CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

Local government as a tier of government below the

federal or state government has the obligation to provide a

specialized ranged of social services to a community as the

legal instrument for establishing it and the authority to

provide other services such as security etc.

In this regard, no set of institution are potentially

more important in the co-coordinator, promotion and

implementation of community services or enhancing citizens

participation and maximizing the sue of local resources, no

institution are potentially more capable of ascertaining

local needs considering local demands determining priorities

to find more support to enhance local resources and arousing

local interest and support than the local government.

The needs are important and was so long recognized by

our forefathers even before the advents of the Europeans,

1

therefore in existence then, was a form of local government

formally known as traditional system, through the system our

forefather were able to maintain law and order and were able

to provide social services through such institution as

village council, clean and tribal council.

However, with the coming of the European trader and

later on European administration had to under a system of

structural adjustment in order to reflect the prevailing

situation at the time.

Hence with emergence of Nigerians in the political

scene of their country in the early sixties (60s) and with

the coming of regional self government in the three region,

Awolowo and Sir Ahmadu Bello the Sardauna of Sokoto

introduced local government bills which to the replacement

of the Native Authority in the south as a result of local

government ordinance of 1950 in the east, in the west by

English style country or divisional district, and council,

2

following the local government law of 1954 replaced by sole

chief with the chief in council, but traditional districts

and village groups remained as subordinate administrative

organs of the native authority. Danbaki (2011).

However, with the achievement of independence in 1960

with administrative in Nigeria shifted from liaise-faire to

that of welfare state Danbaki (2011).

According to the doctrine of welfare state, the

government is required to provide a conducive atmosphere

which will ensure the provision of a reasonable standard of

living for the citizens, this means that government is

required to provide such services as electricity, food at

affordable price, water, good security and above all

employment for the citizens.

The system of local government by democratically

elected government council shall ensure their existence

3

under a law which provide for the establishment,

composition, finance and function of such council.

According to section 149 of the 1999 constitution of

federal republic of Nigeria as amended in 2001 provide that

“the federal and state government would grant a certain

percentages of the respective and funds to local government

in each state”. (1976 Local Government Reform).

On the whole administration of societies through out

history had been carried out assemblance of local

administration / government, such government from the centre

had often been viewed as primitive local authority to the

extent that many people shy away from talking, appointment

in the local government, central administration had often

worsened matters in their hand, unduly starting them from

funds and unnecessary dabbling (take part) into the affair

of local councils, these have flouted the philosophy, the

world over an its importance in the foundation of modern

4

civilization development and democracy cannot be over

stated. Danbaki (2013).

1.2 STATEMENT OF THE PROBLEM

Personnel management usually go beyond demand and

supply of human resources in an organization, the existing

problem in this department trigger to malfunctioning of then

department. There are contains industrial differences and

illegal influence of employment decision which jeopardize

their objectives.

It is these problem that necessitates this project, the

nature of the manpower resources that are available has

considerable influence on the degree that a personnel

manager experience in fully job vacancies.

We need to find out what the problems and prospect of

personnel management at the local government level.

The composition of the labour force and its

distribution also affect such personnel function as5

supervision bring benefits, wages and salary administration

and union, relation, Infact there is probably no functions

of personnel management that is not influenced in some

manner by manpower.

It is describable also to understand some of the

changes that re taking place and their implication for

personnel management.

1.3 AIMS AND OBJETCIVES OF THE STUDY

The aim of this research is to examine the problems and

prospects of personnel management at the local government

level in Nigeria with Ezza North Local Government as a case

study.

The objectives of this research includes the following:

a. To investigate the factors responsible for the low

performance of the local government administration

despite the effort of the federal government for its

effective performance.6

b. To examine the impact of the supervision and rewarding

system on local government workers.

c. To determine the conflict in an organization between

elected members and employees of the local government.

d. To develop the personnel planning and staff development

and training of local government employees.

e. To offer suggestion or recommendation towards problem

and prospect of personnel management at local

government levels in Nigeria.

In Nigeria today¸ there are over 364 ethnic groups with

diverse cultures and tongues. These ethnic groups are

further divided into communities, these communities form the

constituents/ areas of local government in Nigeria

1.4 SIGNIFICANCE OF THE STUDY

The significance of this very study cannot be

overemphasized thus, by the substantive examination of local

government administration problems , it will at least

7

reinforce and contribute to the richness of the past

examination, critical analysis and appraisal of local

government administrative problems.

However, as it reinforce of a frontiers of knowledge

this intends to provide another critical insight into the

1976 local government reforms, furthermore, this topic has

been chosen for research because of it importance to

students and practitioners of local government

administration.

It is in this of essential for good administration

depend largely on the manner and way of handling matters

affecting the well being of the populace.

These will also help the practitioners of local

government administration to come out with good management

policy and programmes in all aspect of it function that will

make the workforce to loyally and committed to their

functions, studying this will enable the practitioners to

8

have sound knowledge on how to organize the workforce well

by properly motivated a salaries and conditions of

employments.

Finally, this study is very important to the students

because it will enable them to have the skill on how to

manage resources in future.

1.5 SCOPE AND LIMITATIONS OF THE STUDY

These scope of this study is mainly deal with the area

of coverage of the research work that is mainly corner with

the examination and critical analysis of Ezza North Local

government administrative problems. However, we shall take

the period between (2008-2012) in other to find out the

problem and prospects that is carried on in Essay North

local government as our case study.

The scope of this study is to examine the problems and

prospects of personnel management at local government in

9

Nigeria. A study of Ezza North local government of Ebonyi

state, from 2008-2012.

