THE EFFECT OF INADEQUATE HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENTS. (A CASE STUDY OF MINISTRY OF FINANCE).

TITLE PAGE THE EFFECT OF INADEQUATE HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENTS. (A CASE STUDY OF MINISTRY OF FINANCE). BY CHUKWU CHRISTIANA .U. PA/2005/044 A PROJECT REPORT SUMITED TO THE DEPARTMENT OF PUBLIC ADMINISTRATION IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR AWARD OF BACHELOR OF SCIENCE DEGREE (B.Sc) IN PUBLIC ADMINISTRATION. FACULTY OF MANAGEMENT AND SOCIAL SCIENCES CARITAS UNIVERSITY AMORJI-NIKE ENUGU STATE. AUGUST, 2010 APPROVAL PAGE This project has been approved as having fulfilled the requirement for the award of Bachelor of Science (B.Sc) Degree in Public Administration of caritas University. ------------------------- ---------------------- MR. RALPH NWATU. MR. M.O. UGADA (Supervisor) (Head of Department Date ---------------- Date----------------------- ------------------------------------- External Examiner Date------------------------------- DEDICATION I dedicate this research work to God Almighty who brought me into this school in which I studied and who see me through til the end despite the stringent rules and temptations that I faced almost the end of my course which almost chatted my aim, effort, and that of my benefactor Mr. and Mrs. John Animba. ACKNOWLEDGEMENT All glory and thanks goes to God Almighty for seeing me through the period of this study. I give due thanks to my amiable supervisor Mr. Ralph Nwatu Jnr for his encouragement throughout this work. My thanks also goes to the H.OD of Public Administration, Mr., M.O. Ugada for his fatherly advise and numerous help he has rendered to me towards this work and who has made me what I am today, may God in his infinite mercy bless you abundantly. My profound gratitude goes also to my able lecturers Mrs. Angela Iloh, Mrs. Veronica Mbah, and Mr. James Ndukwe Oko. For their advice and the knowledge they impacted into me during my course of study and some whom contributed to this project work may God bless and reward them all. Above all I will not fall to acknowledge the effort of my benefactor Mr. and Mrs. John Animba I lack the word to describe you both for your care, love, concern and support e.t.c. may God bless and preserve you to eat the fruit of your labour. To my wonderful and beautiful siblings Mercy, Chinwendu Obinna, Emeka, Augustine and Sunday Chukwu. I love you greatly. Finally I owe my gratitude to my wonderful friends and co-departmental, Ibeabuchi Nwanyieze N. and Maduako Ijeoma .E. who has always been there for me I lack the right word to show my appreciation may God bless you and all my course mates who I did not mention because of space and time I love you both. ABSTRACT This research work focuses on the effect of inadequate human resources on the performance of government establishment. The aim is to determine the causes of this inadequacy of human resources, the effects of the inadequacy and what could be done to improve the human resources of government establishment. The research is an outcome of an intensive research. In the cause of this research, the researcher was able to articulate the objective of the study, statement of the problem, significant of the study and scope of the study in chapter one. Literature review and theoretical frame work were carried out in chapter two, while in chapter three treated the methodology, research design population of studying, instrument for data collection validity and reliability of instrument. Finally the researcher made several findings, recommendations and conclusion. The researcher work is highly interesting and educative. TABLE OF CONTENTS Title Page ………………………………………………………….…. i Approval page…………………………………………………..….. ii Dedication……………………………………………………………iii Acknowledgement………………………………………………....iv Abstract………………………………………………………………vi Table of Contents…………………………………………….……vii CHAPTER ONE 1.1 Introduction…………………………………………….....1 1.2 Statement of Problem …………………………….……..4 1.3 Objective of Study………………………………….…….6 1.4 Significant of Study………………………………………8 1.5 Research Question………………………………….…..12 1.6 Scope and limitation…………………………………...12 1.7 Definition of Term……………………………………….14 Reference …………………………………………………18 CHAPTER TWO 2.0 Literature Review…………………………………………19 2.1 Review of Related Literature………………………..….19 2.2 Theoretical Framework …………………………………21 2.3 What is government establishment………………..…24 2.4 levels of human resources………………………………25 2.5 Human resources strength in government establishment in Enugu state………………………..……..31 2.6 The cause of inadequate human resources on the performance of government establishments……………..40 2.7 The effect of inadequate human resources in government establishments…………………48 2.8 Remedies/solution to the inadequate human resources on the Performance of government establishments ………………………………50 2.9 Importance of Government Establishment to the citizenry ……………………………...54 2.10 Comparison between Government and private establishment…………………………………….55 Reference………………………………………………....…57 CHAPTER THREE 3.0 Research Method and Design…………………………………58 3.1 Sources of Data…………………………………………………..59 3.2 primary data………………………………………………………60 3.3 Secondary data…………………………………………………..60 3.4 Data Collection …………………………………………………61 3.5 Population of the Study………………………………………..62 3.6 Sample Size………………………………………………………63 3.7 Sample Technique…………………………………………….63 3.8 Instrumentation…………………………………………..……65 3.9 Validity of Instrument………………………………….……..56 3.10 Reliability of Instrument…………………………………..…66 3.11 Instrument Return Rate……………………………………..67 Reference ………………………………………………………68 CHAPTER FOUR 4.1 Data Presentation and Analysis……………………….