CHAPTER ONE

1.0     INTRODUCTION

1.1     Background of the Study

The major objective of every organization, whether private or public, is to improve its productivity, and this achievement to a great extent depends on the quality and competence of its human resources. Responsible organizations recognize that human resources are their main resource in achieving the desired objectives. Consequently, workers must be equipped and trained adequately to ensure that their knowledge, skills, and abilities facilitate the attainment of organizational goals and objectives. To corroborate, Singh & Mohanty (2012), posit that training is a central and powerful instrument for the effective achievement of organizational goals and objectives, resulting in greater productivity. As such, the performance of an organization to a great extent relies on the capacity and expertise of the employees at the managerial and lower levels of the organization and such capacities and abilities derive from the knowledge and training they receive (Dialoke, Ukah and Ikoro, 2016). Also, training is fundamental, in view of the evolving technology; the automated work environment; the rapid transformation in administrative settings, accompanied by the demands of diversity management as hallmarks and trappings of globalization. The importance of training has no doubt been recognized in many organizations as the key factor for improved productivity. However, manpower training in the public sector is threatened with a number of problems like the absence of systematic training despite the various reforms that laid emphasis on training (Okotoni & Erero, 2005). This is because, the various reforms in the public sector have not considered it necessary to initiate definite and continuous training programs that will increase employees‟ productivity. This implies that when training need is recognized and resources and time are committed, the training exercise can still be inadequate in addressing the productivity deficit. Sometimes, the training exercise is haphazard or lopsided in design, implementation and participation. At times, training is based on a faulty diagnosis of training needs.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate. HRM covers a wide range of activities. The main area of study we will focus on will be incentives and work organization. Incentives include remuneration systems (e.g. individuals or group incentive/contingent pay) and also the system of appraisal, promotion and career advancement. By work organization we mean the distribution of decision rights (autonomy/decentralization) between managers and workers, job design (e.g. flexibility of working, job rotation), team-working (e.g. who works with whom) and information provision. Civil servants have a reputation for being lazy. However, people’s personal experiences with civil servants frequently run counter to this stereotype. We develop a model of an economy in which workers differ in laziness and in public service motivation, and characterize optimal incentive contracts for public sector workers under different informational assumptions. When civil servants. Effort is invariable, lazy workers and working in the public sector highly attractive and may crowd out dedicated workers. When effort is variable, the government optimally attracts dedicated workers as well as the economy’s laziest workers by offering separating contracts, which are both distorted. Even though contract distortions reduce aggregate welfare, a majority of society may be better off as public goods come at a lower cost. Where we depart from several of the existing surveys in the field is to put HRM more broadly in the context of the economics of management. To do this we also look in detail at the literature on productivity dispersion.

Productivity as the output and input ratio within a given time frame and with special attention to quality and the efficient use of resources. The National Productivity Centre in the information booklet defines productivity as doing the right things the right way, getting more output within less input, getting more output with the same input, punctuality and promptness, elimination of wastes in all forms, justifying your pay, improvement in all aspects of life, producing more and more of better quality. The summary of all definitions of productivity is the balance between all factors of production that will give the greatest returns for the smallest efforts. Since human resources are essential in all organizations, especially the educational sector, the effective management of staff personnel no doubt has a great influence on productivity. Based on this background, the study examined the relationship between Human Resource Management and Productivity in the Nigerian civil service.

1.2     Statement of the Problem

In the public service, there are identifiable problems that hinders its operation. One of the problems is the recruitment and selection of staff that are not qualified or those that do not possess the requisite skills to deliver the required services. Some of the staff being absorbed into system are kits and kin of the powers that be. In fact, they are recruited under what some expert’s calls patron-client syndrome or through political patronage. When such categories of staff are recruited into the government, loyalty, commitment and productivity, will not be guaranteed and the objectives of government and the policies being embarked may likely suffer. Secondly, the patron-client syndrome earlier noted also affects promotion and performance in the public service. When some categories of staff are unjustifiably promoted without due public service process, those that are left behind in the entire process will show less commitment to duty. When this scenario ensures, the staff or organization will be affected. Inefficiency, lack of commitment and general poor performance will be the lot of the organization or the state as a whole.

Thirdly, problem of Public sector organizations in Nigeria often hampers the attainment of set goals. The productivity of any public organization sector depends largely on the performance of its people (i.e. the management and subordinates) for this success to be achieved, the human resource management in the organization needs to be addressed and managed. To that effect, this research is being proposed to address the following issues;

i. Work motivation and compensation

ii. Ethics and Values

iii. Work Attitude

iv. Recruitment and Selection Process

1.3     Objective of the study

The main objective of this study is to find out the influence of manpower management on the productivity of civil service; specifically the study intends to

1.     To find out the level of human resource management in the Nigeria civil service

2.     To investigate the effect of manpower management on the productivity of the Nigeria civil service

3.     To examine the effects of work attitude of workers on the productivity of public sector organizations.

4.     To examine the effects of recruitment and selection process of workers on productivity of public sector organization

1.4     Research Question

1.     What is the level of human resource management in the Nigeria civil service

2.     What is the effect of manpower management on the productivity of the Nigeria civil service

3.     Is there any significance effects of work attitude of workers on the productivity of public sector organizations?

4.     What is the effects of recruitment and selection process of workers on productivity of public sector organization

1.5     Research Hypothesis

Ho1: there is no significance effect of manpower management on the productivity of the Nigeria civil service

Ho2: there is no significance effect of work attitude of workers on the productivity of public sector organizations

Ho3: there is no significance effect of recruitment and selection process of workers on productivity of public sector organization