The research was limited by the following constraints,

the problem of secondary source of data to supplement

primary source of data collection for analysis.

Another problem was financial constraint to provide

needed tools that will make the research work on excellent.

One of the problem is time factor, there was a limited

time given to carry out this investigation because the

research suppose to take almost a year but unfortunately

only four months was given especially in terms of personnel

management in an organization which need enough time in

order to make sure the proper study has been made.

However, despite all these constraints effort is been

put in order to see that this research work is been carried

out successfully and perfectly without any hindrance from

the above mentioned problems.

10

1.6 RESEARCH HYPOTHESIS

According to keplers (2009) he define hypothesis as a

production or a conjecture stated well in advance of

observation or actual collection of data about what can be

expected to occur under stated or given condition.

1. HO: The effect and prospect of personnel management

affect the smooth running of Ezra North local

government.

HI: The effect and prospect of personnel management

did not affect smooth running of Ezra North local

government.

2. HO: the selection of good leader in an organization

deans not bring about development in the organization.

HI: The selection of good leader in an organization

brigs about development in the organization.

11

1.7 DEFINITION OF TERMS

Local: This means belonging to a particular place on the

earth surface, pertaining to or existing in a particular

region or districts or belongs to a town, some comparative

small districts as districts from the state of a country as

a whole.

Local Government: A political authority set up nation state

as a subordinate authority for the purpose of dispensing or

decentralizing political power.

Government: The structure of power sharing, of power and

utilization of power, it is an established system of

political administration by which a nation, state, district

is governed, it is said to be the agency through which the

will of the state is formulated expressed and realized.

Administration: This means government machinery by which

policy is implemented.

12

Problem: A problem is a condition or situation which

produces human needs, deprivation, dissatisfaction or

disappointment which re identified by individuals and form

which relief is taught.

Personnel Management: This is said to include all the

activities of personnel officials in both management and

operative function. It is also the sum total of what

personnel officers are seen to be doing in shares of

personnel process ranging from the management function of

planning, organizing and controlling to the operative

function of procurement, development, compensation,

integration, maintenance and separation.

Staffing: Is the process of fulfilling the manpower needs

to development, a course of action designed to enable the

individual to realize his potential for growth, it selects

to future rather present jobs.

13

Training: Training in the broadcast sense is a key to

national development; it is also machinery for “mobilizing

for attack upon national problem” it can be sued as a tool

for solving national problem cause by social change.

Training is also seen as a tool for enlarging human

resources and productivity.

Personnel Planning: Is the process by which an organization

ensures it has the right number of people at the right

number of people at the right place at the right time doing

the right thing which they are economically most useful.

14

CHAPTER TWO

LITERATURE REVIEW AN THEORITICAL FRAME WORK

2.1 INTRODUCITON

The research in this chapter intends to review related

literatures to the subject under study.

2.2 HISTORICAL BACKGROUND

Local government as a unit of government below the

federal or state government has the obligation to provide a

specialized range of social services to a community which

has the legal instrument establishing it and authority.

The importance of these needs was so long recognizing,

by our forefathers before the advents of the Europeans,

therefore in existence there was a form of local government

known is traditional system, through the system, our

forefathers were able to maintain law and order through such

institution as village council, clan and tribal council,

however, with the coming of the European traders and later15

on the European administration operated by our forefathers

was not sufficient to cope with the realities of the time.

Consequently the local administration had to undergo a

system of becoming new in order to reflect the prevailing

situation at that time.

Hence, in the changing approach to the dealing with

people at work has seen the work carried but by the

personnel function changing considerably.

The advent of the industrial revolution in the early

19th century, brought about the need for large scale

organization. In the early sixties (60s) and with the

changing of regional self government as a result, the

interest of local government in these rations (North, East

and West) were arouse accordingly.

The native authority in the south as a result of

government ordinance of (1950) in the east in the west buy

English style country or divisional and village group

16

remained as subordinate administrative organization of the

native authority.

However, with the attainment of independence in (1960)

local administration in Nigeria shifted form more leaser-

fare whose function was limited to more maintenance of law

and order to that of welfare state.

According to the doctrine of welfare state, the

government is required to provide conducive atmosphere which

will ensure the provision of a reasonable standard of living

to provide such services as electricity, food at affordable

price, water, good road network, security and above all

employment for its citizens. Danbaki (2012)

To fewer than score, the importance attached to the

local government the local government reforms recognized

local government as a third tier of government after the

federal and state government with a clearly defined set of

function, this in line with the (1999) federal constitution

17

section 7(12) council is under this constitution guarantee

that every state government shall ensure the existence under

a law which provide for the establishment, composition,

finance and function of such council.

http://www.constitutionamendmentamended1987.co/html

Public servant are expected to abide by their rules,

norms or sanctions are readily to receive the attendant

punishment that would be meted over to them. The most

effective method of discipline is self disciple, which means

that an individual should know the effective between right

and wrong and to do his best to ensure that situation

calling to ensure or external punishment are not brought

down on him. Audu (2001)

According to Fayol (1976) the orderly regulation of

employee to achieve their individual willingness to

subordinate his own immediate device to organizational

needs. Umar (2009).

18

Ezza north local government is among the pioneers of

local government in nigeria, it may also be regarded as

mother of local government in Ebonyi state.

