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Problems And Achievement Of Human Resources Management. A Cae Study Of Federal Mortgage Bank Enugu

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PROBLEMS AND ACHIEVEMENT OF HUMAN RESOURCES MANAGEMENT. A CAE STUDY OF FEDERAL MORTGAGE BANK ENUGU

 

    CHAPTER ONE

1.0    INTRODUCTON

1.1                 GENERAL BACKGROUND TO THE SUBJECT MATTER

The federal mortgage Bank of Nigeria (FMBN) was established in 1977, as a fully owned federal Government Housing Development finance Agency, under the federal mortgage Bank Act n0 7 of 1977. this followed the dissolution of the Nigeria Building society (NBS) whole assets and inabilities the federal mortgage Bank took over.

The authorized capital at the time the federal mortgage Bank of Nigeria (FMBN) was established in 1977 was = N = 20 million. The quiche firm of Boson (management consultants) was contracted by the federal Government to supervise the take off of the new bank for a 3-year period from 1977. with the exit of the outch management consultants in July 1980, the management operations of the Bank became wholly indigenous. 

There was also a change in the authorized share capital and ownership structure of the Bank at the same time.

   The authorized share capital increased to = N = 150 Million jointly subscribed by the federal Government and the central Bank of Nigeria in the [proportion of 60 percent and 40 percent respectively. The federal government appointed the chairman and members of the Board of Directors.

By 1981, the Bank has established branches in all the state capitals including the federal capital territory under scoring its national out look, since then, additional thirty, (30) home saving center had been established in major urban areas outsides the state capitals.

The federal mortgage Bank of Nigeria offers, a complete range of savings and investment schemes V12 popular Target Term and the children’s saving schemes. Other services rendered by federal mortgage Bank of Nigeria include the Administrations Deposit scheme, designed to help employers of labour who intend to provide Housing facilities for their employees but cannot administer it. A fixed amount is deposited with Bank for disbursement to employees based on the recommendation of the employer.

Research activities, sponsorship of workshops, and provision of technical assistance to state Government and their agencies for municipal development purpose.

Periodic organization of formal and informal workshops to improve the perception of state and other practitioners within the sector, with the aim of securing improvement to sect oral institutional performance.

The Bank as an agency of the federal Government acts as a cost recovery agency for the federal low cost housing programme and has been the un-leading agency for funds from the world Bank for urban Development under the Nigerian states urban Development programme.

One of the major achievements of the national Housing policy is to its institutional reform, which resulted in the establishment of a two-tier housing finance system following the promulgation of the mortgage institution Decree N0. 53  of 1989.

The two-tier housing mortgage institution are Apex mortgage bank, which was assigned to federal mortgage Bank with a supervisory role over network of primary mortgage institutions and the retail functions to be responsibility of a new autonomous entity now called the federal mortgage finance limited (FMF).

Within the context of its regulatory and apex functions, the federal mortgage Bank of Nigerian is to promote and support responsive credible housing services to all segment of the Nigerian population as well as promote awareness of the socio-economics benefit of housings.

It has established that man is the most important of all factors of production, the most difficult to deal with. The management of human resources as GRAHAM (1983), points out aims at making sure that workers (human beings) serving in an organization are engaged in such a way as to reap maximum satisfaction and benefit from their services and potentially by their employers. The employees in turn deserve the greatest possible rewards materially, socially, and psycholerically.

GRAHPH (1983), also wrote that attitude can make or break a company. Many mangers like to quote the peter principle, which simply says that people will, with time, be promoted to their level of incompetence meaning, that if you can do job, you may get promoted to the next job, from the next job, you may be promoted again until one finally reaches the job where he cannot do and therefore remain incompetent. To do this, organization must engage in manpower planning.

Manpower planning has be defined as an attempt to forecast how many and what kind of employees will be required in the future, and to what extent this demand is likely to be met.

Peter Orudeer (1964), states that the purpose of man power planning is to help management make decisions in the following areas:

Recruitment

Avoidance of redundancies.

Training numbers and categories.

Management of development.

Estimates of labour cost.

Productivity bargaining.

Accommodation requirements.

