Title Page




Table of Content



1.0     Introduction

1.1     Background of the Study

1.2     Statement Identification

1.3     Research Question

1.4     Aim and Objectives of the Study

1.5     Research Hypothesis

1.6     Significance of the Study

1.7     Scope and Limitation of the Study

1.8     Definition of Terms

1.9     Organization of Study

1.10   Operational Terms



2.0     Review Literature

2.1     Introduction

2.2     An Overview of Personnel Management

2.3     Critical Issues in the Public Service

2.4     The Machinery of Personnel Management in the Public Sector

2.5     Reforms and Diffusion

2.6     Appraisal of Nigeria’s Public Personnel Management



Research Methodology

3.1     Introduction

3.2     Research Design

3.3     Re-Statement of Hypothesis

3.4     Characteristics of the study Population

3.5     Sampling Design

3.6     Data Collection Instrument (Statement)

3.7     Administration of Data Collection Instrument

3.8     Technique of Data Analysis

3.9     Limitation of the Methodology



          Data Analysis Presentations and Analysis

4.1     Introduction

4.2     Discussion of Finding

4.3     Conclusion

4.4     Findings



          Summary, Conclusion and Recommendation

5.1     Summary

5.2     Conclusion









The task of managing people at work has become a universal practice, which has led to the setting up of personnel department in many large organization such as multinational, transnational corporation etc. to take charge of managing their workers and ensuring efficient performance of the organisation.


It also of importance to note that human inputs are the most valuable of all organisations public or private depends on the human resources that is available to facilitate organizational functioning and operations.


Banjoko (1996:1) captures the essence thus "central to the growth, viability and survival of any organisation be it private or public is the effective acquisition, utilization and maintenance of the organisation's human resources.


Also according to the best sellers, in the book in search of excellence (Peters and Waterman, 1982:238) "if you want productivity and financial reward that goes with it, you must treat your workers as your most table asset? Such other factors or inputs like money; materials and usually remain passive until the human resource converts them into productive use for the benefits of the organisation. It is also necessary to note that human resource has limitless potentials to create, innovate and improve performance.


Personnel mangers in every organisation are faced with the tasks of wing to mange people at work due to the vast differences that exist, in performance of a group of employees. Some perform at high level needing little or no training and they appear to be comfortable and diligent in the performance of their job, others perform at marginal levels heeding constant training and incentives in other to perform at optimum level The personnel manger must endeavour to understand the people being managed, their nature, behavioural nuisances, attitudes and orientations and tap as much of this resource for the benefits of the organisation and the employees. It is also necessary for every organisation to constantly ensure that their human resource department is up to date due to the innovative changes that occur in the management of workers from the time of recruitment to the time of separation this is because of the fast rate at which the process of carrying out day to day task has been changing, for instance there were time when everything In the organisation was done manually but this days things have changed a great deal such, that for any worker to be relevant he/she has to be computer literate or vast in the operation of certain electronic devices because the world has gone computerized.


So therefore, the constant upgrading and training of workers should be a constant and regular activity. These are the essential issues that human resources management attempts to understand in any public sector organizational setting. This justifies the need to harmonies the differences in human resource management practice in the public sector organisation.





The modern and innovative trend that is required in the management of workers in the public sector makes it compulsory for workers to be managed because in the process of a worker performing his/her duties, the worker is faced by various problems or impediments and this in turn also affects the employers because the performance and well-being of the workforce will ensure the survival, relevance and continuous existence of the organisation. This research shall examine such problem as follows:

I.       Lackadaisical attitude of workers to their duties: This problem arises when a worker becomes disinterested in carrying out his/her duties or he/she is lacking vigour or determination or become unenthusiastic about the duties assigned the workers:


II.      Inadequate training and training facilities: This problem occur as a result of poor training and haphazard training of workers i.e. workers are not trained periodically or when they are due for training for instance, if workers are not trained yearly and it's takes an organisation every three years to conduct such training this could be said to be inadequate because another firm that - conduct training on a yearly basis will be well ahead of the organisation that does it's own training Every three years also inadequate and outdated training facilities is also a recurring problem in public personnel management in the public sector.


III.     Bureaucracy and bad press syndrome: Government establishment suffer stereotyping appraisals often associated with red tapism, inefficiency and ineptness. Infact many people and commentators equate bureaucracy with process disorder, frustrating way in which government agencies are run which makes it difficult for regular positive management of workers.


IV.     Absence of competition and non-profit cultures:-  The goal and philosophy of the public sector organisation is service and not profit orientation. Competition for productivity is less severe than in private organisation were profit maximization is the doctrine.  In such environment competence or performance related incentives are excluded from decision process because all they need to be to render service without any competing partner, which makes managing the workforce less attractive to the employer.


v.       Rigidity or inflexibility: This follows from the bureaucratic constraint noted above, they are large organisation structured to provide essential services making it's structure on bureaucracy will operate on procedural inflexibility and cumbersome routine which will make management of workers difficult and time wasting.



This following are question to be answered during the course of this research.


i.        Is personnel management help foster efficiency in the public sector?

ii.       Will human resource management be a veritable tool for ensuring workers comfort-ability on the job"?

iii.      Can training and development help improve the workers technical ability?

iv.      Is it problem for motivation help improve workers productivity".

If having an efficiently and less bureaucratic system will ensure constant periodic and timely training of workers. A less rigid and more flexible system will help make the system more innovative and receptive to charges.



