Impact Of Effective Personnel Management Practices On Organizational Growth
(A Case Study Of Star Paper Mill Limited Aba Abia State)
Effective personnel management practices play a crucial role in fostering organizational growth and success. By implementing strategies such as talent acquisition, training and development, performance evaluation, and employee engagement initiatives, organizations can optimize their human capital to drive productivity, innovation, and efficiency. Cultivating a positive work environment through effective communication, recognition programs, and fostering a culture of continuous improvement not only enhances employee satisfaction and retention but also contributes to higher levels of motivation and commitment. Furthermore, by aligning individual goals with organizational objectives and providing opportunities for career advancement and skill enhancement, personnel management practices can enhance employee morale and productivity, resulting in improved overall organizational performance and sustained growth over time.
The main purpose of this study is to know the impact of effective personnel management on organizational growth every organization no matter the nature and the activities being undertaking by it will not grow adequately without good personnel management. This time the often factors of production like money, men, material and machine will be meaningless without any human beings to handle them. availability of manpower is not just the issue but its effective and efficient man powering planning in the organization to enhance the need for personnel management. Therefore this study has turned to unfold the basic functions of personnel management on organizational growth the impact of effectiveness and of which extend had the quality of personnel management at paper mill limited Aba, Abia State as the focus of this work. in view of this the researcher has conducted a very detailed survey on this subject such as questionnaire, oral interview and closely look at the view of other scholars was also immense help in this analyzed using tables of study recommendation and conclusion were made the APA style was used in the bibliography.
TITLE PAGE
APPROVAL PAGE
DEDICATION
ACKNOWLEDGMENT
ABSTRACT
TABLE OF CONTENTS
CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of the problem 3
1.3 Objective of the study 4
1.4 Research questions 4
1.5 Significance of the study 5
1.6 Scope and limitation of the study 6
CHAPTER TWO
2.0 Literature review 8
2.1 Historical background and development of personnel management in Nigeria 10
2.2 Steps in staffing processes 17
2.3 The problem of training in organization 29
2.4 Effects of personnel management practice and workers productivity 31
CHAPTER THREE
3.0 Research methodology 33
3.1 Brief description of outline 33
3.2 Research design 33
3.3 Population characteristics 34
3.4 Sample size 35
3.5 Data collection instrument 36
3.6 Administration of data collection instrument 38
3.7 Statistical technique aborted in programming data.40
CHAPTER FOUR
4.0 Data presentation, analysis and interpretation 43
4.1 Data presentation 43
4.2 Data analysis 44
4.3 Test of hypothesis 55
CHAPTER FIVE
5.0 Summary, conclusion and recommendation 62
5.1 Summary findings 62
5.2 Conclusion 63
5.3 Recommendations 65
Reference 68
Appendix 69
Questionnaire 70
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Personnel management is that aspect of management that is concerned with all aspect of managing the human resources of an organization involve the management of personnel at which irrespective of the type of organization in question its product size age or nature philosophy of its management must procure human resources for it to achieve its stated objective. Personnel management practices spread all aspects of corporate and organizational activities. It therefore becomes the responsibility of all these who manage people in the organization as well as being a description of work of those who are employed as a personnel specialist more especially personnel management involves determine the organizational and the need of human resources recounting and selection the best available employees acting as a liasam between the unien and government organization and handling other matter relating to employees well being.
However, many organizations has paid little or no interest to effective personnel management which has resulted to low productivity high rate of employee unrest thereby regular, hindering the organizational growth the growth of any organization lies sullenly on the growth of his employee where personnel management is not well practiced in any organization, the growth of his employee will not be achieved and the result which is the organizational growth will also not be achieved. A satisfied work fence is the strength of an organization to maintain satisfied work force the organization must make sure that the personnel management practice is very effective in the organization for human resource has been acclaimed the most important and useful resources among the organization resources any organization that must achieve its growth objective must first grow its human factor or resources.
But it is irrmicaul that may organization has no plan of growing their human resources but budget and spend billion of naira if not dollars planning how to grow their organization. Billion are being spent on infrastructural capacity building information and communication technology but little or nothing is budgeted to spend on man, that will control the infrastructure this remain the cure reason why the infrastructures and technologies acquired as not performing the purpose for which they where designed to do.
Growth and productivity is the only solution to the persistent rise in the price of commodities in the economy and infrastructural and technological delay. This problems is what that must be adverted by ensuring effective personnel management practice in organization.
1.2 STATEMENT OF THE PROBLEM
Organizations spend more than needed on infrastructural capacity building information communication technology believing that its the sure way to achieve organizational growth infrastructural collapse upon infrastructures and technological failure is longer a new but usual occurrence in the Nigerian economy allocation of resources from one end to the other is now the order of the day with no man to be held acceptable for a crime with all the shareholders in the industries running from pillar to pole asking what is the problem? Rising is the issue of human resource growth the question that rendily come to mind is, can effective personnel management practice lead to organizational growth?.
