AN APPRAISAL OF THE CHALLENGES OF PERSONNEL MANAGEMENT IN GOVERNMENT OWNED ESTABLISHMENT
This work seeks to find out the problems of personnel management in government owned establishment a case study of Enugu state board of internal revenue.
As very Nigerian literally depressed over the ineffective ad inefficient performance of most government owned establishment such a situation makes null of the good intentions of government in setting up such organization. From the work of earlier researches and seminars and talks delivered by eminent scholars it is widely believed that the reason why government owned establishment have remained insoluble hangs on management more especially personnel management. The work set out unravel these seeming mysteries, the administration of Enugu state Board of internal revenue which have caused so much groaning pains, agony and frustration to their staff and even larger society has been responsible for improper taxation in Enugu state. To ascertain these problems, these problems, a questionnaire was drawn in which the preliminary question sought to identify the person of the respondent ie her personal data. The rest of the question was on the various aspects of what could be responsible for the problem hindering the smooth and efficient running of the establishment. It was gathered that the main reason for problem of personnel management are as follows:
Lack of motivational policies for employees.
Enugu state board of internal revenue had not articulated a meaningful training programme for their workers the board of internal revenue had not being to promote their staff as and when packages of the board were not promising and are not comparable to other in similar establishments.
TABLE OF CONTENT
Table of content
1.1 BACKGROUND OF THE STUDY
1.2 Statement of problem
1.3 Objective of the study
1.4 Scope of the study
1.5 Research Questions
1.6 Significance of the study
2.0 LITERATURE REVIEW
2.1 Theoretical Framework
2.2 Motivation in Work-Needs and Their Satisfaction
3.1 Design of study
3.2 Population of study
3.2.1. Sample Technique
3.3 Instrument for data collection
3.4 Validity of instrument
3.5 Reliability of the instrument
3.6 Method of data collection
3.7 Method of data analysis
4.0 DATA PRESENTATION AND ANALYSIS
4.1 Distribution and collection of questionnaire
5.0 SUMMARY AND CONCLUSION
5.1 Discussion of results
5.4 Limitation of study
BACKGROUND OF THE STUDY
Before its establishment, the then Anambra State Board of Internal Revenue, was established under the Anambra state of Nigeria Civil Service edict with its Headquarters at Enugu Secretariat. The Board had its four zonal offices (Enugu zone, Fegge zone, Nsukka zone and Abakaliki zone).
Enugu state Board of Internal Revenue came into being after creation of state from old Anambra state in August 27th 1991. The Board had its first Director in the person of Chief H.O. Attama with over one thousand, two hundred staff.
It was left with three zonal offices (Enugu, Nsukka and Abakaliki zones) Today Enugu State Boad of Internal Revenue exists with only two zonal offices (Enugu and Nsukka zones) after carving out Abakaliki from Enugu state in 1996.
The state Board of internal Revenue still has its head office at the state secretariate opposite Enugu state Criminal Investigation Divisional (CID) office.
Its statutory services is collecting and accounting for Taxes due to the state.
The Enugu state Board of internal Revenue today has staff Board of internal Revenue today has staff strength of Nine hundred and fifty with the following departments:
- The policy section (chairman office)
- Public Relations office
The Internal Audit
HOD Capital Gain Tax (other taxes)
STATEMENT OF PROBLEM
The problems that hindered the smooth and efficient
Running of this establishment included the following:
Enugu state Board of Internal Revenue has diversed and varied personnel management problem which includes lack of motivation policies for their employee.
Enugu state Board of Internal Revenue had not articulated a meaningful training or retaining programmes for their workers
The state Board of Internal Revenue had not been promoting their staff as and when due.
The welfare packages of the state Board of Internal Revenue were not promoting and cannot be compared to other similar establishments.
OBJECTIVE OF THE STUDY
There are numerous reasons why government set up this establishment. The establishment is in public sector with the emphasis on revenue generation. It is expected that as revenue organization that it can constitute a binder to the public and the government that formed it and this may include:
To investigate the motivational policies of the Enugu State Board of Internal Revenue. Revenue to enhance revenue generation in the state.
To examine the training programmes of the Board with a view to evolving one tail to meet the needs of the employee.
To find out why Enugu State Board of Internal Revenue are not promoting their workers as and when due.
To appraise the welfare packages of the Board and compare it with those of other establishment.
SCOPE OF STUDY
The scope of this study covers:
The activities of personnel management in government owned establishment as represented by Enugu State Board of Internal Revenue.
The activities of personnel management in government owned corporations as represented by Enugu State water Corporation
- RESEARCH QUESTIONS
To what extent does personnel management meet what is required from it to Enugu State Board of Internal Revenue?
To what extent does Enugu State Board of Internal Revenue consider experience in engaging worker?
To what extent does the Enugu State Board in Internal Revenue sponsor Personnel management training both internal and external?
