- MOTIVATIONAL TECHNIQUES IN THE PUBLIC SERVICE AND THEIR EFFECTS ON JOB PERFORMANCE OF PUBLIC SERVANT
- ASSESSMENT OF PUBLIC/PRIVATE PARTNERSHIP AND THE NEW PUBLIC MANAGEMENT IN LAGOS STATE CIVIL SERVICE
- ASSESSMENT OF SERVICE COMPACT (SERVICOM) ON PUBLIC SERVICE DELIVERY IN SELECTED FEDERAL TEACHING HOSPITALS IN NIGERIA: A STUDY OF SOUTH EAST (2004 – 2013)
- COLLECTIVE BARGAINING AS A MEANS OF MANAGING CONFLICT FOR HARMONIOUS INDUSTRIES RELATION IN PUBLIC SECTOR (A CASE STUDY OF NIGERIA PORT AUTHORITY)
- THE ROLE OF HUMAN RECORD MANAGEMENT ON PUBLIC SERVICE EFFICIENCY (A STUDY OF LAGOS STATE MINISTRY OF ENVIRONMENT).
- THE ROLE OF LEARNING AND DEVELOPMENT ON STAFF PROGRAMME IN PUBLIC SERVICE PERFORMANCE (A Case study of Oyo State Ministry of Establishment and Training, Ibadan)
- AN ASSESSMENT OF PUBLIC PRIVATE PARTNERSHIP AND THE NEW PUBLIC MANAGEMENT IN LAGOS STATE CIVIL SERVICE
- ASSESSMENT OF CIVIL SERVICE REFORMS IN THE NIGERIAN PUBLIC SECTOR (A STUDY OF POWER HOLDINGS COMPANY OF NIGERIA
- EFFECT OF PERFORMANCE MANAGEMENT ON SERVICE QUALITY IN THE PUBLIC SECTOR (A CASE STUDY OF OLORUNDA LOCAL COUNCIL DEVELOPMENT AREA)
- MOTIVATION AS TOOL FOR WORKERS’ PERFORMANCE IN THE PUBLIC SERVICE ADO-ODO/OTTA LOCAL GOVERNMENT AREA OF OGUN STATE.
MANAGING HUMAN RESOURCES IN PUBLIC SERVICE IN LAGOS STATE (A Case Study of Lagos State Water Corporation)
This research examined Managing Human Resources in Public Service in Lagos State with special reference to Lagos State Water Corporation. The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample, this was used to eliminate biasness in the selection process of the respondents.
Data garnered were presented on table using percentage and the formulated hypotheses were analysed with the used of Chi-square statistical method. The result of the analysis shows that good welfare package will change the attitude of workers in the civil services to perform efficiently and effectively. Also, education and training have significant effect on the development of workers which in turn affect their job performance and productivity, and finally, Recruitment and selecting of evitable candidates for a particular job will improve the performance and productivity of the job holder.
Based on the conclusion of the analysis recommendations were proffered to the staff and management of Lagos State Water Corporation.
TABLE OF CONTENT
Cover Page i
Table of Content iii
CHAPTER ONE: INTRODUCTION
1.1 Background Information 5
1.2 Statement of the Problem 6
1.3 Purpose (Justification) of the Study 7
1.4 Scope and Limitations of the Study 7
1.5 Significance of the Study 8
1.6 Definition of Terms 9
1.7 Hypothesis 12
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 13
2.2 Definition of Human Resources Management 13
2.3 Development of Personnel Management in Nigeria 15
2.4 Labour as an Important Factor of Production 17
2.5 Role of Human Resource Management 20
2.6 Industrial Relations 33
2.7 Summary of the Literature Review 34
CHAPTER THREE: RESEARCH DESIGN METHODOLOGY
3.1 Introduction 36
3.2 Research Design 36
3.3 Research Instrument 36
3.4 Method of Data Analysis 38
3.5 Reliability of the Study 38
3.6 Validity of the Study 39
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION
4.1 Introduction 40
4.2 Analysis of Respondents Bio Data 41
4.3 Analysis of Research Statements 44
4.4 Testing of Hypothesis 54
CHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1 Introduction 57
5.2 Summary of Findings 57
5.3 Conclusions 58
5.4 Recommendations 59
1.1 BACKGROUND INFORMATION
The management of human resources is crucial to the growth and survival of any organization particularly those who encounter on a regular basis unhealthy rivalry in the highly competitive adopted in a realistic human resources system, planning and utilization that could motivates as well as carry along entire workforce in the effort towards attaining the organization goal.
Because the kingdom of heaven runs on righteousness, the organizations of this world are practically run by Men-Human Resources to enhance the survival of an organization.
Perhaps, it is important it is to note that basically there are three major factors of production namely: Land, labour and capital, has been regarded as the most important of production because they are needed to activate the other factors for the attainment of the objectives of an organization.
Human resources is not capital constitute of the ultimate basis for the wealth of any nation. They are the active agents who accumulate capital, exploit natural resources build social, economic and political organizations and carry forward national development, it is therefore clear that any country which is unable to develop skills and knowledge of its people and effectively utilize them cannot develop anything else. The deficiency with which an organization is operated depends largely on how its human resources are being managed and utilized. To achieve this, the management of the people involved, otherwise known as personnel management or human capital management has to enunciate programmes which ensures the proper recruitment, selection, education, training, as well as welfare services that will motivate the staff s in other to be dedicated to the goal and objectives of the organization.
