AN APPRAISAL OF PUBLIC PERSONNEL ADMINISTRATION IN NIGERIA: THE STUDY OF FEDERAL MINISTRY OF BUDGET AND NATIONAL PLANNING COMMISSION
The study is An Appraisal of Public Personnel Administration in Nigeria, The Study of Federal Ministry of Budget And National Planning Commission. It defines public personnel administration as the concern of the relationship that take place in work place as it affect recruitment, welfare and retirement of workers in all effort toward efficient and effective productivity in organization. The research question addressed the extent of the relationship between public personnel administration relationship between Programmes and Federal Ministry of Budget and National Planning Commission. A Descriptive Research design was used in executing the study using 75 randomly selected respondents from a population of 250 employees for questionnaire administration. However, 50 questionnaires were returned. In addition, there were face to face interviews and collection of secondary data for the study. The core aspect of the study is the use of chi-square statistically analytical technique to analyze primary data obtained. Results from the data analysis indicated that significant relationship exists between public personnel administration relationship between Programmes and Federal Ministry of Budget and National Planning Commission. The research therefore concludes with recommendation encouragement of work teams, training and re-training of employees, improvement of reward system and improvement of internal communication channels.
TABLE OF CONTENTS
Title page - - - - - - - - - - -
Certification - - - - - - - - - - -
Dedication - - - - - - - - - - -
Acknowledgement - - - - - - - - - -
Abstract - - - - - - - - - - -
Table of content - - - - - - - - - -
List of figures - - - - - - - - - - -
CHAPTER ONE: INTRODUCTION
1.1 Background To The Study - - - - - - - -
1.2 Statement Of Research Problem - - - - - - -
1.3 Objective Of The Study - - - - - - - -
1.4 Research Question - - - - - - - - -
1.5 Statement Of Hypothesis - - - - - - - -
1.6 Significant Of The Study - - - - - - - -
1.7 Scope And Delimitation Of The Study - - - - - -
1.8 Definition Of term - - - - - - - -- -
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction - - - - - - - - - -
2.2 Conceptual Clarification - - - - - - - -
2.3 Theoretical Framework - - - - - - - -
2.4 Literature on the Subject Matter - - - - - - -
CHAPTER THREE: METHODOLOGY
3.1 Research Design of the Study - - - - - - -
3.2 Population - - - - - - - - - -
3.3 Sample Size - - - - - - - - - -
3.4 Sampling Technique - - - - - - - - -
3.5 Instrumentation - - - - - - - -
3.6 Instrument Validation - - - - - - - -
3.7 Reliability of the Research Instrument - - - - - - -
3.8 Procedure for Data Collection - - - - - - -
3.9 Method of Data Analysis - - - - - - - -
CHAPTER FOUR: DATA PRESENTATION ANALYSIS AND INTERPRETATION
4.1 Results and Data Analysis - - - - - - - - -
4.2 Test of Hypothesis - - - - - - - - -
4.3 Discussion of Finding - - - - - - - -
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary - - - - - - - - - -
5.2 Conclusion - - - - - - - - - -
5.3 Recommendation - - - - - - - - -
5.4 Suggestion for Further Research - - - - - - -
Bibliography - - - - - - - - - -
Appendix I: Letter of Introduction - - - - - - -
Appendix II: Questionnaire - - - - - - - -
1.1 BACKGROUND TO THE STUDY
Personnel administration is also popularly known as human resources management. People of a country are an important asset for it, so is the case with organization. The successful functioning of an organization depends on its manpower and quality of leadership. The manpower itself does not contribute to the development of all organization; it has to be converted into human resources through symmetric planning, adequate training and proper education. (Mutiuallah, 2014). For employees to satisfy organizational goals irrespective Of their qualification or experience, they need to be trained, retrained and developed within the context of the organization objective. Development of human resources poses major challenge for developing countries like Nigeria.
With the emergence of democratic institution and the welfare state, government as well as corporate tasks are on a steep increase and so there is an increased demand for personal at every levels in terms of efficient discharge of their duties, and it is the job if the personnel administration department to ensure that this demand is met at the right time with the suitable candidate. As personal administration deals with the management of the human resources, the study of its concept, nature, scope and development Assume importance.
Nwachukwu (1988), argued that in economic terms, personnel administration contributes to the accumulation of effective and efficient human capital and its investment in the development of an economy. Countries such as Japan, German, Korea, Italy etc. are known to have attained high level of development despite the absence of mineral wealth of any significant. This personal administration of any nations is intricately integration of any nations is intricately interwoven with her economic and social development.
One important reason for personnel administration is that the task of government are increase every day development and welfare orientation have led to the expansion of government and its administrative machinery . As the tasks, responsibilities and action ties of organizations whether public or private multiply the demands of efficient dies charge of their duties also arise (Mutiuallah, 2014). This task of personnel administration is to ensure a steady source of people who can contribute to the success of ann. organization and meet the growing demands of development.
