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HUMAN RESOURCE MANAGEMENT AND JOB SATISFACTION IN NIGERIA CIVIL SERVICE COMMISSION

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HUMAN RESOURCE MANAGEMENT AND JOB SATISFACTION IN NIGERIA CIVIL SERVICE COMMISSION

CHAPTER ONE

INTRODUCTION

1.1      Background of the study

The development of any nation depends to a very large extent on the calibre, organization and motivation of its human resources. In the specific case of Nigeria where diversity exerts tremendous influence on politics and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resource management challenge of epic proportion in its public sector organizations. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. 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.Human resource management (HRM) is a nucleus element of any service, but especially so in civil service organizations, whose employees are often their most valuable resource. However, until now there has been little information readily available in the form of key texts, which explore this important topic. Now, this outstanding book tackles the subject head on, bringing together cutting-edge research on HRM in the public sector from a range of respected international authors. It covers such key issues as: i) the relationship between HRM and organizational performance ii) managing cultural change and the work-life balance.( Beattie and Waterhouse, 2013) The bureaucratic and the management principle of public sector practice and activity make the entire process more complex and resulting to misleading assertion that human resource management is inefficient ineffective in the civil service, human resource management is the blood that follow in the vein of every service which civil service is not an exceptional to the principle of practice, what distinguish the ways in which the two importance variables (human resource management and civil service) is the knowledge and capacity of the human resource managers to implement the practice appropriately, that does mean that HRM is ineffective in the civil service.

1.2      STATEMENT OF THE PROBLEM

Public sector organizations in Nigeria faced problems which 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 managedHuman resource management encompasses the traditional personnel functions of recruitment, selection, training, motivation, compensation, evaluation, discipline, and termination of employees. It is in view of this that the researcher intend to investigate the effect of HRM and job satisfaction in Nigeria civil service

1.3 OBJECTIVE OF THE STUDY

The main objective of this study is to ascertain the impact of human resource management and job satisfaction of human resource management and job satisfaction of civil servant in the civil service commission. But for the successful completion of the study, the researcher intends to achieve the follow sub-objective

i)             To ascertain the role of human resource development in ensuring employees commitment in an organizations.

ii)           To evaluate the impact of human resource development on the growth of SMEs in Edo state

iii)          To ascertain the relationship between human resource development and employees commitment

iv)         To ascertain the effect of employees commitment on the growth of SMEs.

v)            

1.4      RESEARCH HYPOTHESES

For the successful completion of the study, the following research hypotheses were formulated by the researcher

H0: human resource management does not play any role in ensuring employee’s job satisfaction

H1: human resource management plays a significant role in ensuring employee’s job satisfaction

H0: human resource development has no impact on the growth of the civil service

H2: human resource development has a significant impact on the growth of civil service

1.5      SIGNIFICANCE OF THE STUDY

This research work is significant to both the management (employers) and the labour (employees).  Secondly a close look at the work carried out will reveal a significant effect of human resources development and employees commitment. More so, the research work will serve the role of shaping the organizational policies on human resources (personnel) for the overall attainment of the set objectives. It is only when the human resources is adequately qualified for the job to be performed that we can hope that the material resources in put can be effectively allocated and usefully utilized in the most optimum manner. If personnel administration is to be successful, management must give it sincere support in order to sustain  organizational growth.  The practical relevance of this study lives in the fact that no organization can achieve its set objectives without competent employees. Hence the issue of training and development becomes a central pre-occupation of any organization out to achieve and sustain efficient operation.

1.6      SCOPE AND LIMITATION OF THE STUDY

The scope of this study covers human resource management and job satisfaction in Nigeria civil service commission, but in the cause of the study, the researcher encounters some constrain which limited the scope of the study;

a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study       

b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.  

1.7 DEFINITION OF TERMS

HRM

Human Resource Management (HRM or HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives

Employees Commitment

 EC is defined as the employee's positive emotional attachment to the organization. Meyer and Allen pegged AC as the "desire" component of organizationalcommitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization

Job satisfaction

Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision

1.8      ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research question, significance or the study, research methodology, definition of terms and historical background of the study. Chapter two highlight the theoretical framework on which the study its based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study.

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