manager to ensure organisational compliance with a slew of laws and governmental rules concerning living tracing compensating and utilising various special groups in society.
Personnel department is gradually becoming a legislative procedure as society has grown weary with volunteer “social action” and through personnel department owns much to government involvement.
STATMENT OF THE PROBLEM
Despite the importance of the personnel department, most organisations do not give adequate priority affection to the importance role personnel department are of the utmost benefit to organisation.
This work is set out to uncover the effectiveness of the personnel department in on organisation and to martin a workforce that would instrumental to organisation productivity.
PURPOSE OF THE STUDY
To identify the various personnel management tactics used to influence employees in order to evaluate the dependability of workers (employed) loyalty on good personnel department in Setraco Nig Plc.
To plan for the organization’s future employee needs in terms of skills, numbers, and ages in order to make the best use of the current human resources, and to understand the techniques utilised in role implementation.
RESEARCH QUESTIONS
Is it true that an organisation requires a personnel department to improve effective planning?
Is it necessary for an organisation to have a people department?
To what extent does the personnel department benefit the organisation?
THEORY OF THE HYPOTHESIS
The First Hypothesis
To improve successful planning, organisations do not require a personnel department.
To implement good planning, the organisation need a people department.
Hypothesis No. 2
A personnel department is not required in any organisation.
A personnel department is required in any organisation.
Three Hypothesis
The personnel department does not benefit the organisation.
The personnel department benefits the organisation.
SCOPE OF THE STUDY
This study focused on the role of the personnel department in a single organisation. This study investigates the low personnel department as an imputed instrument for affecting employee relations in the Setraco Nigeria Plc. It also investigates the basic necessity for personnel planning and the role of the personnel department.
SIGNIFICANCE OF THE STUDY
The study is important in determining the importance of the personnel department in affecting employee relations in the Setraco Nigeria Plc, as well as how mutual understanding exists between employees and management.
It is also useful in determining the various methods of creating and sustaining this relationship. The study’s goal is to discover different personnel strategies, examine their execution, and analyse the outcomes of these techniques when they are used. It will also reveal the level of personnel management awareness among the various employees.
LIMITATIONS OF THE STUDY
During the process of gathering information for this study, word textbooks, journals of interest, and magazines were utilised as secondary sources of information, which culminated in the final drafting of this work.
The study had some drawbacks. Time was also a restriction in online browsing and photocopying of important materials due to a lack of sufficient textbooks.
These limits have a significant impact on the work’s quality.
DEFINITION OF TERMS:
Is the process of establishing an organization’s objectives and goals, as well as the development of a decision model for determining the best way to achieve them. It is deciding in advance what to do how to do it, when to do it and who is to do it.
: it is the act of breaking up the work to be carried out into homogenous activities grouping activities under units department or divisions.
: Is a process of guiding conduct and influencing people so that they well strive willingly towards the achievement of group goals. : this has to do with ensuring that the actual performance confirm with standard hence in case of deviation activities will be redirected to achieve organizational objectives.
: this refer to specific of active designed to prepare active the designed to prepare and groom a worker with particular education and training for higher responsibilities.
: is a process when the personnel department takes cognizance of a commensurate compensation this is to achieved job description, job specification job evaluation job analysis, job classification wage policy & structure,
and fixing of fringe benefits and other incentives payment plants. : this is the processed repainting & replacing warn out parts of a machine & lubricate them.
If an able work force is to be maintained, the labour force demands far more attention than machines.
The interaction between workers’ management and the community living in a group society is referred to as the social audit.
: refers to the process of carrying out a task or piece of labour in an effective and efficient manner.
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