THE ROLE OF PERSONNEL MANAGEMENT IN ENHANCING INDUSTRIAL HARMONY.

(A CASE STUDY OF COTTON MILLS ONITSHA)

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ABSTRACT

This project study exposes the reader to what personnel management is all about the various tools involve in the management of personnel management.

This work also expose the reader to what keeps personnel management satisfied and also enhances the industrial harmony in the cotton mills Onitsha.

Various method were employee in collecting data for the study which involved personnel interview and questionnaire

Different type of management tolls were also examined commuters were interviewed with the data collected presentation and analyzing were done and finally summary were give and conclusion was draw

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.0     General background of the study

1.1          Problem associated with the study

1.2          The importance of the study

1.3          Scope of the study

1.4     Definition of some important terms

1.4          Reference

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1          Origin and factory of the study area

• School of though with in the subject area
• The different school of though relevant to the problem of study
• Method of studying the problem associated with the study
• Summary
• Reference

CHAPTER THREE

3.0     CONCLUSION

• Data collection
• Analysis of data/ findings
• Tabulation of data
• Recommendation

CHAPTER ONE

 INTRODUCTION

1.0     GENERAL BACKGROUND OF THE STUDY

The purpose of undertaking this project is to look into how personnel management enhances industrial harmony with special reference to cotton mills limited Onitsha.  Also it is utmost important to and identity the problems militating against workers effective performance it is hoped however , that it mill from a useful handbook for the management of general cotton mills limited particularly the personnel management whose duty is to enhance the industrial harmony of the company.

Before analyzing the area to be covered in this project it is worth explaining some keywords like personnel management;

The dictionary meaning of personnel is body of persons engaged in some public service or in the offices.  Also a personnel manager is the one employed to dead with relationship between individual employee their relationship problems grievance etc.

Personnel management is therefore the management of human resources and the optimum utilization of  manpower  to achieve the desired objective and this is regarded as a life wire of any organization.

Personnel management in the sense of managing people can said to be part of the role every person who is responsible for the work of others.

Furthermore personnel management deals with recruiting selecting placing training developing motivating pay and benefits enforcement relation with trade unions staff association safety and heath employment legislation etc

The creation of goods and service in our society is accomplished through effective work force.

It is pertinent to mention have that many organizations has lose down or retrench their worker due to not only lack of raw material and spare parts but to some extents dues to industrial arrest that are bound in such organization it is therefore necessary to curb or strongly minimize such a menace or hazards.

To do this investigations should be carried out or condition hence this project is undertaken.

It should be noted or remembered that since that attainment of organizations objectives is through the work of people and it is established that if people think and act differently conflicts and disharmony must exists.

The investigations is therefore aimed at highlighting the factor that affects and that could brings about disharmony in a department and to try and recommend remedies for it

Personnel management which is that departments in an organization that has the prime responsibility for the following:

1. Formulating proposing and gaining acceptance for the personnel polices and strategies of the organization.
2. Advising and guiding the organization management on the implantation of personnel policies and strategies
3. Proving personnel service for the organization to facilitate the recruitment motivation and developing of the sufficient and suitable employee at all levels.
4. Advising the organization managers of human consequence of change.

Again personnel management amongst all departments in an organization is regarded as one of the important department of which if not fund affects the running of the organization.  There are some other important works which are performed by the personnel managers which helps the organization in enhancing their industrial harmony which will help for the effectiveness of the workers and could also lead to improvement of their output.

• PROBLEMS ASSOCIATED WITH THE STUDY

There are many problems associated with this study and it could not be overemphasize.

In Nigeria today there are problems which face the personnel practitioners the first major problems is concerned with the delicate balance which a personnel manager must maintain between expatriate and their counterparts.  By virtue of culture difference between two group and the fact that expatriate  who belong to multinational organization have to be treated differently and apparently better with regards to conditions of service there is bound to be…

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THE IMPACT OF TOTAL QUALITY MANAGEMENT ON CORPORATE PRODUCTIVITY IN NIGERIAN BOTTLING COMPANY

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ABSTRACT

This research work topic is Impact of Total Quality Management on corporate productivity in Nigerian Bottling Company, Kaduna. This begin with a brief background of the study that introduce the subject matter, also statement of the problem is also highlighted which is the reason why the researcher undertook the study to exploit such problems and come up with solutions, the objective of the study is discuss to see how total quality is important in the organization, in chapter two which is aimed in discussing the main body of the study which is review of literature. It consists of quality, quality determinants, the benefit of total quality management to the organization, and the challenges of total quality management, the researcher also employs the use of research methodology to collect data fro m sample size of 80, in Nigerian Bottling Company, the research work adopt is survey method of research using questionnaire designed with likert rating scale to gather and analyzed the data. The data were presented, analyzed and tested in chapter four of the project in conclusion and recommended some ways to improve on quality in the organization.

