INTRODUCTION
The Nigeria civil service commission is a national body that is responsible for the employment and regulation of employment conditions and services in the country. The commission is one of the oldest bodies in Nigeria history. It has its origin in organization established by the British during the colonial era. The commission as it is today is a product of many reforms all gearing towards meeting global changes in the system.
The creation of Anambra state on the 27th
August, 1991 made it possible for the commission’s existence in Anambra state which is our case study. The Anambra state civil service commission performs similar functions with the Federal counterpart. Its functions include the appointment of officers in the state civil service and the issuing of disciplinary measures to such appointed officers if need be.It is important to note at this juncture that due to the multiplicity of public organization in the state, the civil service commission delegates the recruitment of staff, promotion, dismissal and other disciplinary measures on the employee to each ministry and non ministerial departments in the state for easy and convenient administration.
The only function left directly for the commission is the monitoring of the activities of each of the ministry and non ministerial departments in the state in order to ensure 100 percent compliance with any law, rules and regulations or procedure as well as review of appointment, promotion, disciplinary control and that standards set by the commission are strictly adhered to.
Within the hierarchy of Anambra state civil service commission, the state head of service is at the apex followed by the permanent secretariats, directors, chiefs and down the line.
The increasing importance of people as the primary sustainable source of competitive advantage makes it even more important that dedicated resources and thinking time are applied to the strategies through which people are developed and managed (CIPD, 2001).
Also managers are aware that people make the critical difference between success and failure. The effectiveness with which organizations manage, develop, motivate, involve anage the willing contribution of the people who work in them as a key determinant of how well those organizations perform.
Not minding the acclaimed importance of the effective personnel management to the organizational performance, many organizations are still far away from developing their personnel effectively.
The following are some of the problems that have hindered effective personnel management in the Anambra state civil service commission as at the time of this research.
The research work is carried out with the purpose of discovering the following objectives.
The following research hypotheses were formulated to this study.
GOOGLE SCOLAR
Hypothesis 1
Ho – Employee’s attitude does not predict organizational performance in Anambra state civil service.
HI
– Employee’s attitude predict organizational performance in Anambra state civil service.Hypothesis 2
Hi – personnel management practice explain the variation between organizations in terms of productivity.
Hypothesis 3
3 Ho – performance evaluation does not in any way contribute to workers performance.
Hi – performance evaluation contribute to workers performance because it help to check- mate each workers output and make them to buckle up where they are lagging behind.
The concept of personnel management in organizational productivity over the time has attracted the fantasy and attention of many scholars whom have tried to define the term in one way or the other. While others defined it according to the nature of its functions, (the functions it performs) in an organization, other defined it as just a factor of production like other factor of productions like land, capital and machines. The mechanical theory of the concept.
By and large personnel management is the sequential way of hiring, placing and fixing workers into organization structure as well as process like job description, performance evaluation, wages and salaries administration, motivation of employee’s and human relation so that employee’s will willingly contribute to the achievement of the organizational goals. It is all the activities and process directed towards making employees productive at all times and developing them to a state of permanent prosperity to the point that they can be able to perform efficiently in the highest grade of work to which their natural ability fit them.
Just as what Onah said, “that getting the right caliber of people by the process of recruitment to meet the organization’s need is not enough, conditions he urges have to be created which would make them stay on the job, happy on the job and cope with the demand of the job”. These conditions and the ways is preserved and managed constitute what personnel management entails,in the Anambra State civil service,Awka.
The importance and usefulness of this study can never be over emphasized.Suffice it to say that for personnel management to be effective in contributing to the organizational productivity, its functions and roles, objectives, principle and benefits must be properly understood.
More so, if the effective personnel management is clearly examined and new ideas are put forward, it would help to improve the performance of the employees which in a long run contribute to the total organizational productivity. This study however, intend to aid and in facilitating organizational productivity through effective personnel management.
The study will through the process of analyzing the various contributions and suggestions of renowned authors and scholars in this field of study contribute to the further growth of knowledge in the field of public administration.
The study is also hope to ignite the pleasures and inquisitiveness of other students to further they study of effective personnel management in other public institutions.
This result work is specifically carried out to investigate and examine the impact of effective personnel management in organizational productivity with a study of Anambra state civil service commission between the periods of 2005-2012.
The researchers all things being equal would have loved to broaden the scope of this study but because of some hintches the research will be limited to only studying Anambra state civil service, Awka.
Secondly, the financial cost for the research also played another significant role in limiting the scope to only Anambra State civil service, Awka. This is so because, boarding the scope means more money to go in search for information to the institutions under study which the researcher cannot readily afford.