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HUMAN RESOURCE DEVELOPMENT AND IT’S IMPACT ON STAFF TRAINING IN THE NIGERIA CIVIL SERVICE : A CASE STUDY OF AKS MINISTRY OF INFORMATION AND CULTURE



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HUMAN RESOURCE DEVELOPMENT AND IT’S IMPACT ON STAFF TRAINING IN THE NIGERIA CIVIL SERVICE : A CASE STUDY OF AKS MINISTRY OF INFORMATION AND CULTURE



TABLE OF CONTENTS

Title page                                                                                         i

Approval page                                                                                ii

Declaration                                                                                                iii

Dedication                                                                                       iv

Acknowledgement                                                                          v

Abstract                                                                                           vii

Table of Contents                                                                           viii

Chapter I

Introduction                                                                                     1

Background of the Study                                                               1

Statement of the Problem                                                              8

Aims and Objectives of the Study                                                9

The Significance of the Study                                                       10

Scope and Limitation of the Study                                                         10

Limitation of the Study                                                                             11

Statement of Hypothesis                                                               11

Definition of Key Concepts                                                            12

Chapter II

Literature Review                                                                            14

Introduction                                                                                     14

Definition of Personnel Management                                           15

Method of Filling Vacancies                                                          18

Condition of Services                                                                     25

Chapter III

Research Methodology                                                                           27

Introduction                                                                                     27

Research Method                                                                           27

Research Population                                                                     27

Method of Data collection                                                              28

Method of Data Analysis                                                               32

Chapter IV

Data Presentation and Analysis                                                      33

Research Findings and Hypothesis Testing                               42

Chapter V

Summary, conclusion and Recommendation                             43

Summary                                                                                         43

Conclusion                                                                                                45

Recommendations                                                                         46

Bibliography                                                                                    49


CHAPTER I

 

INTRODUCTION

 

BACKGROUND OF THE STUDY

 

          The concept of personnel management is a common term to mean management of staff in an organisation.   The conceptual approach refers to the administration of staff matters in an organisations. The operational approach deals with what personnel officers naturally do. The major functions of personnel management deal with the general administration perform by personnel officers such as staffing, training programs, salary, administration, motivation of workers, integration of the worker force and separation matters.

          Personnel management is also responsible for handling staff matters such as recruitment, selection and placement of employees in their various places of work in organisation, compensation, fringe benefit, integration of workers or brings together the interest of the worker with that of the organisation objectives, so that worker don’t pursue their personal goals, motivation or understanding the needs of the workers which brings better integration and separation of workers through retirement, termination, dismissal of appointment and death.

          It is much easier to describe what personnel officer do than it is to define difference between an effective and an ineffective one.  The personnel officers often conduct his operating function without yardstick of excellence and merely rate himself/herself against certain checklists of activities which are carried on my many personnel officers have been excessively concerned in recent years with activity and some what less about input. The system of management by (MBO) proposes that the first step in managing would be a clear definition of output expected. This would then followed by taking count of limited resource available to achieve the objective and then the conduct and control of activities.  Because of the importance to personnel management in an organisation especially the teachers have choose this topic with a case study of Aks ministry of information and culture and also that their various instruments of data collection will be explored and these includes, the questionnaire, interview and documentary method.

 

 

 

 

HISTORICAL BACKGROUND OF THE AKS MINISTRY OF INFORMATION AND CULTURE

          The present Aks ministry of information and culture came into being since the creation of Akwa Ibom State in 1976 after the abolition of North Central State by the Murtala Regime.

          The Ministry of information and culture has a constitutional right of existence as provided for in section 197 of the constitution of the Federal Republic of Nigeria of 1999, and the appointment of the chairman and members, except in the case of ex-officio members or where other provisions are made in this constitution, the chairman of this constitution, be appointed by the Governor of the State, and the appointment shall be subjected to confirmation by resolution of the House of Assembly of the State.

          The membership of the ministry of information and culture are appointed from suitable qualified citizens, whose wealth of management, and proven integrity are not in doubt, particularly from the retired senior public servants.

          They (members) shall hold office for a tenure of 5 years and shall not be dissolved until found wanting by 2/3 of the members of the State House of Assembly or until the tenure expires. 

Citation - Reference

All Project Materials Inc. (2020). HUMAN RESOURCE DEVELOPMENT AND IT’S IMPACT ON STAFF TRAINING IN THE NIGERIA CIVIL SERVICE : A CASE STUDY OF AKS MINISTRY OF INFORMATION AND CULTURE. Available at: https://researchcub.info/department/paper-8474.html. [Accessed: ].

HUMAN RESOURCE DEVELOPMENT AND IT’S IMPACT ON STAFF TRAINING IN THE NIGERIA CIVIL SERVICE : A CASE STUDY OF AKS MINISTRY OF INFORMATION AND CULTURE


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The concept of personnel management is a common term to mean management of staff in an organisation. The conceptual approach refers to the administration of staff matters in an organisations. The operational approach deals with what personnel officers naturally do. The major functions of personnel management deal with the general administration perform by personnel officers such as staffing, training programs, salary, administration, motivation of workers, integration of the worker force and separation matters. Personnel management is also responsible for handling staff matters such as recruitment, selection and placement of employees in their various places of work in organisation, compensation, fringe benefit, integration of workers or brings together the interest of the worker with that of the organisation objectives, so that worker don’t pursue their personal goals, motivation or understanding the needs of the workers which brings better integration and separation of workers through retirement, termination, dismissal of appointment and death. It is much easier to describe what personnel officer do than it is to define difference between an effective and an ineffective one. The personnel officers often conduct his operating function without yardstick of excellence and merely rate himself/herself against certain checklists of activities which are carried on my many personnel officers have been excessively concerned in recent years with activity and .. Click here for more

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