 
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 5
1.4 Significance of the Study 5
1.5 Research Questions 6
1.6 Scope of the Study 7
1.7 Limitation of the Study 7
1.8 Definition of Terms 8

 
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 10
2.2 Quality 10
2.3 Quality Determinants 12
2.4 Total Quality Management 14
2.5 Principles of Total Quality Management 18
2.6 Circumstances of Total Quality Management 20
2.7 Benefit of Total Quality Management 21
2.8 Application of Total Quality Management 22
2.9 Challenges of Implementing Total Quality Management 25
2.10 Quality Management System Audit/Review 27
2.11 Tools and Techniques for Quality Improvement 28
2.12 Chapter Summary 31

 
CHAPTER THREE: METHODOLOGY
3.1 Introduction 32
3.2 Research Design 33
3.3 Area of Study 33
3.4 Population of the Study 33
3.5 Sample Size and Sampling Technique 34
3.6 Instrument of Data Collection 34
3.7 Validation of the Instrument 35
3.8 Reliability of Instrument 35
3.9 Method of Data Collection 35
3.10 Method of Data Analysis 36

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 37
4.2 Characteristics of Respondents 38
4.3 Data Presentation and Analysis 39
4.4 Summary of Findings 48
4.5 Discussion of Findings 51
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 53
5.2 Conclusion 54
5.3 Recommendations 55
Bibliography 58
Appendix I

 
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Total quality management can be defined as a strategy for improving business performance through the commitment of all employees to fully satisfying agreed customer requirements at the lowest cost through the continuous improvement of products and services, business processes and the people involved.

Deleforge (2000) also pointed out that total quality management is concerned with the management of all aspects of quality services provided to the customer. This includes quality of goods delivery price of services, quality of promotion and merchandising. The importance quality to an organization cannot be overemphasized because of it attribute to the fact that quality determines to a large extent, productivity, customer satisfaction, profit and other key performance element to an organization.

Total Quality Management (TQM) is one of the approaches used to enforce quality in the system and process of and organization as a concept, it sees the participation of all and sundry. Organization in the pursuit of quality so as to ensure customer satisfaction and organizational and societal benefit. The rationale behind the total quality management (TQM) concept is that, since a major objective of most corporate organizations (especially the profit concerns) is to gain and maintain competitive advantage every key elements that has a direct bearing on the achievements of that goal is to be accorded priority attention, among these elements is a quality as it is central to the organization’s competitiveness.

The concept of TQM view that, to achieve and sustain competitive advantage. A firm has to be at the best (optimum productivity) and on the other hand, the expectation of customers has to be met or satisfied. For the reasons quality which is true fundamental element in the productivity index assessment has therefore become and remain a business of all within the firm as it has direct linkages to both productivity and customers satisfaction problem surrounding the status of a company’s competitiveness cannot be in connected with it product performance that how well a product deliver to expectation, largely determines how competitive the company become.

1.2 Statement of the Problems
The continued effort of firm to grow and improve their performance, both internally and in the market place is constantly being challenged by a number of fundamental issues, for firm to perform credibly important key elements of its internally processes has to be looked into in relation to its market role and relevance, crucial among these basic is the subject of quality.

Quality represent a key component of the productivity index and even so the external performance or position of the firm in the market place.
The problems or challenges associated to quality for a firm…

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THE IMPACT OF INCENTIVE (WELFARE SCHEME) ON THE PERFORMANCE OF WORKERS: A CASE STUDY OF NEPA PLC ENUGU, ENUGU STATE

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ABSTRACT

          Since the day of Abraham Maslow’s hierarchy of needs and Douglass Mcgregor’s hygiene factors, a lot of management intellectual have been carrying out research, and writing on good management of staff welfare schemes and ways of motivating workers and increasing productivity. but the good ideas suggested by these searchers (authors) have not been fully realized by the employee of out time in general and the good workers of NEPA Plc, Enugu Zone in particular.

Although the colonial history of Nigeria there has been employer/employee unrest at different time due to financial s malfeasance, administrative malversation, neglect of and imposition of inhuman workers welfare scheme and consequent negative results on labour productivity.  The killing of many coal miners in Enugu in 1949  by the an autocratic white regime is a case to mention here, since then, many organized labour unions have sprung-up in many organizations and governments at different times at different parts of this country of fight for the right of workers, workers motivational incentives, and society. Responsibilities of employers of labour to the employees in particular, and society at large.

It is against this background that this research work was conducted to investigate the problems militating against the full realization of the benefits of a good workers welfare scheme by the employees of NEPA Plc, Enugu Zone in particular. The method of data collection employed in this study was primary and secondary sources. Simple percentage was used in the analysis of data to generated in the course of this research.

