THE IMPACT OF PERSONNEL MANAGEMENT IN AN ORGANIZATIONAL EFFECTIVENESS

THE IMPACT OF PERSONNEL MANAGEMENT IN AN ORGANIZATIONAL EFFECTIVENESS (A CASE STUDY OF UNITED BANK FOR AFRICA, PLC)

ABSTRACT

This research work is based on the impact of personnel management in an organizational effectiveness. This research work is carried out to show how personnel management has bring improvement to the organization. This study is an attempt to evaluate the impact of personnel management in development of United Bank for Africa. This study make us to understand that for an organization to operate profitably, both employers and employees  must work in an understanding and satisfactory atmosphere do that one will not be seen as an obstacle to the other. The United Bank for Africa will be used] for conducting the research. The UBA Plc will find the study useful in human resources planning of the company. This study will also serve as an insight for management on the proper use of personnel in improvement of any organization. The method used in collecting data includes questionnaire and personnel interview method. In conclusion, analysis of the data obtained and interpretation of the data will be made by using two sections which consists of section A and B.

 

TABLE OF CONTENTS

Title page                                                                                                                              i

Certification                                                                                                                         ii

Dedication                                                                                                                            iii

Acknowledgement                                                                                                                        iv

Abstract                                                                                                                                v

Table of contents                                                                                                               vi

CHAPTER ONE

Introduction                                                                                                                                    1

1.1.     Background of the study                                                                                     1

1.2.     Statement of problem                                                                                          2

  • Purpose of the study 3
  • Significance of the research problem 3
  • Research questions 4
  • Research hypotheses 4
  • Limitation of study 5
  • Scope of the study 5
  • Definition of terms 6

CHAPTER TWO

Literature review                                                                                                               9

2.0      Introduction                                                                                                                        9

2.1      Definition of personnel manager                                                                      9

2.2      Nature of personnel management in an organization                                12

2.3      Personnel management in an organization                                                    13

2.4      Personnel functions in an organization                                                                               13

2.5      General Growth and Development of Personnel management in UBA   20

CHAPTER THREE

Research methodology                                                                                                    23

3.1      Research design                                                                                                      23

3.2      Area of study                                                                                                           23

3.3      Population                                                                                                               23

3.4      Research instrument                                                                                             23

3.5      Validity of the instrument                                                                                    24

3.6      Reliability of the instrument                                                                                24

3.7      Method of data collection                                                                                   24

3.8      Method of data analysis                                                                                       24

CHAPTER FOUR

Date presentation and analysis                                                                                      25

4.0      Introduction                                                                                                                        25

4.1      Analysis of personal date                                                                                     25

4.2      Testing of hypothesis                                                                                            28

 

CHAPTER FIVE

Summary of finding, conclusion and recommendation                                          35

5.1      Summary                                                                                                                  35

5.2      Findings                                                                                                                    37

5.3      Recommendations                                                                                                 37

5.4      Conclusion                                                                                                               38

5.5      Career development programme                                                                     39

5.6      Limitation                                                                                                                 39

5.7      Suggestions for further study                                                                             39

References                                                                                                                           40

Appendix                                                                                                                              42

 

CHAPTER ONE

INTRODUCTION

1.1.     BACKGROUND OF THE STUDY

The aim of an organization is to attain its planet goals, but there are so many things to be done to attain these goals, successfully and effectively. To attain these goals, there should be a proper way of managing the human resources.

As such, it is the responsibility of the personnel management to ensure that human resources are effectively and properly managed. Some of the major activities of human resources includes; selections, recruitment, placement, compensation and performance appraisal.

The effectiveness of any organization or business is contingent on the co-operation of various departments in the organization which includes; finance department, marketing department, production department, purchases department and personnel department. Out of these department, the impacts of personnel management, who is the head of the personnel department can be distinguished because he co-ordinates the work of other managers in the organization.

The personnel manager performs some functions which are very essential in maintaining the organization apart from the four basic functions which includes; staff training, Job evaluation, recruitment, induction, orien5tation, selection and many more.

Thus, it could be said that apart from authority  and power vested/given on leaders, most especially be managed, personnel management have to possess a charisma of initiation, inspiring, influence on other and a high level of intelligence to carry out their roles in an organization.

1.2.     STATEMENT OF PROBLEM

            The roles of personnel management in an organizational development are very important for an organization since the personnel manager usually head the personnel department. Who is a personnel manager? A personnel manager is a manager that is different from other managers. Many people especially semi-illiterates in the field belief that there is no significant difference between other manager and personnel manager. Other managers believe that the word personnel’ is a formality and title give. All these believe have resulted into problem in different organizations such as;

  1. How can effective personnel manager be identified?
  2. What is the benefit of training people organization?
  3. Why is there no quality of personnel in an organization?
  4. How does finance and human resources development a problem in an organization’s effectiveness?
  5. How manpower and recruitment does affect organizational effectiveness?
  • PURPOSE OF THE STUDY

The purpose of the study is to determine impact of personnel management in the development of united Bank of Africa. In considering this purpose of UBA, the following are to be identified;

The impact of personnel management in UBA have to do with nature of personnel manager, roles of personnel management, functions of management, which deals with manpower planning, recruitment, selection and training development and the general growth and development of personnel management in UBA

The study also helps in looking at the ways in whi9ch the powers are being shared among the departments of the organization. It also tells about the history of UBA which helps us to know the founder who found UBA

  • SIGNIFICANCE OF THE RESEARCH PROBLEM

Personnel management involves interconnected activities that enhance effectiveness. The study therefore is important as the objective and growth of any business organization. Business as well now cannot operate without employees and in order for organization to operate profitability, both employees must work in an understanding and satisfactory atmosphere so that one will not be s an obstacle to the other.