Although, formally Ezza North itself was the native

authority, thus after a century of control of government

machinery in (1906) form the Igbo’s that base in Enugu and

Anambra ultimately, author was hence forth transformed to

the colonial office, the description below is not generally

with all Igbo villages that exist before colonialism, but to

a handful of town such as Orlu, Okigwe and areas around

Owerri. Danbaki (2012)

Among Igbo’s in general, the largest political units

that ever existed was the village group, although they

existed clans, sub tribes or tribes.

The federal military government introduced a nation

wide local government reform in 1976, this delegated more

functions from the state government to local government in

19

Ezza North local authority, prior to 1976, furthermore, the

village that made up a village group were usually situated

round about a central market which served the supreme

governing body that is the village assembly or Amaala and

letter authority matters were required by the reform

provision to say out of the executive area of Ezza North

local government affairs and retreats to council of chief

instead.

It is therefore, very necessary to examine the

structure of Ezza North Local Government to fully appreciate

the problems and prospect within the institutions operate in

various part of the country.

In 1991 however, with the operation of the presidential

system in local government (with its attendance principles

of separation of power) there was political structure and

even the office of the secretary became political so there

was the executive council office of the chairman and office

20

of the secretary department (with personnel department

exalted among the others because of additional

responsibilities) the head of personnel management serving

as the secretary of the local government in the present

dispensation (Mallam Adamu 2011).

Note: In the 1988 civil service reforms administration

change finance, suppliers, planning research statistics. As

from 1991, the structure looks like this

21

Executive Council Legislative Council

Office of the Chairman

Office of Secretary

Department

Education

PersonnelManagement

Health Finance Agric Work

SOURCE: Adamu (2011)

Note: the executive separated form the legislative, note

also that under the outgoing caretaker committee both

political structure of the executive and legislative arm of

merged, the outcome is finance and general purpose committee

sometimes referred to as executive committee under the

present dispensation in 1996 it looks like this:

22

Local GovernmentCouncil

Executive Committee

Standing Committee

Office of the Secretary

Departments

Works

Education

Finance

Health

Agric &Natural

PersonnelManagement

Informatio

Socialdevelopment

SOURCE: Adamu (2011)

In a nutshell, Ezza North Local Government is a well

known town as it is called the center of culture and tourism

or seat of knowledge.

This is for carrying a person newly into a particular

job for you to recruit the right caliber of personnel into

the following procedures which must be taken into

recognized.

Job analysis must first and foremost be carried out

this involves the formation of the recruitment policy and

the determination of the number and type of manpower

required the management of the people personnel

administration or human resources management ahs been

defined as planning, organizing and controlling of the

function of the processing maintaining and utilization of23

labour force for the purpose of achieving the organization

objectives.

a. The objectives of the individual and the objective of

the society at large, personnel administration can also

be defined as the management roles that are concern

with people of work and their relationship within the

organization, this definition means that it is

everything concerning the staff and the activities of

the staff within an organization and this organization

could be public, private or governmental organization.

b. Training and development: This is another

responsibility of the personnel department in Ezza

North Local Government on the personnel or human

resources management in the local government to enhance

the effectiveness of the workers.

Training and development is an important aspect of

human resources or personnel management.

24

Human resources or personnel professional contend that

when employees are maximally trained, they tend to acquire

the right skills and attitude necessary to achieve the

optimum productivity.

Training and manpower development is the functional

part of organizational development, it improves the skills

and this is for carrying a person newly into a particular

job for you to recruit the right caliber of personnel into

the following procedure which must be taken into

recognition.

Job analysis must first and foremost be carried out

this involve the formation of the recruitment policy and the

determination of the number and type of manpower required by

the management of the people personnel administration or

human resource management has been defined as planning,

organization and controlling of the function of the

processing, maintaining and utilizing of labour force for

the purpose of achieving the organizational objectives.

25

The objectives of the individual and the objective of

the society at large, personnel administration can also be

defined as the management roles that are concern with people

of work and their relationship within the organization, this

definition means that it is every thing concerning the staff

and the activities of the staff within an organization and

this organization could public, private or governmental

organization Igbo and western education at large

According to Pilferer, (1998) administration is the

organization and use of man and material resources to

achieve desire ends.

Administration is a rational human activities which in

any organization be it public or private personnel

management is the core administration.

Personnel management has been defined by different

scholars and authors, according to Yusuf (2002) personnel

management itself began with the origin of man of course

26

this verses fall within the broad perspective. In this broad

perspective he strongly rooted in the tribal structures.

Edwin Flippo view personnel management as planning,

organizing, directing and controlling of the procurement,

development, compensation integration, maintenance and

separation of human and material resources to the end that

individual organization and social objectives are

accomplished

The individual manager can play their part, but is the

function of personnel department to co-ordinate the

activities involves in personnel management such as staff

recruitment training and development, compensation.

a. Staffing requirement and selection: recruitment has

been defined as the process of searching for

prospective employee and stimulating them to apply

for jobs in the organization capacity of the workers

in Ezza North Local Government council.

27

b. Compensation of personnel: The issue of compensation

of the personnel in Ezza North Local Government

council is another important function of the human

resources to ensure the high labour productivity in

the organization.

Compensation means any amount of money given to

workers in return for the service he/she rendered

However, personnel or human resources consist of the

persons and individual who resource contributes towards

production; this is also achieved through adding value to

the other factors of development.

Lastly personnel management can also be referred to as

a difference in attitudinal; approach on the part of work

and management to relationship involved in attracting

development and keeping competent and productive workforce.

