SHORTAGE OF HUMAN RESOURCES IN GOVERNMENT ESTABLISHMENT PROBLEMS AND SOLUTIONS
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SHORTAGE OF HUMAN RESOURCES IN GOVERNMENT ESTABLISHMENT PROBLEMS AND SOLUTIONS
CHAPITRE ONE
1.1 BACKGROUND OF THE STUDY
Many individuals, particularly the wealthy, will be perplexed as to why there is a scarcity of human resources. A study on the scarcity of human resources will appear to be posing an obvious question.
To answer the obvious question above, I shall first emphasise the importance of human resources in any economy. Wental French defined human resources as “all individuals involved in any of the organization’s activities, regardless of their level.”
According to the above definition, human resources are men and women who work for an organisation and are either part of or not part of the human resources. In ministries, for example, it can range from commissioners to messengers.
The Ministry of Finance and Economic Planning, which was established with the founding of the eastern region, has the major duty of revenue generation through the board of internal revenue, treasury, and the release of funds for the government’s day-to-day operations. This ministry is suffering from a lack of human resources.
The investigation revealed that one of the causes of the shortage is that the state government has stopped employing people since 1994, without taking into account that even those who are employed have left the service due to retirement, voluntary withdrawal due to low pay, state creation, death, and so on.
In the meanwhile, for any company to fulfil some of its goals, it must assure not just a sufficient supply of human resources, but also that they are appropriately motivated. This is due to the fact that all actions in the company, from the beginning to the conclusion, rely on human resources.
We can conclude from the foregoing that the purpose of any organisation cannot be achieved solely by supplying or ensuring an appropriate supply of human resources.
Furthermore, Harish C. Jain stated that this assumption suggests that people will be motivated to perform their work efficiently to the extent that they are content with these jobs. Workers will work harder if they are rewarded.
The higher the extent to which an employee’s requirements are met on the job, the more likely he will respond with gratitude or loyalty by producing well on that job.
Another way of saying this is that, while the duty of inspiring employees is shared by the entire management team, managers have a larger role to play. He stated that managers have increased responsibilities. He stated that the manager provides more continuous day-to-day coaching, evaluation, and encouragement than ever before.
He was attempting to imply that the boss has an advantage in encouraging employees. Only when the manager collaborates with their employees will they be able to identify and solve their problems for a better outcome.
However, the following is expected to be obtained in government establishments, but revenue was not obtained, resulting in a deficit of human resources. According to certain interviews with government personnel, the government stopped hiring as early as 1985. This lasted until 1989, when the structural adjustment plan (SAP) was implemented.
This imposed even greater restrictions on work. As a result of all of the above, including the ones listed below, causing a shortage of human resources in government establishments, retirement voluntary withdrawals without replacement,
death, creation of new states in 1991 and 1996 contributing to a shortage of human resources in Enugu State, government establishments began to experience a greater shortage of human resources in the final analysis.
Finally, this research will contribute to determining the reason and impact of the scarcity, as well as some suggestions on how to effectively repair the situation.
1.2 STATEMENT OF THE PROBLEM
1. Identifying the government establishment’s human research strength in
Enugu State, with special reference to the Ministry of Finance and
Enugu’s economic planning (MFEP).
2. Identifying some of the ministry’s causes and effects.
3. Determining how and who is responsible for increasing the human resource of
The government is in charge of the ministry.
4. Discovering which grade levels have human resources.
There is a shortage in the ministry.
1.3 OBJECTIVES OF THE STUDY
Smith and Brown believe that goal setting is at the heart of the performance appraisal process since it provides many and relevant appraisal and development tasks.
i. Informing the government of the strength of their human resource
in Enugu State are insufficient. As a result, after the departments involved have been changed, the study’s goal will be met.
ii. Determine the levels at which the shortfall exists. This will let the
For swift response, the government or department is interested in knowing the particular levels where the recruitment operation will focus.
iii. Finally, to determine how and where the government’s human resources should be increased.
The resources administration as a body should make an effort to identify the segment of its organisation that is entrusted with the responsibility. The effect of determining how and who is to advise them on some of the reasons and consequences of the shortage. This is due to the fact that only after determining the root cause of an issue can a solution be proposed. The solution is to immediately begin recruiting more human resources.
1.4 THE SIGNIFICANCE OF THE STUDY
The following will be the significance of this research:
1. Reduce unemployment – Unemployment is a scenario in which all of the workers are out of work.
Men and women who are capable and wanting to work are not given the opportunity to do so. Mismanagement of existing human resources is one of the causes of unemployment in Nigeria.
Some academics, however, believe that the reason for unemployment is that those who are unemployed lack the skills required in modern industry. According to LC. Hunter and.O.J. Roberson’s contribution, the changing structure of labour needs towards more highly trained individuals means that those who are employed are usually not capable of filling jobs where there are significant shortages.
When this research reveals the levels where a scarcity exists, we will be able to advise the government. The suggestion will allow the (government) to begin hiring additional human resources. The upshot will be a reduction in, if not complete elimination of, unemployment.
ii. Reducing the shortage and misery of the small staff
already in service. The importance of this study is to identify the levels where the scarcity occurs and to advise the government to begin recruiting. If the government recruits them, it will tend to alleviate the pain of those who are already in business. As a result, the task of a single employee will be divided among several employees.
Finally, informing the government that the time has come for them to begin managing their people resources. According to Leonard F. Sayles and George Straus, management must create an ordered path-
ways down as well as up, and attempt to minimise the human and organisational upheaval associated with job cuts. This indicates that when the government begins to manage her human resources, such as planning, organising, coordinating, directing, and managing her human resources, any disturbance in economic activities will be minimised, if not eliminated.
1.5 THE HYPOTHESIS
The following hypothesis was developed to evaluate the shortage of human resources in government establishments, using Enugu State’s Ministry of Finance and Economic Planning as an example.
1. Ho: Understaffing affects the Ministry of Finance and
Budgeting is a type of economic planning.
Hi: In the Ministry of Finance, understaffing has no effect.
Financial and Economic Planning (MFEP).
2. Ho: The public sector’s pay system is in limited supply.
Human resources are available in the government establishment.
Hello: The pay system in the public sector does not generate
Human resources are in scarce supply in government establishments.
3. Ho: Workers who are known to be celebrities are rarely seen in the ministry.
Hi: Star employees can be found in the ministry.
1.6 SCOPE AND LIMITATIONS OF THE STUDY
My case study, the Ministry of Finance and Economic Planning Enugu, is comprised of five (5) departments: finance and supply, personnel, treasury, plan research and statistics, and the library. This will only apply to personnel and statistics departments.
The research also has certain shortcomings.
i. Finance – encompasses the entire four (4) departments of the Ministry of Finance.
Finance and Enugu Economic Planning would have provided us with an understanding of the topic, but owing to a shortage of funds, it would be confined to personnel and statistics.
ii. Time constraint – Another key issue on this is time.
research since there isn’t enough time to go into detail about the study topic.
iii. Inadequate information – For a study to be successful, there must be adequate information.
The availability of the information or data acquired in this research is limited due to bureaucracy in government establishments, including the ministry of finance and economic planning.
1.7 DEFINITION OF TERMS
1. MFEP stands for the Ministry of Finance and Economic Planning.
2. SAP stands for Structural Adjustment Programme.
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