THE SIGNIFICANCE OF PERSONNEL MANAGEMENT IN BUSINESS ORGANISATION
(A CASE SYUDY OF NIGERIA BREWERIES PLC 9TH MILE CONER ENUGU)
 TABLE OF CONTENT
   CHAPTER ONE
1.O INTRODUCTION
1.1 GERNERAL BACKGROUND TO THE SUBJECT MATTER
1.2 PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER
1.3 PROBLEMS THAT THE STUDY WILL BE CONCERNED WITH
1.4 AIMS AND OBJECTIVES OF THE STUDY
1.5 DEFINITION TERMS
1.6 REFERENCES
CHAPTER TWO
2.O LITERATURE TWO
2.1 MEANING OF PERSONNEL MANAGEMENT
2.2 FUNCTION OF PERSONNEL MANAGEMENT
2.3 EFFECTS OF PERSONNEL
2.4 DIFFERENT METHOD OF PERSONNEL MANAGEMENT
2.5 PERSONNEL MANAGEMENT AT NB PLC
2.6 REFERENCES
CHAPTER THREE
3.0 CONCLUSIO0N
3.1 DATA PRESENTATION
3.2 ANALYSIS OF THE DATA
3.3 RESEARCH FINDINGS
3.4 RECOMMENDATION
3.5 CONCLUSIONS
3.6 REFERENCES
CHAPTER ONE
 INTRODUCTION
1.0 THE EVOLUTION OF PERSONNEL MANAGEMENT
The present day, personnel administration movement dates back, approximately to the period just before World War I, in the your 1914.
  The ancient was at first on Employment management but it soon began to include many personnel problem in manufacturing.
  During the World War I, the United States Army, created a psychological examines police at a trade test section and a moral section. These police came out and devoted themselves to the pro blem at many man trained in these practices by the army. They later become personnel managers in industries applying the experience and knowledge gained during the war.
  In the preceding decades, due to wars, economic and social pressure, further enlightment on the parts of managers, government regulations and other influences, the scope of personnel management has expanded to this day. In fact, it has become difficult to distinguish clearly between personnel administration and the administration process of all management.
  The principles or philosophies, which guide management in caring on their activities pretty with the sane principles or philosophies, which guide personnel administration. In another dimension, the reasons for the great change that have accused personnel administration had been ably expressed by ALEXANDER R. HERON in his book “Reasonable goals in industrial relations”. He said that the things that has been the emergence of something in the mind and soul of a worker.
These things makes him unwilling to continue for the rest of his life in a relationship which is perhaps ideal in al its material aspects, but in which the decision are well made and the guidance all given by the employer.
  This problem of social consciousness or part of forces too the changes in personnel administration increases demand on the personnel department and as a result levels to necessary demand on qualifications of the personnel manager.
These managers have come together to from a professional association, which serve as an exchange point of view and eventually where they strive to attain professional status. This has level to increased salaries paid to competent personnel managers and in addition many personnel managers have been made vice president in the responsive companies.
1.1 PERSONNEL DEPARTMENT OF NIGERIA BREWERIES  
         PLC ENUGU.
BACKGROUND OF THE STUDY
The Nigerian Breweries Plc, Enugu, a private limited liability company was incorporated on December &, 1978, when the first bottle of large beer rolled off its bottling plant. It was during the 10th anniversary of the company’s production existence, which gave a unique opportunity to trace a brief history of the company, particularly its establishments.
The administration of the company took off with the employment of a general manager in 1978. the affairs of the company was under the care of general manager till the year 1979 when a personnel office under the supervision of the finance and administration manger was engaged. The first administration manager was employed in 1980.
The need arose for changing the company’s policy for new administration due to the expending function of larder organization this brought about the recruitment of personnel manager with good industrial management background in November 1983.
This lead to the formation of a sound personnel department with staff strength of about eight hundred and fifty up to date.
1.2 THE PROBLEMS ASSOCIATED WITH PERSONNEL MANAGEMENT
The problems associated with the study do not go beyond identifying the cause of poor performance of workers in as organization.
 A. MOTIVATION OF THE WORKERS:
For any worker, his or her primary motives is that of economic, to get the resources in order to meet his physiological needs and to support his family in ever increasing comfort. the sense of desire to get on personnel matter has to do with ambition and is conditioned to some extent by the environment.
B. RESEARCH INTO BEHAVIOUR AT WORK
The development of personnel management has been enhanced by industrial psychologist and industrial sociologist by applying the findings of their research work problems of business administration to distinguish between the psychologists who are concerned with the behaviors of individual, while sociologists emphasize group behaviour. Book study how people behave and the relationship is between human behaviour and the working environment and why people do behave as they do.
C. LOW PAYMENT OF WORKERS
The intractability of the problem of low pay in industries continues to raise consideration of equity, the measure and under utilization of economic resources and social policy regarding poverty.
D. JOB SATISFACTION AND FRUSTRATION
It is the duty of the personnel manager to know the needs of people working with him in an organization. He must first of all recognize what these needs are and identify the ways in which work in that organization promotes or frustrates their fulfillment. Now he directs his efforts towards methods of furthering job satisfaction or removing the frustrations.
1.3 PROBLEMS THAT THE STUDY WILL BE CONCERNED WITH
The problems as regards the study does not go beyond identifying the causes of poor management in an organization section. Also the problems as regards this study should befall within the limitation that involves the constraint.
I. EMPLOYMENT
To recruit suitable qualified and experience personnel and to enable them to derive satisfaction from employment by offering their attractive way’s, good working conditions, securing and opportunity for promotion.
II. TRAINING
To provide wilt the personnel adequate training facilities to enable each employee learn how to do his job effectively and get himself prepared for job promotion.
III. WAGES AND SALARLY
To pay wages and salary that competes favor able with other fruits locally with a structure that has due regard for recognized differences and individual ability.
IV. LABOUR RELATIONS
Making it a sure that adequate procedure are being operated upon for dealing with all disputes and grievances quickly. Also to make every efforts to improve relation between the management and employees through joint consultations.
V. WELFARE
To make sure that the health and softy of the employees are granted. and also to provide welfare and social amenities as and sincerely by employees and are mutual ly beneficial to them and the company.
1.4 AIMS AND OBJECTIVES OF THE STUDY
The aims and objectives are to provide and analyze such critical conditions/issues as to selection, recruitment and general administration or management of personnel the business organization.
 Recognizing the fact that training of manpower has to a large extent influenced the level of efficiency, effectiveness and productivity in business organization, deliberate attempt has being made to examine methods of administrating business organization. More so, the aim is to examine and look into their roles significance or personnel administration. The exposure the prospective managers to these roles that may likely occur within the organization.
  Most importantly, to advice the prospective managers about other requirement necessary in employees to training and development, industrial relations, wages and salaries administration, employees welfare and employer process so that the organization objective and goals can be achieved.
1.5 DEFINITION OF TERMS
MOTIVATION
It is a generally accepted term, which applies to the entire class of desire, needs wisher and similar forces. It is also concerned with why people do or refrain from doing things. It also involves choosing between alternative forms of action in order to achieve some desired goals.
NEEDS
This refers to the condition, which are necessary for the well condition of the workers. They are in form motive and represented by the values and wants which when given to workers will motivate them to put in their best.
 WORKERS
They comprise of both employers and employees. They are the labor suppliers of any organization. Some worker for themselves and other work for people to get paid.
 INCENTIVES
This term explains the wages payment plan. It could be financial or non-financial. They are what the workers get for being a productive worker in an organization.