2.3.2 FUNCTION OF PERSONNEL MANAGEMENT

28

The following are the function of personnel management in

an organization Yusuf (2002):

i. Manpower planning

ii. Recruitment and selection

iii. Employee appraisal

iv. Wages and salary administration

v. Industrial relation

vi. Training and development

vii. Employee welfare

viii. Motivation

ix. Human resource accounting

x. Organizational development

1. Manpower planning which is also called human resources

planning consist of putting right number of people,

right kind of people at the right place, at the right

time and doing the right thing for which there are

suited for the achievement of goals of the

29

organization. Human reoccurs planning has an important

place in the arena of industrialization.

Human resources planning has to be a systematic

approach and is carried out a set of procedures, the

procedures is as follows:

i. Analyzing the current manpower inventory

ii. Making future manpower forecast

iii. Developing employment programmes

iv. Designs employment programmes

v. Designs training programmes.

2. Recruitment and selection: This side defines as the

filing of vacancies by appointment of person not

already in the full civil service but exclude the

transfer and secondment of officer form other public

service within the federation to the state civil

service. While selection can be define as the process

taken in an organization been public or private sector

in order to select the best person or someone who will

30

be fit for the vacancy or to get the best person from

those who apply for the job.

3. Employee appraisal: This method evaluating the

behaviour of employees in the work spot, normally

including both quantitative and qualities aspects of

job performance, performance here refers to the degree

of accomplishment of the task that make up an

individual job. It indicate how well an individual is

fulfilling the job demand often the term is confused

with effort, which means energy expected and used in a

wrong sense.

4. Training and development: These cover both employee

training and management developments. Training is a

short term process of learning specific skills by

junior workers and intermediate staff. Training is to

equip individual with necessary skills to enable them

to be more productive, gain promotion to be developed

in case of their being redundant. While development is

31

a long-term learning process specifically designed to

develop management staff in order to account them with

change in technology and new management methods, all

aimed at improving management activities.

5. Motivation: The Carrot (wages incentives) and stick

(denial pay rise) etc traditional method of motivation

has given way to new principles and concept of

motivation being apply to philosophy of management, it

is now generally accepted that workers have to be

motivated to give their best toward. Success of the

organization, specifically motivation entails the

incentives which satisfy workers needs and increase

workers commitment and effort toward the goals of the

organization.

6. Wages and salaries administration: Wages and salary

administrative, their energy or spending their time in

accomplishing the organization objectives. Remuneration

can be in monetary terms or in form of service.

32

Monetary terms are of course in form of wages and

salaries and part of fringe benefits like housing and

transport allowances, compensation package has three

major components, wages and salaries, fringe benefits

and incentives scheme.

7. Industrial relations: It can be basically define as

the production process, nevertheless it was adopted by

the system theory by emphasis on the concern on how

work rules are made and applied and how decisions are

taken to distribute amongst the procedures, their

shares in the reward of production.

PROBLEM OF PERSONNEL MANAGEMENT IN NIGERIA

Personnel management of human resources management in

Ezza North Local Government council is one of the most vital

important aspect that more emphasis will be base on, since

human resources has to do with the effort and skills that

the local government workers will put in other to see that

33

certain goals are being achieved, so there is a serious need

to make sure that proper management is being given to this

human resources at the local government level in order to

ensure effective and efficient utilization of such human

effort any skills to enhance general development of Ezza

North Local Government council.

But not withstanding, this personnel management is

faced with a lot of problems that serves as a Canker worm,

which will be discussed below vividly. Hardly can any

organization exist without being vulnerable to problems,

these usually impede the apace or unities against objectives

of the organization in the regard. Charles Jones (2004)

states that a problem is condition dissatisfaction or dis-

opportunities which are identified by individual or group of

individual and relief is sought.

To put in simply form problems can be said to exist if

the following factors are presented:

34

a. That a situation or condition must be identified or

observed to exist.

b. That a situation must be perceived as pathological and

undesirable.

c. That the individual or group of people’s action must be

actually potential mobilized to control or relive the

situation.

In this regard, Ezza North Local Government council as

one of the third tier of government likes any other

organization agency vulnerable to the problems of personnel

management.

Therefore, we shall really see the problem of personnel

management in Ezza North Local Government, the process of

personnel management or administration is interlocking and

complex thus, according to Edwin Flippo (2008) “Personnel

manage mentor administration include all operative

functions, it is the sum total of what personnel officers

35

are seen to be doing in a spare of personnel process ranging

from the management function of planning, organizing,

directing and controlling to the operative function of

procurement, development, compensation, integration,

maintenance and separation of human resources of the end of

the societal objectives are accomplished.

In this regard, it is actualized in activities as

determining the organizations of personnel needs, recruiting

and selecting, developing, counseling, rewarding, utilizing,

motivating and resolving conflict in an organization.

Thus theft indigenes under the problems of personnel

administration or management of local government council

include, personnel planning, staffing, supervision,

rewarding, staff development and training and conflict of

organization

36

The above finding will be discussed below and will

later be empirical analysis of respondent’s opinion in other

chapter personnel planning.

With an increasing emphasis on rationality in modern

society, planning at large assume greater significance or

importance in the life of complex organization such as Ezza

North Local Government, hence planning is define as “the

exercise of intelligence to deal with facts and situation

and find way to solve problem, it also involve projecting

and looking ahead to the future”.

Personnel planning also means “the mean the process by

which an organization ensures that it has the right number

of people and all the right kind of people at the right

place and at the right time of doing things for which they

are economically most useful”

On the other hand is an attempt to forecast how many

and what type of employees will be required in the future

37

and to what extent or degree this demand is likely to be

made.