It is expected that this work would assist the corporate/business level strategic planners and mangers of NEPA Plc, Enugu zone in particular and those of other companies, industries, corporations and government in productivity as they are in constant search for practical approaches to the solution of the problems hindering improvement of NEPA performance (in supply of power) in the Enugu zone, and workers productivity in the economy.

It is also hope that all the other employer of labour whose business are so small to be classified under the entrepreneurial code such as all small/medium scale enterprises vis-visa, those other bigger business discussed above which classed under the adaptative and planning code shall as well benefit motivate workers, provide workers participation in decision making process, and lead to eventual increase in labour productivity.

TABLE OF CONTENTS

CHAPTER ONE

• Introduction 1
  • Background of the Study 1
  • Statement of the Problem 4
  • Purpose of the Study 6
  • Scope of the Study 7
  • Limitation of the Study 7
  • Significance of the Study 8
  • Definition of Terms           9

References                                                                                   10

CHAPTER TWO

• Literature Review 11
• Nature of Scope of Staff Welfare 13
• Growth of Staff Welfare 13
• Purpose of Staff Welfare Scheme 20
• Categories of Staff Welfare Services/Types of Fringe Benefits 22
• Disadvantages of Staff Welfare Provision 38
• Summary of Literature Review 43

References                                                                                   46

CHAPTER THREE                                    

• Research Design and Methodology 48
• Area of the Study 48
• Population of the Study 49
• Sample and Sampling Procedure/Technique 49
• Instrument for Data Collection 50
• Validation of the Instrument 52
• Reliability of the Instrument 52

References                                                                                   55

CHAPTER FOUR

• Data Presentation and Analysis 56
  • Introduction 56
  • Testing of Hypothesis 73
  • Summary of Result 78

CHAPTER FIVE

Discussions, Recommendation And Conclusions                                  80

• Discussion of Result/Findings 80
• Conclusion 82
• Implication(s) of the Research Findings 84
• Recommendations 85
• Suggestions for Further Research 87

Bibliography

94

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

          The administration of staff incentives scheme has now become a popular phenomenon of the total personnel policy of any organization. The scheme involves these extra benefits which may not necessarily be money, which emanate from the kind relationship of the employer to the employees, to supplement their usual wages, from time and which are at most times geared purposely towards the enhancement of workers performance in the organization.

This scheme, is very important to both the organization and the employees, from the employer’s point of view, it is anticipated that a good staff employee incentive scheme will induce the employees to work hard and improve their general attitude toward the organization.  But for the employee, these benefit represent some additional right such as extra income, additional security or more desirable working conditions that should not require any additional effort.

In business organizations, employers of labour have seen in staff welfare services the ability to invoke commitment and co-operation of the subordinates to contribute more to the achievement of the organizational goals and aspiration. This discovery has led many employers of labour to the introduction of well packaged welfare services, with the sincere belief that a good staff services will induce staff to work hard and improve the general staff morale.

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis. The appraisal of the staff welfare scheme are defined as “something of value apart from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.

Staff welfare services exist in all culture and in all organization and had existed at all times. They take different shapes and forms and attracts different names.  In recognition of their worker need fulfillment functions, they are variously called “welfare services” “welfare benefits employees” “income” or simply “supplementary, compensation or “pay and non wage remuneration. As non taxable income and expenses, they are beginning to be called “indirect compensation and non tax benefit”.

In the past, they used to be tiny bits and pieces of goodies that occasionally full from the high tables of paternalistic employer i.e when the top management play a fatherly role of the staff.

It should be noted that for the company to achieve its objective her welfare service should be adequate, competitive and tailored towards the real need of the staff.  Staff are directly influenced by nature, quality and quality of welfare services offered because they compare themselves with their counterparts in other organizations.

In this research work, workers do prefer increase in welfare services to increases in salaries especially during the period of inflation and rising prices, workers normally get frustrated and dissatisfied when welfare services are inadequate. But if the opposite condition prevails workers have been observed to be satisfied and more committed to give off their best to the achievement of the company’s objectives.

Welfare scheme, is a kind of incentives given in cash or kind aimed at getting the best out of an employee or group of employees. Motivation aims at optimum performance of employees. Many factors have to do with characteristics of the individuals, different people are endorsed with different potentials, training, skills and receptions ability to change. Employees attitude and behaviour are also influenced by their remuneration and other incentive such as prestige, special allowance and retirement benefits. Conditions and environment of work also affect productivity.

Incentive (welfare scheme) can also be a compensation package, reward for performance, staff prefer cash items such as salary, allowances, Christians bonus, or in non cash items such which we call fringe benefits such as giving the product of the organization to the workers, protective clothing, cars with or without driver.

1.2     STATEMENT OF THE PROBLEMS

          Often workers or employees are attracted to certain organization not only because of the pay packets that are stated in the advert but also because of the benefits attached to them.  Those benefits usually include, housing, transport and medical allowances together with pension or retirement benefits to mention but a few.

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