….69 CHAPTER FIVE 5.0 Summary of Finding, Conclusion and Recommendations………………………………………78 5.1 Findings…………………………………………………………78 5.2 Recommendation……………………………………………..79 5.3 Conclusion……………………………………………………..80 Bibliography…………………………………………………82 Questionnaire ………………………………………………..84 Appendix 1…………………………………………………….85 CHAPTER ONE 1.1 INTRODUCTION Majority of people with particular reference to the elite will be wondering why the inadequate human resources on the performance of government establishments. A research supply will sound like asking an obvious question what are the causes of the inadequate human resources on the performance of government establishments. Given some answers to the above question I will start by first emphasizing the importance of human resources in every economy. Trended French described human resources as consisting of all individuals who are engaged in any of the organizational activities regardless of their level. Human resources from above mean men and women working for an organization irrespective of the post they are holding. However, this went further to emphasize that there was no demarcation for men and women working for the organization that does not belong to human resources of the organization. Therefore, the human resources of the government establishment e.g. ministry ranges from the commissioner down to the messengers. Meanwhile, all activities in the organization depend on human resources either public or private organization. Therefore, any establishment aiming at achieving its goal must ensure not only maintaining constant and adequate supply of human resources but also ensuring that they are adequately motivated. From the above, we can clearly understand that the goals of the establishment cannot be achieved only by providing and ensuring adequate supply of human resources. This is because the human resources that are not motivated will not be answering human resources of the establishment without giving their best. Perhaps, commendations must be made to the University of Nigeria, Nsukka for making Industrial Training as one of the requirements for the Award of Diploma Certificate in the institution. This was because during my sister’s industrial attachment work with the board of Internal Revenue Enugu. That the effect of inadequate human resources on the performance of Government establishments was identified. I was always visiting her at the office on daily bases and I shared her experiences. Then the identified problem was taken to Caritas University Enugu to be approved for further research (BSc. Project). This was how the research topic came about. Moreover, some of us are not opportune to go into some establishments being it private or government establishments but may doubt that there are no inadequacy in human resources on the performance of government establishments. This research topic was chosen out of practical experience. This was because my information handled a competent schedule of duty, which my sister was supposed not to do as a student. Furthermore, surprise came upon her when she was asked to cover the schedule of two (2) persons at a time which was due to inadequate human resources on the establishment, from the above mentioned reasons, the aims of finding some ways of minimizing the effect of inadequate human resources on the performance of government establishment and possibly to make suggestions on how to eliminate the problem of inadequate human resources confronting government establishments. Finally, this research will therefore, be a contribution towards finding some of the causes and effects of inadequate human resources on the performance of government establishments. Also, some suggestions will be made on how best to remedy the problem. 1.2 STATEMENT OF PROBLEMS The scope of this research project was to identify the effect of inadequate human resources on the performance of government establishments. What are existing problems? As the case therefore, some of the problems to be observed in the establishments such as; Poor performance • Poor Management • Lack of adequate remuneration • Lack of training/motivation • Miss appropriation and diversion of fun. • Lack of proper perception of the government vision and mission by the administrators., rigid government policy • None employment of professionals • Too much to do and little time to do it. • Findings the human resources strength of the government establishment in Enugu state, with particular reference to the ministry of finance and Economic planning, Enugu. • Finding some causes and the effect of inadequate human resources in the ministry. • Finding out how and who are supposed to build up the human resources of the government establishment. 1.3 OBJECTIVE OF THE SUTDY Smith and Brown were of the opinion that goal setting as at the heart of the performance appraisal process of organization gives meaning and relevance to appraisal and development activities. The objectives of this research will be as follows: a. Letting government to know that the human resources performance in Enugu State is inadequate. Therefore when the government Department concerned got informed, the objective of this study will be achieved. This effect will be that they will make immediate arrangement to recruit more people in the ministry. b. To identify the levels in which the inadequacies were existing. This will enable the government department concerned to know exactly the levels where their recruitment/promotion exercise will focus for quicker action. c. Finally, to identify how to tackle the poor management lack of training and who is supposed to build up the government human resources inadequate. Government as referred above is every body. Therefore, effort needs to be made to identify. The segment of government that is vested with the task. The effects of identifying how and who will advice government on some of the causes and effects of inadequate human resources on the performance of government establishments. This was because it is only when the causes of a particular problem are identified that some remedial solutions should be embarking on: • Immediate recruitment of more human resources. • Workers should enjoy remuneration employment of qualified staff. • Promotion should be done when due constant training and