Many organizations including the federal commission need employee who will contribute effectively having the capacity of carrying out his or functions compactly highly motivated with confidante and consistently more productive than employee of equal physical ability. Some organizations have staff with ability and determination marched with appropriate equipment and managerial support yet productivity falls below expected standard. It against this background that this research was conceited using Federal Ministry of Budget and National Planning in Nigerian to carry out a thorough research on the appraisal of public personnel administration in Nigerian
The Federal Ministry of Budget and National Planning Commission (the focus of the research) was created as a result of the merging of government agencies at the exception of President Mohammed Buhari administration in 2015. Before now it was only federal ministry of national planning commission that exist as a federal ministry while budget was incorporated into it to make the ministry more strategic in affairs of Nigeria planning and financial presidency. However the Federal Ministry of Budget and National Planning Commission is in indelible mark period of contribution effectively to the country development
Consequently, according to Deming (1968) agencies of regulation must themselves reregulate. If the Federal Ministry of Budget and National Planning Commission is to perform its functions satisfaction as the controller and manager of the funds and development of the federation in this mille mum it should develop its work force for the enormous challenges ahead
1.2 STATEMENT OF THE PROBLEM
The success of any organization depends very crucially on the efficiency and effective use of unit’s skilled trained and productive employs. Therefore public personal administration is an important aspect of human resources management today. One important reason for public personal administration is that the task of government are increasing every day that call for additional and improved skill if workers and management. New jobs often required some new skills, workers and development shift. Much organization including the federal ministry of budget and national planning commission need employee who will contribute effectively having the capacity of carrying out his or her functions competently highly pated with conference and consistent more productive than an untrained employee of equal physical ability. An untrained ill competent and lowly motivated employee is a threat to the organization some organization in Nigerian have employees with ability and management public personal administration department , set productivity fall below expected standard. The missing linking is in adequate development and appraisal. From the foregoing analysis we are confronted with the following problem for investigation and subsequent remedies:
a) The problem of declining productivity or low quality output which are acquired through development of labor force
b) High rate of labor turn over in organization which is caused by frustration or inability or the organization to motivate its labor force by mean of training and development and unproductive employee hates his work and abandons it at the slightest provocation resulting from lack of motivation, trading and development
c) There is problem if transfer of learning. Some of the concepts and principles taught in envelopment programmers are two academic or explained in theoretical framework an very different to apply in real life seduction or at work place
d) There is a consequence of pooling system in which staffs that are trained in account procedure and treasuring to management are transferred to other ministry or department
1.3 OBJECTIVE OF THE STUDY
The objectives of this research is to study and recommend ways in which public personal administration can lead to higher productivity in the Nigeria public sector in funeral and federal planning commission particular
Therefore the objectives which these embodiments research record set to achieve can be stated this:
a) To study the type of personal administration programmed are les for staff in organization as and advise the federal ministry of federal ministry of budget and national planning commission
b) To study the benefits of public personal administration of federal ministry of budget and national planning commission
c) The identify the problem associated with public personal administration with a view to recommend remedies as an expert opinion
d) To study effects of pooling system involve the inter mums trial transfer of staff of Federal Ministry of Budget and National Planning Commission to
e) To identify the consequence of inadequate human capital develop of employees in organization
1.4 RESEARCH QUESTION
In this study, an attempt will be made to provide answer to the following question
1. How does public personal administration programmes influence staff if organization
2. What is the relationship between public personal administration programmes and Federal Ministry of Budget and National Planning Commission?
3. To what extent do problem public personal administration organization
4. What are the available benefits of public personal administration to federal ministry planning commission?
1.5 STATEMENT OF HYPOTHESIS
The following hypotheses formulation would be tested to help provide answer to the research question
Ho: Public Personnel Administration programmes cannot lead to increase Performance in the Federal Ministry of Budget and National Planning Commission.
H1: Public Personnel Administration Programmes can lead to Increase Performance in the Federal Ministry of Budget and Nation Planning commission
Ho: There is a significant relationship between public personnel administration programmes and Federal Ministry of Budget and National Planning Commission
H1: There is no significant relationship between public personnel administration Programmes and Federal Ministry of Budget and National Planning Commission
1.6 SIGNIFICANT OF THE STUDY
This study is an attempt to explore extent of the relationship between public personnel administration relationship between Programmes and Federal Ministry of Budget and National Planning Commission of a human resource practice However, it is partly a not a new subject for research in Nigeria. Looking towards all scholarly studies completed in Nigeria, it is observed that there is insignificant research work done on this subject matter and this has created a wide gap, which needs to be filled up by the present and the near future human resource management researcher, scholars and practitioners. Finally, it is to aid management of public organization and agencies to embrace this scheme to better their organizational productivity and growth, also be able to meet the challenges of change in the future.
1.7 SCOPE AND DELIMINATION OF THE STUDY
The study is An Appraisal of Public Personnel Administration in Nigeria, The Study of Federal Ministry of Budget And National Planning Commission. It defines public personnel administration as the concern of the relationship that take place in work place as it affect recruitment, welfare and retirement of workers in all effort toward efficient and effective productivity in public organization.
1.8 DEFINATION OF TERMS
Productivity: This is a measure of the efficiency of production, that is of production’s capability to create income, which is measured by the formula real output value minus real input value.
Management: This is made up of top and middle level management. Top management includes shareholders, boards of directors and managing director while the middle management includes heads of department, managers, deputy and assistant managers.
Top Management: This is management paradigm in which decision starts from highest echelon to the lowest echelon of an organization, the participation of employees in decision making extremely or does not exist.
Bottom-up management: This is modern management paradigm in which decision making starts from the lowest echelon to the highest echelon of the organization. This encourages brainstorming between the management and the employees before decisions are taken on a particularly issues, sentiment it is called industries democracy.
Performance: This about employee input-output measured relationship. Performance is employee productivity
Motivation: This describes the level of desire workers feel to perform, regardless of the level of joy or happiness.
Human Capital: This refers to the skills, knowledge and experience possessed by an individual, this formed the terms of terms of value or cost to an organization.
Adamolekun, L (1978) studies in Nigerian administration Ibadan: spectrum Book Ltd
Adewumi, W, (1988) an introduction to business administration Lagos Macmillan (Nig) Ltd
Deming, L (1968) management theory and application London: Longman
Mutiuallah, A., O (2014) Revisiting public administration With Advanced Attitude, Abuja reading book ltd
Okechukwu, E.U. (1994) Industrial Democracy in the Third World: A case study of Nigeria and India, New Delhi South Asian Publishers.