In Ezza North Local Government, the type of personnel

that exist is not comprehensive and refined as to expected

using idea, normal standard and the personnel in the form of

estimate which are used to be indicated in the annual budget

on department basis.

Thus, in practice, there is no separate personnel

document in the local government except that which is drawn

up with other local government estimate in the annual budget

estimate.

A notable observation about these plans (in the budget)

is that it appears to be based on wishful thinking rather

than real needs to local government.

However, to the inadequacy of reliable personnel data

and information in the local government, there is reason to

38

doubt that personnel planning are based on desire to

facilitate increase efficiency and performance.

In the case, some head of department annually, increase

the number of staff required claims, but because it is

conventional to expand the department staff and expenditure

as year roll by. On the other hand, in Ezza North Local

Government the people (workers) that are supposed to be

involved in personnel planning matter where not there, this

is due to selfish interest as a result of politics and this

lead to the organization not to be achieved it set goals.

Yusuf (2002)

a. Therefore, the benefit on organization derived from

effective personnel planning cannot be overstated, but yet

these (benefit) are nearly lost to Ezza North Local

Government because they lack effective efficient and

comprehension planning scheme.

39

b. Staffing: Staffing of any organization involves the

process of analyzing the present and future needs for human

resources and obtaining personnel to meet these needs in

essence, these process is said to have closely tied to

planning because personnel needs must be anticipated

sufficiently in advances to enable qualify individual to be

secured for job opening as they occur.

The findings during these surveys, the researcher

observed that Ezza North Local Government lack competent

staff, this is because the recruitment is based on the

syndromes of long leg.

So the question of qualified staff does not exist in

the council when looking at the 1998 civil service reform,

it stated clearly that recruitment should be based on

properly qualified and standard staff and promotion should

also be based on qualification and experience in long

service. It has also been observed by the researcher that

40

staffing processing in Ezza North Local Government council

does not faced their job properly and job evaluation is

absent because of all these problems. There are ways that

the aim of the organization can be able to achieve.

c. Supervision: The word supervision came from two words

viz Acc-super meaning over and about while vision meaning

the act of seeing object or perceiving mental images or

looking over?

The main quality and target of every person who perform

the supervision work is to see that under his jurisdiction

is accomplished.

To get result, supervision employs basic resources of

which human talents are the most important element. The

resources are used in such a way that it will not only

accomplish the work but also provide challenges, interest

and satisfaction to the work.

41

In Ezza North Local Government, like other bureaucratic

organization, employees are assigned with specific job, task

to perform. This could be the duty of supervision in a

various department to have the responsibility of overseeing

the task performance of each subordinate worker as

scheduled.

This is to ensure effectiveness and sufficiency in the

completion of duties for supervision to accomplished

objectives in the workers been supervised, must be satisfied

with their schedules to duties.

However, the researcher also observed that the

supervision in Ezza North Local Government council have low

qualification and their ability to supervise effectively is

limited.

Hence, poor qualification and adequate training impeded

the ability to deliver effective supervision as the care in

Ezza North Local Government; therefore, we cannot afford to

42

lose sight of the importance of supervision in any

organization.

d. Rewarding: - rewarding of employees include

recognizing achievement and providing both intrinsic,

extrinsic reward and internal to the individual and are

normally derived from involvement in the work itself.

Job satisfaction and feeling of accomplishment are

example of intrinsic reward on the other hand are more

tangible and include pay fringe benefit and promotion.

However, in Ezza North Local Government, the junior

personnel work form a large provision of the entire

workforce are not happy with the management about condition

of service and work ultimately, than moral and

productivities are bound to be adversely affected.

e. Staff development and training in: These refers to the

process of assisting employees in attaining personnel

and social behaviour that meet their needs and those of

43

the organization, these employees in an organization

require continuous development process which normally

start with the organization orientation programmes.

This is follow up by various activities that inform

employees or worker of policies and procedures of the

organization, training in the job will evaluate the skill

and performance, the employees development can take place in

both formal and informal training, training is the broadest

sense, is a key to national development

2.4 THEORITICAL FRAMEWORK

There are individual difference in terms of physical,

morally and physiologically behaviour.

Human beings have differences in perceptions norms and

value in their characteristics pattern of their behaviour

These differences that exist in human beings lead us to

the issue of behaviors and discipline.

44

Some people are disciplined due to proper home

training, education, interaction with others of identical

discipline minds, and so one. There are yet others who are

natural indolent, they dislike work and they have to be

coerced or punish before they work. While others regards

work as play or rest and need not to be coerced before they

work.

In this research work, intend to base theoretical

framework on the ideas of Douglas Mc Grego theory x and y.

Theory x, managers are more vulnerable to habitual

institution of disciplinary proceedings against their

workers after such activities or behaviour that could only

require counseling.

Where this persists, discipline itself tends to lose

its tests of objectivity and productivity at the expense of

that workers and management alike.

45

It should be noted that Douglas Mc Grego (theory y) and

Professor Rensis Likert submission that successful managers

are those who shun the scientific management approach in

favor of human relationship and behaviouricism style of

course to the adherent of the scientific management.

These does not make sense, for the average workers is

naturally lazy and must be handled by the use of the stick

approach, managers disciple and disciplinary proceedings

became other of the day.

However, in country that British system of

administration has been established, the institution of the

civil service commission has been created with the hope that

it will make the public service non-political impartial,

thus the efficient to the Ezza North local government of

Ebonyi state which is composed of men and women of high

intellectual capacities and considerable detachment and

neutrality in performing their duties and responsibility.

