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CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Increasing
competition is continually pushing businesses towards more efficient processes,
and slimmer margins. Highly capitalized industries have to ensure that their
resources are used most effectively. Yet at the same time, businesses must
adjust to rapidly changing customer requirements and supply chain conditions.
The key to achieving operational excellence,
therefore, is in the effective and flexible management of resources, and
this means optimizing and scheduling people, processes, vehicles, equipment,
and materials so that utilization is maximized while business goals are met.
Rowden
(1995) define resources management as the process of using a company's
resources in the most efficient way possible. These resources can include
tangible resources such as goods and equipment, financial resources and labour
resources such as employees. Resource management can include ideas such as
making sure one has enough physical resources for one's business but not an
overabundance so that products won't get used, or making sure that people are
assigned to tasks that will keep them busy and not have too much downtime.
The wealth
of any organization is to a very great extent determined by its human
resources. The place and value of human effort as a resource for any
organizational productivity, efficiency and effectiveness in operation cannot
be over emphasized. This capacity
building developing and maintaining well trained, skilled experienced and
quality human resources that will carry out the various task of the
organization becomes an issue of importance.
One of the
major constraints to organizational development is lack of adequate and
effective managed human resources. It was not surprising therefore when the
third national Development Plan of the Osuji 1975 – 1981 as aptly documented by
Zahradeen (1980) echoed that successful implementation of a development plan
either at organizational level, or national Level depends not only on the
availability of financial and other capital input, but more importantly on the
adequacy of well trained, and managed human resource in various occupation.
Ugbana
(1986), most of the organizations both public and private are beginning to
realize the significance of material management. In most organizational balance
sheet, it would be seen that the materials carries the lion share of the total
expenditure representing about seventy percent (70%) of the organizational
resources while cash represent twenty percent (20%) and other forms of the
organizational expenses carried ten (10%). But amazingly it is found that most
organizations takes good care of cash by providing it with high security than
materials irrespective of its highest share of organizational resources.
This should
not be so; materials which have the lion share of the organizational resources
should be provided with adequate security and should be managed properly by
competent and efficient personnel (Ammer 1996). At the wake of 20th century
many organizations had recognized the role of materials and most material
activities were carried out by autonomous department such as purchasing,
warehousing, stock control, and distribution which at the same time was
creating problems.
In Nigeria
there has been series of changes in the managerial capabilities and operations
towards financial management with the recent years, the noticeable changes are
complex. Eminent Nigerians of various caliber have dealt with the failure trend
to financial management of enterprises in Nigeria from deferent perspectives,
for example, the banking industry has experienced problem of various types such
as fraud, mismanagement of funds which leads to poor overall performance. There
and other problems formed the basis for inadequacies in financial management.
Some analyst
has classified these causes in a member of ways as factors militating against
proper financial management and progress in privately owned enterprises in
Nigeria.
As
development proceeds and the structure and organization of the economy become
increasingly complex, the failure of financial management assures increased
complexity. As many factors have been identified it will enable the researcher
to ask how and why these causes have surfaced. What are the conditions for
proper financial management
It is
against this background that the researcher investigates the role of resources
management on organizational development.
Brief Historical Background of Power Holding
Company of Nigeria (PHCN) Plc.
Electric
Power Development in Nigeria started towards the closing year of the last
century when the first generation plant was installed in the city of Lagos in
1898 from this date onwards and until 1950 the pattern of electricity
development was set up at various towns, some of them by the Federal Government
the Jurisdiction of the public works department and some by the Native
Authority and one or two large Municipal Authorities.
Electricity
Corporation of Nigeria 1950 in order to integrate power development and make it
effective the Government passed the Electricity Corporations of Nigeria
ordinance No. 15 of 1950. This ordinance
brought under one control, all the electricity undertakings which were under
the public departments and all those undertakings which were under Native
Authority or municipal ownership and control. The Electricity Corporation of
Nigeria, usually referred to as ECN, then became the statutory body responsible
for generation, transmission, and distribution and sales of electricity to all
consumers and customers in Nigeria.
Niger Dams Authority
The Niger
Dams Authority was established by an Act of parliament in 1962. The Authority
was responsible for the construction and maintenance of Dams and other works on
the River Niger and elsewhere generating electricity by means of water power
improving navigation and promoting fisheries and irrigations construction of
the Kainji Dam which began in march 1964 was completed on schedule in Dec 1968.
Nigeria Electric Power Authority
In September
1969 the Federal military Government decide to merge the Electricity
corporation of Nigeria and the Niger Dams Authority into a Single body. A year
later a Canadian firm of consultants “Shawment Lurruted” was appointed to look
into the technical details of the merger. The report was submitted on November,
1971 by Decree No. 24 of 27th June 1972 (which become effective from 1 April,
12972).
The Electricity
Corporation of Nigeria (ECN) and Niger Dam Authority (NDA) were merged to
become the National Electric Power Authority (NEPA).
The actual
merger did not take place until 6th January 1973 when a General manager was
appointed. The decree stipulates that the authority is to develop an d maintain
an efficient, coordinated and economical system of electricity supply for all
parts of the federation.
Prior to
privatization programmes that was introduced during the regime of former
President Chief Olusegun Obsanjo the company was privatized and subsequently,
the named was changed to Power Holding Company of Nigeria Plc.
1.2 STATEMENT OF THE PROBLEM
The
challenge in most organizations has posed a threat on the realization of its
development and the achievement of it’s set objectives. This is as a result of
fundamental issues of inadequate and improper acquisition, utilization and
maintenance of its human resource.
The under
utilization of human Resource in the PHCN
has seriously led the organization into a mess because human factor is
not properly managed. Mismanagement is another serious problem facing our
organization today and has reduced it to nothing as people are no longer kin
with their work nor ready to own up to vital Resources in the organization.