1.2 STATEMENT OF THE PROBLEM
The civil service both (federal and the state) is the largest employer of labour and is associated with vices which include; inefficiency, waste and ineptitude. Akintoku, (1999). Lacks of job satisfaction are exhibited through various act of indiscipline raging from non-chalant attitude to work, lateness and absenteeism, kick-backs to stealing and damaging of items which cost the government to provide.
This attributes are uncommon in the private profit – seeking organizations. Therefore this study looks into the following:
i. Find out why civil servants such negative behaviour
ii. Evaluate the impact of such behaviour on their productivity and
iii. Proper solutions.
1.3 PURPOSE (JUSTIFICATION) OF THE STUDY
Because human resources is considered the most important of all organization. As a result, human beings make things happen efficiently. However, effective human resources managing cannot be over emphasized because the resources or factors of production depend on its efficiency.
1.4 SCOPE AND LIMITATIONS OF THE STUDY
The study would only examine the effect of effective human resources managing in the civil servant both of the federal and state level. In effect, the study will examine how selection and placement of staff, training and development of staff as well as welfare policies which are sub-sets of the management of human resources are effectively utilized to achieve desired results in the civil service.
However, considering the time limit, distant and financial constraint the study will be limited to two governments owned corporation in Lagos State. The names of the corporation to be sampled are:
i. Lagos State Water Corporation
ii. Nigerian Railway Corporation
1.5 SIGNIFICANCE OF THE STUDY
This research study is carried out to identify and analyze the cases of inefficiency and in-discipline in the civil service and find ways of eradicating or reducing to the barest minimum. These lapses to allow for greater efficiency and increased productivity of workers.
The following findings of the study shall be useful for the following:
a. To all organization specially ministries and parastatals to known the importance of recruitment, selection and placement also to appreciate the importance of recruitment, selection and placement function in this various organization and also the effect of such function would help the organization in achieving its predetermined objectives.
b. The study will also be useful for scholars in the field of social sciences and other related fields of study as well as secondary sources.
1.6 DEFINITION OF TERMS
i. Attitude: A predisposition in an individual to make certain kinds of judgment about external events and other people’s behaviour.
Also the kind of environment determines the kind of attitude an employee will display at work place. Environment in terms of welfare, motivation etc.
ii. Conflicts: A condition that arises when two or more individual or groups perceive their own interest as being challenged by the others. However, much
change is produced by conflict among groups within societies. Such include conflicts
among classes, racial and ethic groups and residents of different regions.
The society’s interaction are not always cordial, there are disagreement and possibility of resolving them. That is, conflict is a process of interaction which two or more person struggle with one anther for some commonly priced objects or values. Conflict may take many forms.
Factinal strife within groups, litigation, that is, those handle legally and settled by low count and conflict of impersonal ideas.
iii. Bonus Payment: A payment in addition to basic pay usually given for results achieved beyond agreed norms, it can apply to managers as well as to other employees.
Under the method, the basic salary of the workers remains the same and the salary scale undistorted. A lump sum is paid to the worker once or split over a number of times a year and does not form part of the basic pay. The size of the bonus is left at the discretion of management and it ranges from the amount of annual increment usually granted to workers on the salary. However, bonus is additional cash paid to the worker the psychological barrier still remain as his monthly basic salary remain unchanged.
iv. Basic Payment: payment which is granted from one period of time to the next period of time, it includes bonus earnings, overtime etc. however, basic payment is made known to the worker at all time because it is the basic salary this is revived before every other individual allowances is added.
v. Behaviourial science: The study of the individual and the group in the working environment.
vi. Increment: An increment within a pay scale, usually a fixed amount and paid annually.
vii. Job Enrichment: Enhancement of a job by the addition of motivating factors such as job interest and responsibility.
viii. Motivation: This is inner drivers that activate or move an individual to action.
ix. Job satisfaction: Through confusing with motivation or use of interchangeable, motivation refers to drive and efforts to satisfy a goal, job satisfaction refers to the contentment experienced by an individual at work when desire is attained on the job.
x. Perception: Involves both sensing and interpreting stimulus information and is a foundation of interpersonal behaviour and have serious consequences for organization management.
xi. Human resources: Is the human material in any business organization without man the other factors of production cannot function because man coordinates the other three factors (Land, Capital and Machine) to achieve desired result.
xii. Man power planning: Is a process of proving capable and motivated employees to achieve the organization mission and strategy.
xiii. Recruitment: Is the process of attracting the best qualified individuals to apply for a given job.
1.7 RESEARCH HYPOTHESES
In order to achieve the aim of this research study, the following hypothesis shall be tested.
i. Good welfare package will change the attitude of workers in the civil services to perform efficiently and effectively.
ii. Education and training have significant effect on the development of workers which in turn affect their job performance and productivity.
iii. Recruitment and selecting of evitable candidates for a particular job will improve the performance and productivity of the job holder.