Human Resource Management and Productivity in Nigeria’s Public Sector
Chapter One
OBJECTIVES OF STUDY
Deplorably however, most of these objectives listed above have not been achieved due to human problems facing the sector. Therefore the objective of this study includes;
- To determine the effects of work motivation and compensation on the productivity of public sector organization.
- To determine the effects of Ethics and Values on the productivity of public sector.
- To examine the effects of work attitude of workers on the productivity of public sector organizations.
- To examine the effects of recruitment and selection process of workers on productivity of public sector organization
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPT OF PUBLIC SECTOR.
Public Sector Organization can be defined as an organization that is set up as a corporate body and as part of the governmental apparatus for an entrepreneurial or entrepreneurial-like objective (Longman Dictionary). Public Sector Organization is organization which emerged as a result of government acting in the capacity of an entrepreneur (Obikeze and Anthony 2004:248). 19 Public Sector Organization (also known as public corporation) is defined by Dimock and Dimock 1970:69 as publicly-owned enterprise that has been chartered under federal, state or local government law for a particular business or financial purpose. According to Pfiffner (1964:40) “A corporation is a body framed for the purpose of enabling a number of persons to act as single person.” Public Sector Organization essentially has the features of several individuals who act as one. The Sector Organization thus is viewed as an artificial person who is authorized by law to carry, on particular activities and functions. It is described as a corporate body created by the legislature with defined powers and functions and independently having a clear-cut jurisdiction over a specified area or over a particular type of commercial activity. Public Sector Organization is part of government apparatus and three implications are hereby highlighted. First, a public sector organization, by virtue of its intricate relationship with government, is an instrument of public policy and its primary mission is in connection with governmental objectives and programmes. It is therefore naturally under governmental control. Second, a public sector organization, by its nature, mostly manages public resources, especially public money and this means that attention must be paid to mechanisms for enforcing accountability. Third, the combination of financial and economic objectives with social and political aims invariably makes it difficult to devise appropriate performance measurement instrument. The Public Sector, sometimes referred to as the state sector, is a part of the state that deals with the production, delivery and allocation of services by and for the government or its citizens, whether national, regional or local/municipal. The organization of the public sector (public ownership) can take several forms, including: Direct administration funded through taxation; the delivering organization generally has no specific requirement to meet commercial success criteria, and production decisions are determined by government. Publicly owned corporations (in some contexts, especially manufacturing, “stateowned enterprises”); which differ from direct administration in that they have greater commercial freedoms and are expected to operate according to commercial criteria, and production decisions are not generally taken by government (although goals may be set for them by government). Partial outsourcing (of the scale many businesses do, e.g. for IT services), is considered a public sector model. In spite of their name, public companies are not part of the public sector organizations; they are a particular kind of private sector company that can offer their shares for sale to the general public The public sector is any business which is owned by the country as a whole and run on behalf of the people. Some public sector enterprises are run by the federal government, other known as municipal undertakings, are run by local Government Authorities. Although the government or local authorities run and control public sector business, they are owned by the country. The finance for public sector businesses is found by federal, state and local government and their aim are to give service either for the people of the country as a whole or for those who live in the local government authority area.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine human resource management and productivity in Nigeria public sectors. PHCN portharcourt form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain human resource management and productivity in Nigeria public sector. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of human resource management and productivity in Nigeria public sector
Summary
This study was on human resource management and productivity in Nigeria public sector. Three objectives were raised which included: The findings of this research will serve as a guide in the productivity of other public sector through their human resource, the findings of this study will enable for proper management of human resource which will lead to effective customer value and productivity in public sector organization management, It will also enhance government, private sector and general public participation contribution in addressing these human resource management in public sector organization, The study will enable me to contribute my own views and ideas on managing human resource and productivity in the public sector organization of Nigeria and the study will be of immense help to other people and students who might wish to carry out other researches in the field. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from PHCN. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Human Resource Management encourages the survival, growth and profitability of any public sector organization especially Power Holding Company of Nigeria PHCN. The findings of this research work conform with the views and findings in Related Literatures already reviewed in Chapter two of this work and this primarily depicts that effective human resource management is a sine qua non to actualization of public sector organization productivity. In recognition of this human resource management, the World Bank is gradually reviewing unemployment issues in Africa by providing recruitment forum for young unemployed people where companies, public sector organization and multinational companies can select qualified candidates based on merit to enhance the productivity of their workforce. Some of these ideas will help not only Power Holding Company of Nigeria PHCN but also indeed other government owned enterprises. Some of these measures include the reform of the power sector Human resource management board by the federal government through the Federal Civil Service Commission (FCSC) which is aimed at meeting with the set goals for the establishment of the Power Holding Company of Nigeria PHCN in the first place as far as staff welfare and productivity is concerned. Inspite of these commendable and vigorous steps by the government to restructure the economy of the nation and enhance the development of power in the country, it is clear from this work, that the road to development of Power Holding Company of Nigeria PHCN still requires inevitably more attention and commitment from both the government and management of Power Holding Company of Nigeria PHCN.
Recommendation
Annual performance appraisal and evaluation of workers should be properly and equitably conducted.
- Proper recruitment and selection processes should be adhere to.
- The work attitude of the staffs should be improved to help their productivity by encouraging job satisfaction.
- Promotion of the workers should be more regular and based on merit.
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