PROBLEMS OF HUMAN RESOURCES MANAGEMENT IN PUBLIC ENTERPRISES

ABSTRACT

Human resources management deals with the maximum use of the people working together to achieve a specific purpose for the benefit of the society. It involves all the activities that are performed from the identification of human resources needed in organizations for employment, to fully involve persons and planning for their retirement. It is the duty of the human resources management to plan for the compensation package of the employees to make them remain in the organization and put in their best efforts towards the realization of the goals of the organization. This is done in form of basic compensation, variable compensation and fringe benefits. In the light of the above background, this study looks into the Enugu State Broadcasting Corporation (ESBS) which is a state owned. Organization with the view to finding some problems that affect the management of human resources vis-à-vis the performance of the organizations. How are employment and recruitment done in these organizations? Are adequate training and development programmes given to the staff of these organizations? How does the performance of the staff affect the achievement of the organization? Are there adequate motivational and compensational packages for the staff of these organizations? Are there internal and external factors meddling with employment in these organizations? Summary of findings were made from the responses of staff of the two organizations and possible recommendations drawn from the analysis.

CHAPTER ONE INTRODUCITON

1.1      BACKGROUND OF THE STUDY

Human resources management is based on the main goals of an organization. Every aspect of an organization of its human resource of all tasks of management, managing the human component is the central and most important task, because all else depends on how well this is done.

The challenges of Human resources management are lack of qualified manpower technological, management, sociological and economic problems. These problems can be rectified by effectively planning training and motivating the manpower, encouraging self reliance among graduates.

To face these challenges, organizations should recognize the fact that human resources are inevitable. This is because of their role as the prime movers of all productive activities.

Donnelly et al (1992), Human resource management is the process of accomplishing   organizational   objectives   by   acquiring   retaining   terminating, developing and properly using the human resource in an organization.

Onwuchekwe (1995), business organizations require human resources from time to time as a result of changes in the present work force within the organization, technology, the environment and the present strategy of the organization.

Human resources management entails working with and through people to accomplish the tasks of forecasting, planning, organizing, controlling and co- ordination, planning, organizing, controlling and co-ordinating with effect leadership traits, recognized and established that the human resources is the most important of all the factors of production.

Imaga (2001:92), the human resources approach to management is developmental. It is concerned with the growth and development of people towards higher levels of competency, creativity, and fulfillment because people are the central resources of any public enterprises. It is facilitative and helps people grow in self control, responsibility and other abilities, as well, attempts to create an atmosphere in which all employees may contribute to the limits of their improved abilities. The

expectation is that expanded capabilities and opportunities for people will lead directly to improvements in operating effectiveness. Work satisfaction will also flow directly from employees making fuller use of these capabilities.

The expectation is that direct improvement in operating efficiency will result from expanding subordinate influence, self direction and self control. When subordinates make full use of their human resources, work satisfaction may improve as a by product.

In human resources the manager is concerned with understanding the complexity of human motivation, learning theory and behaviour modification. He gets involved in psychological processes and personality theory, and in understanding the dynamics of individual differences and group dynamics.

It  is the point of departure for the study of organizational behaviours the manager’s role changed from control of employees to support for their growth and performance. He provides the type organizational climate in which employees can grow and be productive.

The allocation and effective utilization of human resources can be pursued by two strategies which are fundamentally different and are based on different assumptions. The first is associated with human resources psychology, which emphasizes the selection of the right people fitting him to the right job. An essential condition for the staffing of organizations roles is to result a people who are likely to have qualifications required and to select from among them those who will be most likely to perform the job well.

Candidates are subjected to various tests or observed systematically to make it more likely that the candidates with the best qualifications are picked and trained. Thus from the pool of human resources, people already fit organizational requirement or who can at least be trained to fit them are selected and allocated.

This is not so in most public enterprises. In some of them vacant positions are filled up at the order of top government executives and are merely advertised to complete the formalities. In some cases, vacant positions are not advertised at all. The top bureaucrats will just covertly fill the position with their relationship and friends. In doing this we can be sure that the persons employed may not be very qualified for

such positions. Where this is the case, people can predict what comes next-problems here and there.

The administrative virtues to trust and intimacy on which the extension theory (theory z) rest are almost non-existent. We neither trust ourselves nor trust others. We are not subtle and so rarely expect subtlety from others in our work place. We are either two sanity or too devilish to relate with others in the place of work to the extent that when a normal lizard, rate or cockroach finds its way into the dilapidated old fashioned cupboards or lockers, some immediately take ill and begin to die for nothing other than the thoughts of the minds, Imaga (2001:100).