46

47

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 INTRODUCTION

This chapter deals with the method used in collecting

information for the project, also the researcher will

attempt to present the various types of research design and

consequently stating the design applicable for the research

work.

The project work will be vague if the sample size is

not stated and the sampling techniques is not known, these

add many other relevant details that related to gathering

necessary data would be stated.

3.2 RESEARCH DESIGN

According to Asika (2002) define research design as the

structuring of investigation aimed at identifying variables

and relationship to one another, this is use for the purpose

of obtaining data to enable the researcher test hypothesis48

or answer research question. Research design are therefore

used by the researcher as a blueprint for data collection

prior of the actual study, it is a useful guide.

RESEARCH DESIGN SELECTED

The research design selected for the project is the

survey research design. It involves obtaining of

standardized information from the sample population with the

period of the research and from which hypothesis will be

tested.

3.3 POPULATION OF THE STUDY

Population according to Asika (2002), he define

population as all conceivable elements or subject observed

relating to a particular phenomenon of interest to the

researcher by this definition of subject or element can be

49

observed or physically counted e.g. every worker is a

subject or element in this local government level.

The total number of staff in Ezza North local

government by the year 2012 was (1231) among this staff,

there are both management staffs and out of this staffs

(516) are junior staffs and (715) are senior staffs of the

local government council and the senior staffs which from

grade level (07) and above (516) staffs which from grade

level (06) which are the junior staffs which gives the total

sum of respondent to be (1231) staffs in Ezza North local

government.

3.4 SAMPLE SIZE

A sample simply means a portion of population selected

for study because the element or subject making the (sample)

possesses the same characteristics with the others in the

population taken for study.

50

The representative of the sample size is randomly such

as the size of the sample is randomly that will be used in

this study is determine by some factors such as the size of

the sample compared with the size of 5the population. Asika

(2002)

3.5 SAMPLING TECHNIQUES

Sampling is define as statistical plan concerned with

all steps that are taken in a selection of a sample from a

population and method of estimation sample has economic

advantage as it is cheaper to collect data from only a small

fraction of the population, the technique adopted was random

sampling

TYPES OF SAMPLING TECHNIQUES

1. Probability sampling: This is a sample technique in

which the sample items of subject are chosen randomly

i.e. every item in the population is given equal chance

of being included in the sample

51

3.5.1 METHOD OF PROBABILITY SELECTION INCLUDE

1. Random sample: In these type of sampling, every element

population has an equal of appearing in the selection

2. Systematic sampling: Here, a sample is also decided by

the researcher to compute the sampling fraction which

is the population will be the sample. To get the

fraction divided “N” (population) by a (number of

sample needed), the outcome becomes the basis on which

the random selected is done e.g. if the result is (7)

then select every unit after the first i.e. 7th, 14th,

21st e.t.c.

3. Stratified sampling: Like the name implies, the

population are divided into groups called strata base

on some peculiar characteristics the sample are

selected from each stratum to represent the stratum of

the total population

52

4. Cluster sampling: Some population are distributed in

clusters, if the researcher wishes to get a random

sample, then the sampling is done from the cluster

randomly, that is from each cluster (area samples are

selected)

3.6 INSTRUMENT OF DATA COLLECTION

The most important thing expected after a researcher

must have operationalized the definition of his/her concept

for the research and identified the type of research method

to be used in collection of data

Data collection is the process of obtaining the

relevant data needed for a research work

1. Primary source

2. Secondary source

53

1. PRIMARY SOURCE OF DATA: these are data that is collected

first or originally by the researcher such as questionnaire,

interview, observation

2. SECONDARY SOURCE OF DATA: there are data that has already

been collected by another person, but which the researcher

find it useful for the purpose of research

TYPE OF INSTRUMENT OF DATA COLLECTION

1. Interview: this involves the research seeking the

information from the respondents the interview is aimed

with question that will aid respondent to give the

required information

The question are administered and the response are

recorded or written down, the interview may be structured or

unstructured

2. Observation: As the name implies, the researcher

observe the sample population in order to get the

required data of information 54

3. Questionnaire: Questionnaire contains or consists of a

list of present question which respondent are asked to

supply answer. Questionnaire are typed and the

questionnaires may be open ended or close/force choice

question

3.7 METHOD OF DATA ANALYSIS

All data obtained from the respondent will be presented

and analyzed using descriptive statistics which involve

frequency table and simple percentage

All data presented will be adequately and interpreted

which will be bedrock and basis for testing each hypothesis.

In this study, the researcher employed the use of

percentage tags as satisfied techniques of analyzing the

data in tabular form. The percentage of each entry was found

using the frequency of the entries over the total number of

entries and multiplied by hundred (100)

e.g number of entries x 100

Total entries

55

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 INTRODUCTION

In this chapter, both presentation and analysis of data

will be discuss together because the data that we collected

from various workers through questionnaires shall be

presented and analyzed in the table with the sentence

analysis following each of the table which the data has been

presented. (20) questionnaire were shared and we get back

from the once we share to the workers of Ezza north local

government

4.2 DATA PRESENTATION AND ANALYSIS

Here, we shall have the empirical analysis of

respondents opinions presented in the following table

TABLE ONE: GENDER

Options Frequency Percentage (%)

56

Male 13 67

Female 7 33

Total 20 100

Source: Field Survey (2013)

From the above table (13) respondents representing

(67%) are male workers, while (7) respondents representing

(33%) are female workers of Ezza north local, this simply

means that there are more male workers in Ezza North local

Government

TABLE TWO: MARITAL STATUS

Options Frequency Percentage (%)

