CHAPTER ONE
1.0
INTRODUCTION
The economic
development of any country depends on the quantity and quality of its resources
human and material technology etc. Available in the country and the efficient
development of those resources on both for production and consumption
processes.
Labour
constitutes the single most vital component of the resources available go the
industrialist in the process of meeting the consumer demand for his product or
service. Thus, the importance of the human reasonable asserted and correctly
believed that the quantity of a firm’s labour its success, survival and growth.
Therefore,
for profitable and competitive existence, the management of an organization has
it as a duty to pay adequate careful and sustained attention to the problems
and prospects of its labour rather than been negligent which may jeopardize the
firm’s survival and profitability.
Personal
management is a branch of management, which involves planning, or organizing,
controlling, co-ordinating the human effort in an organization for the
attainment of desired goals.. Supply
out, it is the process of getting the best out of the available human resources
and making them to keep intune with the organization goal with little or no
resistance.
However,
personal management can be looked at from two different angles. First, as a
function or responsibilities of manager of supervisor who has people under him,
all of who are working toward the achievement of desired goals.
Secondly,
as a function of an organization, which is performed by a particular
department, the personnel department, because human behavior is changing and
unpredictable, it is the personnel manager’s responsibilities to take organize
of this unpredictable human behavior of man.
Personal
activities can be classified into four areas; policy formations policy
implementation audit and control and innovation, problem areas in which
personal specialist and executives ought to innovate are goal working
conditions, job design, remuneration and a sound manpower planning personal
function is responsible for executing the personal policies and strategies
while the staff working in the personal department are usually responsible for
providing advice, guidance and assistance to both management and employees on
matters effecting employment.
The
research is geared towards knowing how amicable assurance PLC has been able to
tackle manpower effectiveness in order to attain organizational goals.
1.1 HISTORICAL BACKGROUND OF AMICABLE ASSURANCE
Amicable
Assurance Plc was incorporated as a private liability company on 7th January 1972
under Companies act of 1968 with registration Rc 9674 with the name guarantee
Assurance Corporation (NIG) ltd.
The
corporation name was subsequently change by special resolution dated 17th
January and 12th July, 1978 first to Nigerian Amicable, Assurance
plc. The company was converted from private to public liability company in 1986
and was admitted to the Nigerian stock. Exchange on second tries security
marketed in 1987 and up greater to the first tries marketed in 1991. It was the
first indigenous insurance company to be listed on the in Nigerian stock
exchange.
The
initial authorized paid up capital was #70,680.00 and its first registered head
office was located at 116, Nnamdi
Azikiwa street Lagos Lagos
Between
1973, and 1974, the company had opened four branches, office in Aba Ibadan Onitsha Lagos
Amicable
has spread its services to Kano ,
Benin port Harcourt Abuja
1.1.1 OBJECTIVES
OF AMICABLE ASSURANCE
The
company was registered under insurance company Act of 1961 to transact business
in life and pension scheme.
The
company is determined to uplist he standard of insurance practice in the
country. It also has the following objectives.
i.
To provide quality services to numerous
clients through the use of high qualified, dedicated and efficient insurance
professionals.
ii.
To place high priority on prompt settlement
of the nuine claim to satisfy numerous Clients.
iii.
To reward adequate the numerous shareholders
all over the country.
iv.
To maintain consistent growth in the insurance
industry by consolidating its position through rendering of innovation and improves
quality service satisfactory to the needs of the clients.
v.
To provide adequate reward for employee
positive construction to company’s achievement
Thus,
with total soft strength of 156 spread across management, senior and junior
cadre, Amicable assurance plc is set to improve the standard of professional as
it relates to the practice of insurance
in the part of he world with emphasize on the need to provide efficient service
that will meet the needs of the numerous customers.
The
operation of the Company have been innovation and characterized by prompt
efficient service to the public, prompt settlement of claims, marketing
programmes, as well as the development of new product to meet changing needs of
the insuring public.
For
amicable assurance plc in its mission, it as has equipped itself with discipline,
qualified and tested motivated professionals of operations for reliability and
trust as well as comfortable and easily assessable office premises the company
has he responsibility to ensure
efficient operation and profitability.
It
will also ensure that insurance laws and other statutory requirements are
compiled with. At presence the company is a bundle of hope and inspiration just
as it point a positive picture of government involvement in the creating of
wealth. Job opportunity, as well as the enabling environment for the growing of
commerce and industry.
THE
COMPANY HAS THE FOLLOWING SEATER CHAIN
1.1.2 Board
of Directors: -
They are he trustee for the shareholders and hence, act on behalf of these
shareholders in their best interest and capacity. They established objectives,
make policy decisions such as those related to individuals, labour, industrial
relation. They can hire, fire or reward the chief executive officers protect the
financial integrity and guide against actions that will jeopardize the company.
