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.
TABLE OF CONTENT
TITLE: ……………………………………………………………….. CERTIFICATIOPN:…………………………………………………
DEDICATION:………………………………………………………
ACKNOLEDGE,MENT:………………………………………………
TABLE OF CONTENTS:………………………………………….
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
Subscribe to access this work and thousands more