Both public
and private organizations are usually faced with problems of managing their
material resources effectively starting from the point of procurement to
stores, issuance to user departments and finally the finished goods. These
material resources are scarce and should be utilized properly for proper
assimilation.
The factors
that contributed or that are responsible for the failure of different companies
have different problems. Financial resource management is neglected and has
made most organizations to loose a substantial part of their fund through these
enterprises because of Fraudulent act, Indiscriminate financing, Poor
management, Lack of zealousness and experienced personnel and Inability to
utilized its financial potentials etc
The poor quality
and low quantity of product have revealed that the quality of Human and
material resource put in place in organizations are not up to expectations and
has thereby reduced the company productivity.
1.3 OBJECTIVE OF THE STUDY
The
objective of this study is to assess the role of Resources management on
organizational development. The specific objectives are:
1. To identify the need of
developing employee programme in an organization.
2. To identify the impact of material
resource management on organizational development.
3. To identify Identifying the
causes of inadequacies in financial
resource management
4. To identify and ascertain some
of the problems poised by materials management in an organziation
5. To examine the problem of
developing employee productivity for efficiency.
1.4 SIGNIFICANCE OF THE STUDY
The
significance of the study brings out the need for an organization to constantly
develop means of managing resources for organizational development.
The
importance aspect of the study includes the following:
a. It will assist managers to
know the need for human resource training and development and ensure that the
right numbers of skilled/trained manpower are available for employment at the
right time for all levels in the organization.
b. The study, will contribution
positively at the rate at which, how resource can be effectively utilized and
how it can bring about high productivity in the organization.
c. Students aspiring to be a
material executive in the future see this study as an opportunity to fully
investigate into the field of human, material and financial resource management
to see the challenges therein.
d. It also hopes that the study
will assist future researchers of resources management and how it can leads to
organizational development.
1.5 STATEMENT OF THE HYPOTHESIS
For the
purpose of this study, the following hypothesis is formulated:-
Ho: Resource management does not play a
significant role in organizational development.
Hi: Resource management plays a significant
role in organizational development.
1.6 SCOPE AND LIMITATIONS OF THE STUDY
The study is
to assess the role of resource management on organizational development. The
study will be restricted to Power Holding Company of Nigeria plc. Man, material, money and machines constitute
the resources of an organization. This study will not cover all the resources
of PHCN and as such it will be limited to Human, Material and financial
resources.
Data were
collected and used based on records gotten from the organization and it only
covered records on past years as relevant information which were suppose to be
gotten based on recent and current events were not given due to problems
arising in the organization in form of break down in machineries,
mismanagement, fraud etc.
Other
materials are from text books, journals, periodicals, internet browsing etc
will serve as the secondary source of data for the research study.
The scope of
the study has limited the research work and in any research undertake it is
usually associated with some constraints. Some of the constraints of this
research work include the following:
a. Financial constraint: this is
considered to be the first constraint faced by the researcher. This hindered students from getting all the
needed data for this research work. This really did not help matters looking at
the very fact that as a student, there is always limited fund at ones disposal
which formed part of those factors that discouraged the researcher to go
further than this. This extent in getting all this needed data from this
research work. A typical example is the fund for going to different places to
get information buying of related literature text books that are not available
in the school library.
b. Available data: in no small
measure, incomplete and inaccurate data also provide a lot of difficulty in
carrying out this research work. As a matter of fact it is because most of the
senior staff were either too busy running their official responsibility that
made them hardly available to give the researcher the needed time to gather
information or they were not just willing to do that, though some did cooperate
just like most senior staff.
c. Time constraint: this was the
biggest constraint faced by the researcher because combing rigorous drilling of
the institution i.e. lectures, assignments (both individual and group), tests
etc. and carrying out the research work made it virtually impossible to
dedicate all the time needed to carry out this research work.
1.7 DEFINITION OF TERMS
In order to
avoid any form of ambiguity as regards to the terms used in this research work,
the following are given optional definition:
-Human
Resource Planning (HRP): This is the process of getting the right number of
qualified people into the right job at the right time.
Productivity:
productivity is the measure of how well resources are brought together in
organizations and utilized for accomplishing a set of results. Productivity is
reaching the highest level of performance with the least expenditure of
resources.
Organization:
this is the process of dividing work into convenient tasks or duties or
grouping such duties in the formal posts delegation of authority to each post
and approving qualified staff to be responsible that the work is carried out as
planned.
Motivation:
motivation is the term used to describe those processes both instructive and
rational by which people seek to satisfy the basic desires, perceived needs and
personal goals which trigger human behaviour.
Forecasting:
is the process of estimating the future number of people required and the
skills and competences they will need.
Material
Management: This is defined as the grouping under one head all or some of the
activities involved in the organization and use of materials employed from the
need stage up to the storage of finished goods.
Purchasing:
Purchasing is defined as the activity directed to securing by legal means, the
materials suppliers and equipment required in the operation of an enterprise.
Sourcing: This is referred to the investigation and
evaluation of sources of supply and suppliers.
Negotiation:
Is a process of planning, receiving and analyzing used by both buyer and seller
to arrive at an acceptable agreement through common understanding.
Expediting:
It is a process of ensuring that goods are promptly delivered to the right
place and at the right time.
Purchasing
Requisition: It is a form usually prepared when a department or stores need
materials to be purchased.
Issue: Issue
is the withdrawal of goods and handover of some of user backed with authorized
documents.
Quality
Control: Is a process whereby goods and services are examined to ensure that
they conform to predetermined standards.
· Obsolescence: These are materials for
which there is no demand either because of the presence of a better substitute
or they are out of use or fashion.
Stocktaking:
This is the complete process of verifying the quality balance of the entire
stock hold in the store
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