Most managers take the tricky problem with out real explicit knowledge of why of people behave as they do. This unfortunate assumption about people’s behavior creates a lot of problems within the organization.

Clearly, a manager has to have or build up some understanding of people. He should not proceed as if information were obvious or irrelevant. The manager must try to understand  people and their behaviour.

The size and complexity of many organizations make it impossible for top management to exercise direct supervision. The even widening gap this created between administration and front line operation according to koontz, O’ Donnel (1984), makes it difficult to form true assessments of situations. This increase in misunderstanding, misinterpretation, delay and ill-conceived judgment all of which clef eats  the objectives of the organization.

One may conclude that performance  the job depends on our selves and the many facets that make up our individuality including our goals and needs and also the environment in which we work. From what was discovered it is important that every manager should have a year or two of full time study to acquire good knowledge of human behaviour.

1.2             PROBLMS ASSOCIATED WITH THE SUBJECT MATTER

According to urns and stalker (1961), the managerial function of controlling is the measurement and connection of the performance of activities to subordinates in order to make sure that all level of objectives and plans devised to attain them are being accomplished”. 

The bank has a peculiar nature as it deals basically in financial assets and liabilities. There is strong attraction towards firaudulent manipulations and  pr actices by both employees and those out side. There is them need for every bank management and other organizational heads to strive towards effectiveness in the performance of its function.

Human resources as a function require nature the complexity arises from the fact that the wishes and desires of employees are often in conflict with those of employers. All employees frequently wish to participate in decision making over matters affecting their welfare, conditions and environment.

Experience has shown that the effective utilization of people in organizations has always been a pressing problem. Most chief executives of all corporations (not only  Banks) according to Hecht (1980), face similar problem. Hence, they must think of the following.

(a)              How to organize work and assign to workers.

(b)             How to create anolucire condition for work.

(c)              How to create anducire condition for work.

(d)             How to re ward an punish.

(e)              How to adjust to changes.

(f)               How to cope with competition.

(g)              How to absorb failure and harassments, etc.

1.3             PROBLEMS THAT THE STUDY WIL BE CONCERNED WITH          

The society cannot function without people  coming and working together. The human  resources management function must be performed and executed in any intending successful organisation.

It because of this dire need, that the researcher intends to look into the problems encountered by organisatios in trying to manage the limited human resources available for their employment and how far the organization tends to go in meeting the various needs of the workers working for them.

Also, to understand these problems and how organizations cope with them, considering the difficult economic and political atmosphere in  which we now face, a case study of federal mortgage bank of Nigeria (Enugu Branch) was conducted. Specific intended objective  objectives are:-

(1)              To find out if proper employment of qualified and experienced staff development (training) motivates higher productivity.

(2)              The researcher also wants to identify and analyse how payment of fringes benefits could motivate employees for higher productivity.

(3)               To find out whether proper promotion is instrumental to increased  productivity in federal mortgage bank of Nigeria.

(4)              To identify and analyses how good and conducive working environment and   adequate facilities motive workers towards higher productivity.

(5)              To find out if hard work alone will lead to recognition and success of the bank under study.

-        Training numbers and categories.

-        Management development

-        Estimates of labour cost

-        Productivity bargaining

-        Accommodation requirements.

Most managers tackle the tricky problem with out real explicit knowledge of why of people  be have as they do. This unfortunate assumption about people’s behaviour creates a lot of problems within the organization clearly, a manager has to have or build up some understanding  of people. He should not proceed as if information were obvious or irrelevant. The manager must try to understand  people and their behaviour.

The size and complexity of  many organizations make it impossible for top management to exercise direct supervision.

The even widening gap this created between administration and front line operation according to Noontz, O’ Donnel (1984), makes it difficult to form true assessments of situation. This increase in remoteness brings about an increase in misunderstanding, misinterpretation, delay and ill-conceived judgment all of which defeats the objectives of the organization. One may conclude that performance on the job depends on our selves and the many facetsd that make up our individuality including our goals and needs and also the environment in which we work. From what was discovered, it is important that every manager should have a year or two of full- time study to acquire good knowledge of human behaviour. 

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