In terms of recruitment, where the process sis now followed accordingly, the new employees are not trained and are not formally introduced to the jobs where such employees lack the requisite qualifications for positions, they are usually not placed on the appropriate salary structure and do not enjoy retirement benefits. This is why it is common practice for people in most public enterprises to sit tight in their offices after they have reached their retirement age. Such people go as far as submitting sworn declaration of age or affidavit, reducing their actual age in order to stay longer in office.  Those  anomalies  in  public  enterprise  create  a  lot  of problems  in  human resources management and that is what this research project sets out to identify with a view to proffering solutions to them.

1.2      STATEMENT OF THE PROBLEM

It is pertinent to note that most organization have not imbibed effective management culture in terms of promoting favorable ground for human resources managers, and this has greatly affected their performances. It is the function of human resources department of every public enterprises to plan for the human resources needs of the public enterprise.

This is  with a  view to  satisfying them through recruitment, selection and deployment of qualified people. Experts in this field have continued to denounce the way and manner these functions are being carried out in public enterprises.

The station cannot be relied on for information needed by the public. As a broadcast media, the organization cannot satisfy the desires of the people in disseminating information urgently needed on latest development on politics, neither

can it  feed the people adequately with diverse views of issues of the moment or entertain “off air syndrome” that has characterized the situation. The masses cannot get the much needed awareness from the Enugu state Broadcasting Corporation should there be any eventuality in any part of the country.

In the light of the fore-going, the research considers it necessary to look into the E.S.B.S with a view to find some of the problems that affects the performance of the organization,

1.3      OBJECTIVES OF THE STUDY

Conventionally, it is the function of the human resources management department of every organization to recruit and employ the human resources needed in the public enterprise. It is left for them to train, maintain and integrate them as well as compensate the employees in other to make them fell at home and give in their best to the organization.

Unfortunately, these functions are not well performed by the human resources managing department of public enterprises because of interference of top government functionaries who give written notes to managers of public enterprises, instructing them to give immediate employment to their friends and relatives who may not have the right qualification and skill for the existing jobs.

Secondly, when workers are employed in public enterprises, most of them are not trained and develop to acquaint them with the skills needed for the operation of their jobs. Consequently the organizations primary objective of informing, educating and entertaining members of the public is discharged.

In the light of the for-going the researcher consider it necessary to look into the E.S.B.S with a view to finding some of the problems that affects the performance of the organization.

1.4      SIGNIFICANCE OF THE STUDY

This study helps to draw attention to the problems of human resources management in E.S.B.S         .

The research will stipulate further study in the meddling by politicians and influential citizens including highly placed human resource management in the affairs

of the state broadcasting and manufacturing outfits and the effect of its far-reaching problems to the performance of the establishments and to the general public.

Also, this research will stimulate more scholarship and further study in the area of problems inherent in the human resources management in such organizations as those under review in Nigeria.

1.5      RESEARCH QUESTIONS

The assumption of this study is the skill and competence of an individual influence his work performance and contribute towards the achievement of the organizational goals.

1.         Does  recruitment  and  employment  process  in  ESBS  comply  with  the stipulated guidelines in public service?

2.        Does appropriate training improvement employee performance?

3.         Are  staff  of  E.S.B.S  exposed  to  adequate  training  and  development programmes?

4.        Are the staff given adequate compensation to motivate them?

5.         Do the staff of the organization posses the necessary potentials for effective and efficient work performance?

6.         Do workers in the organization fully utilize their individual especially for the attainment of the goals for the organization?

1.6      THE SCOPE OF THE STUDY

The scope of this research is limited to finding out how the skill and competence of an  individual will  influence his  work  performance and  contribute towards the achievement of the organizational goals.

In carrying out this research the researcher have to highlight the effect of human resources management processes in the establishment.

The study will sample the opinion of some members of the public on the quality of services rendered by E.S.B.S.

The scope is centered at the administrative headquarters in Enugu.

In the course of this study, some impediments restrict the scope. There is generally death of textbooks, journals, magazines and other relevant  material that would provide the researcher with needed information.

1.7      LIMITATION OF THE STUDY

The study will be limited to the basic issues which include the knowledge and competence of an employee.

Historical Background of E.S.B.S

What  we  have  as  the  Anambra  Broadcasting  service  (A.B.S)  came  into existence in 1960 when Nigeria moved up to full national independence.

It started as the eastern Nigeria Broadcasting Corporation (E.N.B.C) in a hired building at ogui Road in Enugu.

Between 1964 and 1965, the broadcasting, equipment and studios of the ENBC were beefed up in readiness for the 1965 elections. There were expansion and improvement in the facilities. This led to the construction of broadcasting studios at independent layout Enugu.

Unfortunately, the 1966 coup and subsequent national crisis now referred to the Nigerian Civil war interrupted the operations of the new studios.

Following the crisis, the E.N.B.C old location fell to the Nigerian Army, but is transmitting  equipment  were  removed  and  installed  temporary  while  its  radio broadcast was made possible by the use of improvised and unconventional methods, that is, palm tree for instance were used to mount transmitting antenna.