What kind of leadership style does the Board of Internal Revenue applies in their operations?
SIGNIFICANCE OF THE STUDY
Enugu State Board of Internal Revenue will get their establishment objectives which increase motivational policies for their workers.
Consequently the workers will be able to have their promotion as and when due.
Through this investigation, training and retaining of workers of Enugu state Board of Internal Revenue will increase in the development of the establishment.
On the same issue, the establishment will decide the welfare packages of the workers to be similar with other establishments.
Lastly, government will be in a position to plan the right strategies to enable the establishment reach their objectives.
SUMMARY AND CONCLUSION
Discussion of Results:
Enugu State Board of Internal Revenue a revenue
Generation establishment would become one of the most efficient establishments if properly managed.
This study has shown that the management have not been able to apply the simple concepts of management by identifying the needs of the workers and try to motivate them into bringing out their potentials and hence increase productivity and achieve the establishment\’s objectives. Major obstacles to the above seem to be rooted in lack of autonomy which is derived from government interference and politicization of the establishment. Another obstacle is the integrity of the chairman of the Board. The firm of government interference is in the appointment of top management and the board members, the fixing of staff condition of services without reference to the establishments ability and capabilities, fixing of changes and borrowing powers.
Though being a government owned, appointment of the board members is a right not interference, such appointments do not reflect qualification, merit / experience as it is done on political grounds. Apart from interference there is lack of adequate support from government in terms of finance. The findings show that financing has been the establishments other problem that the poor condition of service which in the overall has affected the Board has made it not to live up to its set objectives. This state of affairs led men with questionable integrity in the Board thereby bringing the question of integrity to bear on the establishment.
Following the findings one would conclude that so long as the establishment is government owned and not profit oriented, the establishment has to dance to the whims of the government and eventually would be politicized. This is because the government of the day is politicized in its entirely. When an establishment is politicized, appointment would be to \”satisfy our members\” and out do our opponents. In such a situation, qualification, merit and experience are never criteria for appointment. Being an establishment that depends on government subventions it is expected that to be under funded because of incumbent government which may not like the present management line up as the previous ones and would therefore show their dislike through starving them (The Board) of funds if not removing the above is applicable, there will be shortage of fund to execute projects like building tax and motor Licensing offices in ever locality and even to pay staff and the next thing would be strikes and in the long run fraud by dubious staff in order to make ends meet. This is the case with the findings. Management in this circumstance may bee in good relationship with the workers because they are suffering the same or as a convenience to commit one atrocity or the other. One would expect the Board to be immediate with many problems which hinders achievement of set objectives as there is no autonomy and one government comes in today put its policies for implementation and tomorrow it goes. The condition of service would not bee conducive and management wouldn\’t even think of training the workers to meet with future challenges, as there is no fund.
One therefore would say that the problem of management in Enugu State Board of Internal Revenue had been partly due to non-application of managerial concepts and partly due to government interference and polarization of the establishment.
In view of the importance of Enugu state Board of Internal
Revenue, to the people of the state, its service and the result of the findings, the following recommendations are essential.
It is high time the government close between efficient management of the Board and wasting of taxpayers money. They should off their hands in the day to day running of the Board and give the management a free hand to run the establishment and can only hold them accountably for poor performance. Recruitment of workers in the Board should be based on qualification and merit. Also appointment of a chairman or Director of Internal Revenue should be a staff of the Board according to hierarchy and not on political grounds as this breeds inefficient hands. The board of directors should be made to know the limits of their area of influence and should not interfere in the Executive management of the Board rather they should liaise with the management with a view to achieve the objectives for which the establishment was established.
Government being the owner of the establishment should set a performance standard for the directors and if possible set up men of integrity as monitoring committee. This will bring sanity to book any director with questionable character.
Since it is dependent on subvention, the Board should be financed adequately so as to affect the performance of the directors. And if possible the establishment should be required to break even in operation in order not to rely solely on government.
The management should realize that applying the concepts of management in their day to day operation will guide them properly. Most important of these is the motivation aspect since a motivated staff brings out the best in him thereby increasing productivity. Besides a general improvement of the conditions of service of workers should bring the enforcement of a code of conduct for workers. This attempts to increase performance of public servants by influencing positively the integrity factor in the performance model PM = F(MAI).
This code of conduct should be the basis of compensation and reprimand. This will also bring sanity and leave no room for gossip as a lazy or an indolent staff will be aware of what\’\’ awaits them before hand.
LIMITATION OF STUDY
This project was highly constrained as the writer had to work on her own to meet the deadline for submission. This is so because secondary sources on the topic are few. Most of the staff of Board of Internal Revenue who ought to supply necessary information needed seemed to be unwilling to do so. Workers who thought that by disclosing some facts which the questionnaire seek to know well mean exposing the administration and the policy of the establishment feared that it may result to their termination especially now they are enjoying minimum wage salary even though salaries are not paid promptly.
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