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THE CAUSES AND EFFECTS OF UNEMPLOYMENT ON N.C.E. GRADUATES

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

The management of personnel, also refer to human or human resources, engaged and employed in an organisation has become an important element of the development of any organizational. According to Quresh et al. (2010), human resource management (HRM) practices is a determining factor for organizational enhancement and staff performance. Anthony, Obiamaka and Onwumere (2014) defined HRM as the process of hiring and developing staffs so that they can become more valuable to the organization. This implies that the practice goes beyond recruitment but continuously improving the skills and competencies. According to Ayanda, Lawal and Ben-Bernard (2014) personnel management (PM) are the procedures and practices needed to carry out the human resource aspect of a management position, including advertisement, selection, job definition, training, performance appraisal, compensation, career planning, encouraging employee participation in decision making as well as mentoring the staff to rise to the point of becoming partners or directors. HRM can therefore be seen as a determining factor for a firm growth and its knowledge, a powerful tool for a firm competitiveness and firm innovation practices.

The success of an organization is strongly linked to the performance of its employees. This is because employees are indispensable part of any corporation and are relied on for optimum productivity and organizational efficiency. To keep up with productivity and higher performance, the workforce must constantly be upgraded to match new technologies and processes. Sullivan (2018) expressed this when he stated that global competition has created a rapid pace of change and current skill sets must be continually updated and managers should identify employees with less optimal skills. Personnel management had gained prominence in area of management development. This means that there is a need for firms to continuously boost and improve the abilities and general performance of their human resources. To meet this need, organizations aspiring for growth utilize an extensive portion of their resources on Personnel management.

Workers' productivity in the public sector is a critical aspect of efficient service delivery and organizational effectiveness. The public sector encompasses government agencies, institutions, and organizations responsible for providing essential services and managing public resources. The productivity of workers within this sector directly influences the quality and efficiency of services delivered to citizens. Personnel management plays a significant role in shaping workers' productivity by addressing various factors that impact their performance and job satisfaction.

Effective personnel management practices, such as recruitment, training, performance appraisal, and employee motivation, are essential for enhancing workers' productivity in the public sector. Recruitment processes that emphasize meritocracy and competency-based selection ensure that qualified individuals are hired, leading to a skilled and capable workforce. Furthermore, ongoing training and development programs enable workers to acquire new skills, update their knowledge, and adapt to evolving job requirements, thereby enhancing their productivity and effectiveness in performing their duties.

Performance appraisal systems provide valuable feedback to employees regarding their job performance, strengths, and areas for improvement. By setting clear performance expectations and providing regular feedback, personnel management fosters a culture of accountability and continuous improvement among workers. Moreover, employee motivation strategies, such as recognition, rewards, and incentives, can significantly impact workers' morale, engagement, and productivity. When workers feel valued, supported, and motivated, they are more likely to perform at their best and contribute positively to organizational goals.

However, personnel management in the public sector also faces challenges that can impact workers' productivity. Bureaucratic processes, rigid structures, and limited resources may hinder the effective implementation of personnel management practices. Additionally, issues such as job insecurity, inadequate compensation, and lack of career advancement opportunities can demotivate workers and undermine their productivity. Therefore, it is essential for personnel management to address these challenges proactively and implement strategies to enhance workers' job satisfaction, well-being, and productivity.

Personnel management is the integrated use of training and development, organizational development, and career development to improve individual,group and organizational effectiveness. Personnel management practices are designed to improve business performance by enhancing employees' overall skills, abilities and behaviour. Personnel management has grown extensively in the Nigerian manufacturing Industry. There are cases that show us how Personnel management has benefited companies in areas such as increased profit, productivity and improvement of performance for both firms and the people in them(Aleazar, Fernandez, and Gardz, 2015)..

The greatest asset of any organization is its human resources that ensure that achievement of the company’s goal and objective (Azeez, 2017). It is unfortunate thatmost company’s organization have neglected the development and management of their chief asset which is human resource. According to Susan, (2012), human Resource development is the function within an organization that focused on recruitment of, management of, and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment (Susan, 2012). Effective Human resource management enables employees to contribute effectively and productivity to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012). Human resource development practice is administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation and also a functions within an organization that focuses on people (Armstrong, 2014).

According to (Adeyemi, 2017) human resources are the set of individuals who make up the work force of an organization. Human resource management encompassed activities designed to provide for and co-ordinates, all human element within the organization. This will ensure its stable continuity and achievement. The human personnel element represents one of the company’s largest investments. Susan,(2012). Consequently, organization should prioritize the development of the human element to maximize talents, skills and ability which will automatically reflects on the company’s profit. It pre-supposes that we do need people in order to firm a business which that no business can exist entirely without people. Even a computer auto-mental machine factory has to employ some people, though a conventional plant with similar capacity might require more people.

Personnel management practice considers people’s dimension in management since every organization constitute people, acquiring their services, fine-tuning their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are prerequisites to achieving organizational objectives (Chukwuka 2016). Personnel management also refers to the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish the organizational goals without sacrificing the needs of the organizational human element, (Mathis and Jackson 2017). An efficient and effective management of human resource in an organization solve the problem of employee turnover. Employee turnover is an enemy of productivity and increases cost of running a business. Human Resources (HR) are the most valuable asset of any organization that is why incessant increase in turnover of skillful human resource in an organization will create a gap that will take time to fill at extra cost.

Everywhere around the world, the sole reason of an organization being in business is primarily to achieve its pre-determined objectives. This pre-determined objective can only be achieved when the organizational resources like personnel, machinery, raw materials, capital et cetera are well mobilized and managed. The efficient and effective utilization of these resources, make the difference between well managed and poorly managed organizations (Chukwuka, 2016). However, it is a proven fact that human resources undoubtedly control the life and the destiny of any business. This is because no, matter how good an organizational policy, programs, goals, views and objectives are; they will eventually be executed byhuman beings.

Personnel management plays an important role as far as success and overall direction of an organization is concerned. Hence, Human resource development is the basis of success of most businesses today. Organizations today use human resource management to increase efficiency and effectiveness of employees at the work place. Through Human resource development, management is able to identify need to motivate, establish goals and targets, train employees and provide feedback on performance (Hahn and Powers, 2017). Human Resource managers are charged with this important responsibility of maintaining a sound performance appraisal system. Employees in an organization should show their commitment to attaining of the required goals and standards of performance so as to

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