development of Civil Servant while in Service in other to Corp with their job. • Establishing of an assessment centres. • Government should pass good legislature favouring the employees. In other to have better form of mind to enhance productivity as well as efficiency. Finally if all these been looked into it will improve the inadequate human resources performance in government establishments because objective is not only to identify problems, but it is aimed at finding solutions to them. 1.4 SIGNIFICANCE OF THE STUDY: According to this research work, it will be of benefit to the government establishments in the following ways: The significance of the effect of inadequate human resources on the performance of government establishment. It will cover the followings: • The findings of the study stand as a source of ready information from the establishment. • Recommendation would be a source of information to various organizations on their effort to improve on their human resources performance. • To rebrand inadequate human resources in other to enhance their attitudinal change in exercising their duties in government establishments. The cause of this unemployment in Nigeria includes mismanagement of available of human resources. Even though there was employment, still we still experience inadequacies in human resources due to the people employed are not qualified to take up the Job because they were employed on the bases of godfathers. • However, some authors were of opinion that the reasons for inadequate performance in Government establishments were because those employed are lacking the skills needed. When this research identifies the level of were the inadequacy shortages are existing, we can advise the government. The advice the government to start recruiting more human resources and looking into numerous problem confronting the civil servants like: • Lack of motivation • Low salary • No housing scheme and scholarship award. For civil servant children. • Rigid government policy on civil servant. • No health insurance. Then the result will be eliminating the effect of inadequate human resources in government establishments. • Minimizing the inadequacies and the suffering of the little employees already in service, the result will be that the duties formerly undertaken by only one employee will then be shared among other employees to reduce cumbersome work load. Finally, is getting government useful information and guide in the area of utilizing its human resources in the best possible ways. Leonard R. Sayless and George Syrauss said that management must provide orderly pathways down ward as well as up ward and seek to minimize the personnel and organizational disruption associated with cut back in employment. That is, disruption in any organizational activity will be completely eliminated when government starts managing her human resources which include: planning, organizing, staffing, coordinating, directing, reporting and budgeting for her human resources. These are things to find out: • What are the ractionel behind ineffectiveness and the experience in those government establishments over the years? • What aspect of the resources are you to diagnose in the cause of this research. • What can you say is the effect (problem) identifiable in this establishment? • What are the penacial cares, remedy or solutions to the problems? • What are your tentative or sub-mission in this regard. 1.5 RESEARCH QUESTIONS 1. Does poor financial incentive contribute to inadequate human resources performance? 2. What is the major cause of the inadequacy? 3. In what level do you think these inadequacies? 4. In what area do these inadequate have effect? 5. What prevent government from employing more human resources? 6. What then should government to increase her human resources? 1.6 SCOPE OF THE STUDY The scope is to look into the effect of inadequate human resources in respect of the performance of government establishment in Enugu. The sources of human resources as well as causes effect and solution to inadequate human resources and on the performance of government establishment and also to give recommendation and suggest remedies to the poor performance of Enugu state government with particular reference to ministry of finance. 1.7 LIMITATION OF THE STUDY The research is focused on the effect of inadequate resources on the performance of government establishments (Ministry of Finance and Economic Planning Enugu). Due to certain problems that emanated from experience encountered insufficient data, high cost of transportation, difficulties in getting exeat permit from the school authority. a. Lack of Information: success of research depends on the availability of information or data. In this research because of the bureaucracy in the government establishments, their officials at times refuse to release certain information this contributed in limiting the scope of the research work. b. Finance: Covering the whole 5 departments of the ministry would have given more understanding of the topic. But due to lack of finance it was limited to (2) two departments the personnel and statistics Departments. c. Time also stood as constraints to the researcher in traveling to other ministries but it was limited to only to departments in Enugu state. 