Married 13 67

Single 5 20

Widow 2 13

Total 20 100

Source: Field Survey (2013)

57

From the table above (13) respondents representing

(67%) are married. (5) respondents representing (20%) are

single and (20) respondents representing (13%) are widow,

these simply means that we have more married workers or

staff in Ezza North local government

TABLE THREE: QUALIFICATION

Options Frequency Percentage (%)

Primary/SSCE 1 6

NCE 3 13

DIP 5 22

ND 2 11

BSC 1 6

BA 1 6

HND 4 19

58

MSC 2 11

MPA 1 6

TOTAL 20 10

Source: Field Survey (2013)

From the above table (1) respondents representing (6%)

are primary/SSCE holder, while (3) respondents representing

(13%) are NCE holders, (5) respondents representing (22%)

are DIP holders and (2) respondents representing (11%) are

ND holders, (1) respondents representing (6%) are BSC

holders and (1) respondents representing (6%) are BA holders

while (4) respondents representing (19%) are HND holders and

(2) respondents representing (11%) are MSC holders and (1)

respondents representing (6%) are MPA holders, these simply

means that many workers of Ezza North local government are

Diploma (DIP) holders

TABLE FOUR: DEPARTMENT IN THE LOCAL GOVERNMENT

Options Frequency Percentage

59

(%)

Education and social development 4 19

Agricultural and Natural

resources

1 3

Works and planning department 2 3

Personal department 8 54

Health department 3 15

Finance department 2 6

Total 20 100

Source: Field Survey (2013)

From the table above (4) respondents representing (19%)

are from the education and social development and (1)

representing (3%) are from Agricultural and natural

resources department, (2) representing (3%) are from works

and planning department while (8) respondents representing

(54%) are from personal department (3) representing (15%)

are from health department (2) respondents representing (6%)

are from finance department, this simply means that in Ezza

60

North local government we have more workers from personnel

department

TABLE FIVE: HOW REGULAR IS YOUR WORK SUPERVISED?

Options Frequency Percentage (%)

Always 9 61

Weekly 3 9

Monthly 2 7

Annually 5 20

Not at all 1 3

Total 20 100

Source: Field Survey (2013)

From the table above (9) respondents representing(61%)

said that their work is always supervised (3) representing

(9%) also said that their work is supervised weekly and (2)

respondents representing (7%) said that their work is

supervised monthly, (5) representing (20%) said that their

work is been supervised annually and (1) respondents

representing (3%) said that their work is not supervised at61

all, these means that more workers in Ezza North local

government said that their work are supervised always

TABLE SIX: HOW SATISFIED ARE YOU WITH YOUR JOB?

Options Frequency Percentage (%)

Strongly satisfied 10 63

Fairly satisfied 3 10

Not satisfied 5 21

Strongly

dissatisfied

2 6

Total 20 100

Source: Field Survey (2013)

From the above table (10) respondents representing

(63%) are strongly satisfied with their job while (3)

representing (10%) are fairly satisfied with their job and

(5) respondent representing (21%) are not satisfied with

62

their job and 92) representing (6%) are strongly

dissatisfied with the job in Ezza North local government.

TABLE SEVEN: HAVE YOU BEEN SENT ON ANY FORM OF TRAINNING SINCE YOU

JOINED THE SERVICE OF HE LOCAL GOVERNMENT?

Options Frequency Percentage (%)

YES 9 23

NO 11 77

Total 20 100

Source: Field Survey (2013)

From the table above (9) respondents representing (23%)

have been sent on training in the local government while

63

(11) respondents representing (77%) have not been sent on

any form of training, this simply means that those who have

not been sent on any form of training are much in Ezza North

local government

4.3 FINDINGS

Base on test of hypothesis (1) and (2) it is evidence

that the problem and prospects of personnel management in

Ezza North local government supervisor makes work harder and

increase their output in Ezza North local government council

4.4 TEST OF HYPOTHESIS

The problem and prospect of personnel management in

Ezza North local government has been enhanced

To test the hypothesis in table 95) above that

supervisor make their work better and harder and it increase

their work output

64

4.4.1 TEST OF HYPOTHESIS TWO

The problem and prospect of personnel management in

Ezza North local government has contributed to the growth of

the personnel in Ezza North local government in table (6)

above, respondents opinion on how regular their work was

supervised respondents, which shows their work is supervise

always

4.4.2 TEST OF HYPOTHESIS THREE

The working hypothesis formulated in chapter one of the

researcher work and which is the guiding of the study is

tested using the chi-square (x2) test statistics

The chi-square formulate is given as:

X2 = chi-square

O1= observed frequency

E= expected frequency

Response 0 E 0-E (0-E)2 (0-E)2

65

types E

Strongly

satisfied

10 5 5 25 5

Fairly

satisfied

3 5 -2 4 0.8

Not satisfied 5 5 - - -

Strongly

satisfied

2 5 -3 9 18

Total 20 20 0 - X2=7.6

7.6

Df = degree of freedom = (n-1)

Df = 4-1 = 3

X2/E = 7.6 = 0.38

20

DECISION RULE

AT 0.38 level significance, the observed value of 7.6

is greater than the critical value of 0.38 where observed

value is greater than critical value of Null hypothesis

66

therefore, we reject the Null hypothesis and accept the

alternative hypothesis

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECONMMENDATIONS

5.1 INTRODUCTION

These chapter of this project is animate of training

the work to a fairest point out by summarizing, concluding

and recommendation, ways to help in improving suitable means

of resentment in Ezza North local government area use to

enhancing the effective recruitment process which serves as

a fool for higher performance, our recommendation are based

on the findings of this work.