1.3 OBJECTIVE OF THE STUDY
1. The main purpose of the research study are stated below
2. To evaluate the extent of practices of personnel management in the organization.
3. To examine how effective personnel management practice will affect workers attitude to work.
4. To evaluate the impact of organizational training problem and the workers productivity
5. To make contributions to existing pool of knowledge.
1.4 RESEARCH QUESTION
In the case of the researcher the research wish to provide answer to the following questions
1. Does your organization really practice personnel management effectively?
2. Does personnel management practices affect workers attitude to work?
3. Does personnel management practices adopted by your organization increase productivity?
4. Does your organization have a training programme that can improve the skill and knowledge of workers?
1.5 SIGNIFICANCE OF THE STUDY
Both small and large business enterprises in some area has been abandoned due to their type of personnel management administration instead of adapting the European type of personnel management practice.
It is within this background that the study of history of personnel management practice in star mill limited Aba, Abia state is based this study will be essential to both business men and women lecturers, students, personnel management etc. because its reference on this to price. It will equally help to increase the level of awareness and the importance of understanding the human behaviour as it relates to increase in output in organizational growth.
1.6 SCOPE AND LIMITATION OF THE STUDY
There are some tennis that constitute the topic of this study and their meaning are as follows
1. IMPACT: This is the powerful effect that practice of personnel management has on the employee and the organization.
2. EFFECTIVENESS: This is the success that is wanted toward the implementation of this practice and personnel management in the organization
3. PERSONNEL MANAGEMENT PRACTICE: It is defined as that aspect of management that is concerned with recruitment, development utilization and accommodation of human resources in an organization as well as influencing the effectiveness of employees towards achieving the organizational goals.
4. ORGANIZATION: This can be seen as the structure when resources are utilized in an orderly manner.
5. ACTURALIZATION: It has to do with the condition of being in full force or operation it also mean making something to be real or giving the appearance of reality.
6. ORGANIZATIONAL GRWOTH: It is defined as an indication in the organization.
7. GROWTH: This refers to an increase in some quality over time.
Effective personnel management practices can have a significant and positive impact on organizational growth. When an organization effectively manages its personnel, it can lead to several benefits that contribute to its growth and success. Here are some of the key ways in which effective personnel management practices can impact organizational growth:
- Improved Employee Productivity: Effective personnel management practices often involve setting clear performance expectations, providing regular feedback, and offering opportunities for skill development. When employees understand their roles and responsibilities and feel supported in their professional growth, they tend to be more productive.
- Enhanced Employee Engagement: Engaged employees are more committed to their work and the organization’s goals. Personnel management practices that prioritize employee engagement can lead to lower turnover rates and higher retention of top talent, reducing the costs and disruptions associated with frequent turnover.
- Better Talent Acquisition and Retention: Effective personnel management includes recruiting the right people for the right roles and providing competitive compensation and benefits. This can result in attracting and retaining high-caliber employees who can contribute significantly to the organization’s growth.
- Effective Leadership Development: Personnel management practices often involve identifying and developing leadership talent within the organization. Developing effective leaders ensures that the organization has the capability to adapt to changing circumstances and seize growth opportunities.
- Enhanced Organizational Culture: Personnel management practices can shape the culture of an organization. A positive and inclusive culture can foster innovation, collaboration, and employee morale, all of which are conducive to growth.
- Cost Savings: Effective personnel management practices can lead to cost savings through reduced turnover, improved employee efficiency, and better resource allocation. These savings can be reinvested into the organization to fuel growth initiatives.
- Adaptation to Change: In today’s rapidly changing business environment, organizations must be agile and adaptable. Effective personnel management practices can help organizations quickly respond to market changes, regulatory shifts, and technological advancements.
- Customer Satisfaction: Satisfied and engaged employees are more likely to provide excellent customer service, leading to higher customer satisfaction and loyalty. This can, in turn, result in increased sales and revenue, supporting organizational growth.
- Compliance and Risk Management: Personnel management practices that emphasize compliance with laws and regulations reduce the risk of legal issues and reputation damage. This stability can help organizations focus on growth without the distraction of costly legal disputes.
- Innovation and Creativity: A culture that encourages innovation and creativity among employees can lead to the development of new products, services, and processes that drive growth and competitive advantage.
- Effective Succession Planning: Personnel management practices often include succession planning, ensuring that the organization is prepared for leadership transitions. This ensures continuity and stability during times of change.
In conclusion, effective personnel management practices are not just a matter of compliance but a strategic investment in an organization’s growth and long-term success. By valuing and developing its human capital, an organization can foster a conducive environment for innovation, productivity, and adaptability, all of which are critical factors in achieving and sustaining growth.