When  the  war  ended  in  1970,  E.N.B.C  continued  as  Eastern  Nigeria

Broadcasting service (E.N.B.S) with the war ravaged studios.

In  1973,  a  television  contract  was  awarded  by  then  east  central  state government to facilitate broadcast services which became non-existence due to the civil war.

As a result of the contract, television transmission started in October 1975 after a  new  transmitting  station  while  the  independent  layout  studios  were  being constructed.

With the division of the East Central state into Anambra and Imo state in 1976, the E.N.B.B continued as the Anambra Broadcasting Services (A.B.S)

A.B.S. was renamed A.B.C. in 1977 when a transmitter and an emergency studio were installed at the 9th  mile corner, Enugu   where test transmission started while the Hill Top station was well equipped.

When the 9th  Mile Corner station was   in  effect opened, it   was  used inter

changeably with  the  Hill  Top  station in 1978, the independent layout station known as A.B.C was fully reactivated and it became the states vibrant Radio station.

Between 1981 and 1982, the A.B.C. II, Onitsha was established. In 1985, A.B.C Radio stations, that  is the  Anambra Television (A.T.V) to  form Anambra Broadcasting Service (A.B.S.I), Enugu, A.B.S. II Onitsha and A.B.S. III Fm station at

Awka.

Following the state creation in 1991, A.B.S. III Fm station Awka became A.B.S. II Onitsha maintained its name and serves as the Headquarters of the Radio and Television Station for the new Anambra State.

The A.B.S. II Onitsha continued to serve as the Headquarters of the state Broadcasting outfit till 1993 when the Administrative Headquarters of the establishment was at St. Paul’s building in Awka the state capital.

In 1994, the administrated headquarters of the A.B.S. was relocated from St. Paul’s premises to its present temporary headquarters at Okpuno, Awka. Also, in the state capital.

Management Structure

The Edict establishing the A.B.S informs that the organization is to be headed by a four man Board of Directors, one of whom serves as chairman of the board.

According to the edict, the Board Directors, is to be followed by the Managing Director and a Deputy Managing Director. Following him is the secretary to the Board who  will  be  followed  by  the  Directors,  Chiefs,  principal  officers  and  the  other members of the staff.

Where there is no board of Directors, the state ministry of information supervises the affairs of the organization. But this arrangement has not been the same over the years it has been observed that at one time, the A.B.S had a Director General

at its apex. At another time, it had an Acting Head of Corporation as the overall head. At a time took, it had a four man interim management committee as the highest authority. The A.B.S had also been headed by a Managing Director and a sole Administrator respectively.

For instance, when the organization was established in 1960, it was headed by a manager as the highest authority between December 1976 and July, it had a Director General at the apex.

From July 1984  through May 1985,  it  had  an  Acting  managing Head of operations as the highest government. From 1985 to 1988, it had a managing director. Between 1985 and 1990, A.B.S was headed by Board of Directors followed by a managing Director as the highest governing body. Another managing director took over headship of the establishment from 1993 to 1997.

From April 1997to July 1998, a sole Administrator was the boss of the A.B.S between July 1998 to November 1998, the establishment fell to the hands of interim manager made up of a four man team.

Presently, the  A.B.S.  is  being  headed by a  Managing Director (without a

Deputy Managing Director) who came into leadership on November 16, 1998.

At the moment, structurally, the A.B.S. is headed by a managing Director, followed by the directors and the Head of the A.B.S II, Onithsa station.

Following them are  the  Deputy Directors, who  are  followed by the  chief officers. The chiefs are followed by the Assistance Chief Officers who are followed by the principal officers and them the other members of the staff.

Philosophy of the A.B.S

As a service organization, the  A.B.S. has its philosophy as service to the

people.

In pursuance of its social responsibility to the people in areas of entertainment,

information and education to the public, the establishment is to render services that would satisfy the people and stand the test of the highest tradition of broadcasting even to the most critical.

This is why the organization is always informing and education the general public on the latest development in country’s politics and other aspects of governance as well as entertaining them with the most recent and interesting music and movies.

Objectives for Setting up the Establishment

Apart from the traditional functions and objectives of broadcast media, the

A.B.S has public enlightenment among its specific objectives.

By this, the establishment wants to reinforce the general knowledge of the citizenry through provoking programmes in all  spheres of life  including cultural, economic, socio-political development  and  science  technology.  The  establishment wants   to   emphasis   the   civic   responsibilities   wants   to   emphasis   the   civic responsibilities and assist in the creation of a health environment among other things.

In its family programme, the establishment promotes the proper role of women in the society and provides guidance to parents in the proper upbringing of children.

The A.B.S also functions to promote wider user of Igbo language through its Igbo service, foster the development of God fearing society in its religious broadcasting, provide background information, analyze and interpret news through its current affairs programme as well as functions to maximize revenue and project the image of the establishment in its commercial programme.

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