The aim and objective of this research work is to provide readers with a rich and realistic knowledge of public personnel management in the Nigerian public sector. The aim of the research shall be to determine the effect of personnel management on the individual worker in the organisation (public sector). To also critically examine the factors that influences the performance of workers and contribution to Improving productivity and efficiency, to consider the obstacles faced by the public sector in the management of it's workforce, to also examine the processes involve in the management of workers.



The hypothesis of the research work shall be to see if:

Ho:    Personnel management is not a significant factor for efficiency in the public sector.

Hi:     Human resources developments are the cornerstone for effective public sector management.



The significance of this study (project) is to examine the use of personnel management as a means of improving efficiency and productivity. They are as follows:


Ø To determine whether constant and regular training and development of the worker (off the job and on the job training) and also provision of adequate working material will help develop the workers technical ability in the short run (training) and in the long run (development).

Ø To determine whether prosper management of workers will help improve efficiency and productivity.

Ø To examine various theories and concept of personnel management in the public sector and it's effect on workers productivities.

Ø Arrive at suggestion which if implemented can help improve workers efficiency (output) and bring about increased productivity.



In carrying out this research work, I shall be using the PHCN in Lagos as my case study; this is because of the importance of the services rendered by this government agencies which is the dissemination of information to members of the public.


The research shall be limited to looking at the processes and procedures in the management of workers in this corporation from 1978 to date, shall also be looking at the time limit involve in the training of the worker and the effect on the quality of product offered to the public by this organisation.



PUBLIC: It is simple define as not private or as a service provided especially by the government for the use of the public/people in general or as something connected with the government arid the services it offers renders to the public.

PERSONNEL MANAGEMENT: It is define as that specialist function of management, which has the prime responsibility for formulating, proposing, advising and guiding the organisations mangers on personnel policies and strategies. It could also be defined simple as the effective and efficient use of human resources to accomplish predetermined objectives of an organization or the management of a worker or workers from the time of recruitment to the time of separation.

HUMAN RESOURCE MANAGEMENT: Is defined as the formal system for the management of people at work or within the organisation.

MOTIVATION: This is defined as the added benefits or fringes, which is given to a worker or provided to bring out the best or make the worker give his/her best it, may include such things as improved remuneration, training and development, promotion etc.

DEVELOPMENT: This Involves providing employees or workers with additional training or education to enhance skill and avoid obsolescence; usually related with the development of the workers technical ability skill in the long run In this case now and innovative knowledge is added.



The project shall be organised into five chapters, which shall comprise of:

CHAPTER ONE: This chapter will include general introduction part of which shall be the background to the study, statement of problem, research question, aim and objective, research hypothesis, significance of the study etc.

CHAPTER TWO: This chapter will be made up mainly of the literature review, which is the revision of past work done by different scholar.

CHAPTER THREE: It will include chapter introduction and general research method, which will include questionnaire design, identification of population etc.

CHAPTER FOUR: It shall include chapter introduction, data collection, data analysis, research instrument, Interpretation of data etc.

CHAFTER FIVE: This chapter will give a summary of the whole work research) and also include further recommendation for further research be carried out on the topic.



PRIVATIZATION: This is the process whereby government equity interest in companies, corporation and parastatals are being sold to private individuals and companies including foreigner.

COMMERCIALIZA TION: This is the process of introducing a new product

into the market.

ECONOMIC GROWTH: This is referred to as quantitative increase in the national income and output.


National Electric Power Authority (NEPA) was established by Degree No 24 of 1 April 1072, with the amalgamation of Electricity Corporation of Nigeria (ECN) and Niger Dam Authority (NDA) was empowered to maintain an efficient, coordinated and economic system of electricity supply to all parts. of the nation. It started with only for major station, Viz; Ijora, Delta, Afam. Thermal Power Stations and kanji.


Hydropower Station Servicing more than two million consumers nationwide. At present there are eight (8) generating station which are:


Hydro (Water) Nigeria State Includes:

-         Kanji Power Station

-         Jebba Power Station



Thermal Supply are:

-        Ogorede Power Station           -        Sapele, Delta State

-        Afam Power Station                -        Afam, River State

-        Delta Power Station                -        Ughefi, Delta State

-        Ijora Power Station                 -        Ijora, Lagos state

-        Lagos Power Station               -        Egbih, Ikorodu, Lagos.


The total installed generating capacity of the eight major power station is approximately 60 10Mw. But, because of technical problems, generation is about 400Mw. All the power stations, distribution stations and sub-stations are specially inter-linked by a transmission network popularly known as the National Grid. The whole electricity generated nation-wide is contributed into a pool at the national control Oshogbo, from where the pooled electricity generated is re-distributed evenly to all parts of the federation for even transmission of the electricity generated at the different power station. With the present integrated project worth 3.5 million dollars, we expected more generating stations hence improvement in PHCN service.



Ø Managing Director

Ø Generation, Transmission and Engineering Section

Ø Distribution arid Marketing

Ø Corporate Service

Ø Finance and Account


Some years ago, in order to improve its revenue and satisfy the nation, a South African consultancy outfit known as RCM -Revenue Circulation Management got into contract for employment with NEPA to bill, and recover debts form consumers.


Due to the ongoing privatization process government, in year (2005) changed NEPA to PHCN, with the intention of admitting at least 18 companies to buy into its share. Therefore, PHCN is temporal; it is a strategy of the government to improve the power sector so the president could actualize his goal of power generation of 10,000Mw by 2007. The PHCN operational authority structure is; Corporate Headquarters (Abuja), Zone, Business Unit/District, undertakings and service Centers.


It is arranged in hierarchical form (i.e. highest to lowest).


























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