The study therefore will expose ways of reducing friction that may occur between management and union, as well as managers and subordinates follows the outcomes of every personnel management exercise in order to use them in a peaceful industrial harmony in an organization.

The UBA plc will find the study useful in human resources planning of the company. It will also serve as an insight for management on the proper use of personnel in an organization

Finally, the study motivates other interested researchers in the project/subject thereby giving them impetus to venture into a fresh field of study.

  • RESEARCH QUESTIONS

It is recognized that the success of any organization depends on the quality of manpower. The curious questions asked by researchers in order to clarify some doubt on the validity of personnel management as a tool for measuring organization development includes;

  1. What are the features and function of personnel management?
  2. What is the significance difference between recruitment and appointment of employees?
  3. What is the significance of training to efficiency of employees
  • RESEARCH HYPOTHESE

H0:  (Null): There is no significant relationship between the functions and features of personnel management.

Hi: (Alternative): There is significant relationship between the functions and features of personnel management.

H0 (Null): There is no significant relationship between recruitment and appointment of employees.

Hi: (alternative): There is significant relationship between training and efficiency of employees.

  • LIMITATION OF STUDY

Some things/hurdles were encountered in the course of this study, while some were expected others simply emerged unanimated. They are as follows;

  1. Vital and sensitive. Bits of information were difficult to come by.
  2. The researcher had a terrible time prevailing and explain to some respondent to enable them understand the study
  3. It was difficult getting permission from the bank authorities
  4. Insufficient fund, time constraints and transportation problems.
  • SCOPE OF THE STUDY

The scope of this study will be limited to the personnel management component that is training development, motivation etc. in Nigeria organizations. The research work will focus mainly on practice of personnel management and how it affects corporate growth and development. The study shall be conducted at the UBA office in Lagos for the sampling of opinions on the subject.

The study will also examine the various categories which is questionnaire and personal interview.

The questionnaire method will be done among selected numbers of staff to obtain views on the subject matter while personal interview will be done among some of the staff to ask them personal views on the organization which have something to do with staff welfare.

  • DEFINITION OF TERMS

In order to avoid misconception an attempt will be made to define some terminologies used in the study of productivity. The ratio of output to input is the real size of what is achieved.

Effectiveness: is the degree to which objectives are achieved and the extent to which targeted problems are solved.

Motivation: it is when you are keen and willing to do something.

Leadership: is the ability to influence people, country or organization

Attitude: thinking and feeling towards thing

Behaviour: things or actions perform by someone

Performance: ways of doing some things properly

Superior: someone who has a higher position than you at work.

Subordinates: someone who has a less important job than someone else in an organization

Personnel Management: is the act of planning, organizing compensating, integrating and maintenance of people for the purpose of contributing to organizational and societal goals.

CASE STUDY:           HISTORICAL BACKGROUND

A CASE STUDY OF UNITED BANK FOR AFRICA PLC BRIEF HISTORY FOUNDER

The British and French Bank limited industry: financial services history:

The united Bank for Africa was established in 1949 when the BFB of the British and French Banks limited started to do business in Nigeria. Eventually the united Bank for Africa was incorporated to replace the British and French Bank limited in 1961, after Nigeria gained its independence from the British government.

The united Bank for Africa was said to be the third largest bank in Nigeria until it was merged with the country’s fifth largest bank; standard Trust Bank PLC. After further acquiring the erstwhile continental Trust Bank limited or CTB, the union resulted into the new united Bank for Africa plc. The union of these major African financial institutions resulted into the first successful corporate combination in the country,

The public limited company is currently head Bank for Africa offers its banking services to over 7 million customers, Apart from its headquarters, the united Bank for Africa also maintains a total of 750 branches across New York, Paris, London  and in 19 other countries all over Africa.

In 1970, the united Bank for Africa was included on the Nigeria stock Exchange, proving UBA’S fast development I a pan-Africa full services financial institution.

UBA has successfully established itself as a dominant bank in Nigeria as well as one of the key player in Africa. The unite Bank for Africa gained recognition for its exponential growth during the late 1990s as well as for its comparatively high inflow of investment coming from international finance players in 2000, UBA was hailed as the best Domestic Bank in Nigeria by Euromoney, the frontline finance and economy magazine in Europe.

In addition to that recognition, the united Bank for Africa was also awarded as the emerging Global Bank by, the pan-Africa News magazine in 2007.

LEADERSHIP

  • Chief Ferdin and Alabraba-Group Chairman
  • Tony Elumelu-Group Managing Director Chief Executive Officer.
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