5.2 SUMMARY;

In carrying out this research study an attempt was made

to examine the administration problems which have in one way

or the other militates or inters the effectiveness and

67

efficiency Delivery of service and attainment of set of

goals and objective in Ezza North local government.

In this regard however the research close to work

only at human resource problem of Ezza North local

government are and the methodology approach forward

collecting data is primary and secondary method.

However before primary and secondary data broad

operation of Ezza North local government and this include

historical background of the local government a case study

of Ezza North local government council subsequently there

was a theoretical frame work and never of some related

literature such as meaning of the local government,

functions of local government, permanent management and

problems of personnel management in Ezza North local

government.

During the course of research it was dearly indicated

for the responses obtained that the local government the of

68

problem which were found to be fivers thus the research

fritting identifying human resource (personnel) problem and

induce poor planning schemes, staff development programmes

and training as well as rewarding staff as well as conflicts

in an organization which was as a result of political

bureaucratic corruption while this conflict affect decision

making and public policies implementation.

5.2 CONCLUSION

The success and failure of every organization depend on

the ability or in ability of recruitment process and

development of personnel work in such organization.

This project has highlighted the effective procedures

of recruitment selection and development of personnel

towards government activities, for it realization of its

goals according to it by law.

However in the comes of the research, the findings not

only delicate the hypothesis but also the latent (hidden)

69

findings as summarized above, there fore, one will

accurately say that human resources problem have highly

contributed to the failure of Ezza North local government in

not achieving it objective.

In a nutshell this situation or condition needs to be

checked and, there also be a kind of check and balanced from

time to time so as to ameliorate these administration

deficiency. By doing these it is hoped that the set of goals

and objective would be achieved.

5.3 RECOMMENDATION

From the foregoing analysis and based on data on Ezza

North local government administrative problems, the

following recommendation of suggesting are forwarded.

1. Ezza North local government should introduce new

strategies of training the staffs.

2. The research also recommend that the management

should improve the salary of workers.

70

3. The research recommends that the organization must

send their staff to further their education by

sending them to school, their productivity will be

raised.

4. There is need for enhanced human capital development

technical education and vocational training must be

transformed so that young people can acquire relevant

and quality skills that can help them manage their

life and contribute to economic development in

Nigeria

5. The researcher recommends that government and banks

should grant loans to most of the local government to

enable them motivate their workers at the local

government in Ezza North.

6. Decentralizing of training of local governmental

artisans at the village level and linking the

training institutions to the communities at the local

government.

71

7. The research further recommend that government should

come up with clean-cut training programmes or school

leavers and graduates so that the welfare scheme

which will ensure that fraudsters are been paid

allowances pending the time they get well paid job.

72

QUESTIONNAIRE

We are NDII students of the department of Public

Administration (PAM) Nuhu Bamalli Polytechnic Zaria.

We are currently undertaking research work, titled

“Problem and Prospect of personnel Management at the local

government level in Nigeria”.

(A case study of Ezza North local government of Ebonyi

state).

We shall be grateful if the information needed through this

questionnaire is adequately supplied.

Information given will be strictly treated with

confidentiality and will be used for the purpose of this

research work only.

Thanks for your anticipated cooperation.

73

SECTION A

4.1 Gender: (a) Male ( ) (b) Female( )

4.2 Marital status: (a) Married ( ) (b) Single ( ) (c)

Widow ( )

4.3 Age: (a) 0-9 ( ) (b) 10-19 ( ) (c) 20-29 ( ) (d)

30-39 ( ) (e) 40-49 ( ) (f) 50-59 ( ) (g) 60 and above

( )

4.4 Qualification: (a) Primary/SSCE ( ) (b) NCE/ND ( )

(c) B Sc. ( )

(d) BA ( ) (e) HND ( ) (f) M Sc. ( ) (g) MPA ( )

SECTION B

4.5 Period or service under the local government (a) 0-9 (

) (b) 10-19 ( )

(c) 20-29 ( ) years.

74

4.6 Department in local government: (a) education and social

development (b) Agriculture and Natural resources ( ) (c)

Works and Planning department ( ) (d) Personnel department

( ) (e) Health department ( ) (f) Finance department (

)

4.7 How regular is your work supervised? (a) Always ( )

(b) Weekly ( )

(c) Monthly ( ) (d) annually ( ) (e) Not at all ( )

4.8 How satisfied are you with your job? (a) Strongly

satisfied ( ) (b) Fairly satisfied ( ) (c) Not satisfied

( ) (d) Strongly not satisfied ( )

4.9 Have you been sent on any form of training since you

joined the service of the local government? (a) Yes ( )

(b) No ( )

1. What is the major problems facing promotion and

remuneration system in Ezza local government of Ebonyi

state?

(i)

------------------------------------------------------------

-----------------------

75

(ii)--------------------------------------------------------

--------------------------

(iii)-------------------------------------------------------

--------------------------

(v)---------------------------------------------------------

-------------------------

2. What are the causes of the above identified problem?

(i)

------------------------------------------------------------

-----------------------

(ii)--------------------------------------------------------

--------------------------

(iii)-------------------------------------------------------

--------------------------

(v)---------------------------------------------------------

-------------------------

76

3. What are the possible solutions to the problem?

(i)

------------------------------------------------------------

-----------------------

(ii)--------------------------------------------------------

--------------------------

(iii)-------------------------------------------------------

--------------------------

(v)---------------------------------------------------------

-------------------------

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