1.1.2 Chairman/ Managing Director: The corporate
planning of the organization is their responsibility, since they are the
architects of the firm future, they must operate to accomplish set objectives
by creating a conducive working environment, staff relationship, effective and
effective communication net working etc.
1.1.3 Top Management: Their function
includes: -
1.1.3.1
Integrating the activities of other employees to achieve optimum corporation
performance.
1.1.3.2
Integrating the shareholders wishes by translating them into realistic
objectives.
1.1.3.3
Directing, guiding and coordinating current operation.
1.1.3.4 Making
strategic decisions, setting objectives and performance standards.
1.1.3.5
Developing and allocating scares resources efficiency.
1.1.4 Lower Management: their functions includes; -
1.1.4.1 Achieving
to set objectives standard and performance.
1.1.4.2 Obedience
to organization laws and orders.
1.1.4.3 Punction
to work and good attitude to work.
1.2
STATEMENT OF GENERAL PROBLEM
Amicable Assurance
Plc to risk – bearing firm that provides services to the public. The
organization needs to recognize the important of personal management in order
to implement major politics on manpower planning of the organization
It
is vital to say that the specific problems and though manpower planning is
practice in the organization it is important to improve upon it.
Personal
management is not given required role to play its roles.Most of the non-
management staffs are not aware of the company’s personnel policies.
Foremost
a view on some general administrative function common to both private and
public organizations were analyzed, and consideration of the structural and
functional difference bought about by the aims and objectives such organization
The
research will therefore have a market difference as compared to other on
personnel. Function, even through there is a personnel function, in the
administrative seating of Amicable Assurance Plc The Subsidiary aim and
objective is based on identifying other manpower planning and personnel
function problems of the organization and make any corrective suggestion that
can rectify it.
1.3
HYPOTHESIS / RESEARCH QUESTIONS
1. How
can we improve manpower planning in an organization?
2. Why
is it that personnel management is not given required role to play in
organization?
3. Why
non- management staffs are not aware of the company’s personnel policies?
1.4
SIGNIFICANCE OF THE STUDY
This
project is intended to be used by personnel mangers, human relation specialist
both in private and public sector, students of management and business studies.
This project is meant to serve the interest of both employees and manager
responsible for human resources management in their various organizations, by
providing them with point of reference on issues concerning manpower
planning.
1.5
OBJECTIVE / PURPOSE OF THE STUDY
1.
To improve manpower planning in the
organization because of its importance.
2.
To find out the reason why personnel
management is not given required role to play.
3.
To find out the reason why non- management
staffs are not aware of the company’s personnel policies.
4.
To enhance the ability of manpower planning
in an organization.
5.
To educate the personnel to effective
contribution to the success of their organization.
1.6
SCOPE AND LIMITATION OF THE STUDY
Manpower
planning and personnel function is a topic that cannot be treated in a narrow
scope. The study is limited to Amicable Assurance Plc, only.
In
writing a project of this magnitude someone is bound to come across so many
problems, which include,
1.
In accessibility to some documents:
One of the major problems I encountered during my word was inaccessibility to
some confidential document and sensitivity of the company’s records, it is
factual that many organization maintain absolute confidentiality on certain
information because the research could be possibly working with another rival
insurance company and they are on manpower education development programme so
therefore disclosure of vital information could be determine to the company.
2.
The factor:
Due to the size of the research topic it is obvious that the time to use in
competing the research study is relatively short. More so, collecting data and
writing such work simultaneously is not and easy task as it is time consuming.
3.
Financial constraint: Due
to present economic situation in the country where there is higher inflation in
price and income static for some years it is difficult sourcing enough finance
to travel to Kano and collect relevant data. And other problems related to
research study
1.7
DEFINITION OF TERMS
Manpower
planning – is the name given to the systematic approach to the recruitment,
retention, utilization, improvement and dispose of organizations human
resources.
Manpower Training: Is
the preparation for an occupation or skill and it is meant to undertake work in
a higher grade.
Manpower development:
Is the process of identifying individuals with high potentials and developing
them so that they can assure higher pr longer responsibilities as the
organization grows and senior executive retire.
Effectiveness:
is that act of producing a satisfactory or desire result at minimum cost.
Corporate objective: is
what an organization wants to achieve in a given period
Forecast: is
the act of saying in advance what is likely to happen in the future
Company: Means
Amicable Assurance Plc.
Division:
Any departments of Amicable Assurance Plc.
The Board:
Boards of directors of Amicable Assurance Plc.
Managing Directors:
The chief executive of the company.
Employees and staff:
any person employed by the company pension able term.