1.7 DEFINATION OF TERMS: Floppo (1986:10) defined human resources as the planning organizing directing and controlling of the procurement development compensation, integration and maintenance of people for the purpose of contributing to the organizational goals. The word effectiveness, efficiency is the means that some one or something being in a state well without waste it is the ability to apply the best methods and principles in the doing of a thing or reaching a decision it is the ability to follow the best and shortest route to a destination. Efficiency can be defined as fitness or power to accomplish or success in accomplishing the purpose intended by oxford dictionary. Effectiveness: According to the same dictionary effectiveness is the ability or power to have noticeable or desired effect. Maurice Odo defined it as a effect of the means employed. R.B.N. Owele in a class lecture “says that effectiveness relate to production output which are intended to yield desired output from these definition the researcher regards effectiveness as the extends to which achievement has been made of set objectives Effective: The oxford advanced learner dictionary says that to be effective means to have a noticeable or desired effect it means to produce desired result. Dr. Maurice Odo says that efficiency is the means to end. He wants further to say that specific issue with the intention of achieving the set down goals. Manpower can be defined as the number of workers needed or available to do or perform a particular job at any period of time. Productivity: This the amount of production in relation to the labour employed it is the quantity of output resulting from a given level of resource input. Motivation: Motivation has been defined as the inner drive that causes one to act or person inner state that energies sustain and direct behavior to satisfy a person’s needs (Milkovich and Glueck 1995) According to Donald (1992), motivation is the act of stimulating someone to action by creating state environment in which their motivation can be unleashed and through providing a reason or incentive for people to produce more therefore employee motivation can cause one to abandon one’s goal for the goal of an organization motivation is the key factor that gingers or energies an individual or group of individuals towards the achievement of any pre-stage goals. Training: To train as according to Oxford advanced learner dictionary is to give teaching and practice in order to bring to a desired stand and behavior efficiency or physical condition, training therefore is the act of teaching in the industrial or business concept. It is the act of level of the expectations of their employer. The sources of human resources in government establishments and as well as problem associated to inadequate human resources and to give some recommendation and suggest solution to the performance of Enugu state government with a particular reference to the ministry of finance. REFERENCES Onah, F.O. (2003). Human Resource Management Enugu. Fuhhadu Publishing Company. Obikeze, S., & Obi, E. (2003) Public Administration in Nigeria, A Developmental Approach Onisha Book Point Ltd. Obikeze, O. & Abonyi, (2005) Personnel Management Concept, Practice & Application Onitsha Book Point Ltd. Oxford Advance Dictionary. Maurice Odo “Efficiency” (ESUT classroom lecture note). Oxford Advance Learners Dictionary. CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 REVIEW OF RELATED LITERATURE In this chapter, attempt will be made to design a conceptual frame work for the study explore the dimensions of the effect of inadequate human resources on the performance of government establishments and examine what other writers have said about inadequate human resources. Floppo (1986:10) defined it as the lack of planning organization, directing and controlling of that procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organization goals. Let take a close look of at these definitions. Human resources is said to have two possible meaning. According to Udeze (200:24) it is used by some authors to refer to the functions of managing people at work” The second meaning of the term human resources refers to the unit of the organization that coordinates personnel activities, Guick also recognized that the human resources is to maintain these specific functions aimed at accomplishing the goals of an organization. Floppo on this side was more specific in this regard. He mentioned planning development, maintenance, compensation and integration as those vital functions of human resources. Ubeku (1975:15) went even more in details in discussing the functions of human resources. According to him the traditional functions of human resources are:  Recruitment, selection and placement.  Training and development.  Motivation and  Organization development. Guick however did capture an important aspect of modern human resources is to enable workers achieve organizational objectives and their satisfaction. A district feature of Floppos definition is that it embodies two different set of functions the first set consisting of planning organizing, directing and controlling are what he appropriately termed the managerial function of human resources. While the later functioABSTRACT This research work focuses on the effect of inadequate human resources on the performance of government establishment. The aim is to determine the causes of this inadequacy of human resources, the effects of the inadequacy and what could be done to improve the human resources of government establishment. The research is an outcome of an intensive research. In the cause of this research, the researcher was able to articulate the objective of the study, statement of the problem, significant of the study and scope of the study in chapter one. Literature review and theoretical frame work were carried out in chapter two, while in chapter three treated the methodology, research design population of studying, instrument for data collection validity and reliability of instrument. Finally the researcher made several findings, recommendations and conclusion. The researcher work is highly interesting and educative. TABLE OF CONTENTS Title Page Approval page Dedication Acknowledgement Abstract Table of Contents CHAPTER ONE 1.1 Introduction 1.2 Statement of Problem 1.3 Objective of Study 1.4 Significant of Study 1.5 Research Question 1.6 Scope and limitation 1.7 Definition of Term Reference CHAPTER TWO 2.0 Literature Review 2.1 Review of Related Literature 2.2 Theoretical Framework 2.3 What is government establishment 2.4 levels of human resources 2.5 Human resources strength in government establishment in Enugu state 2.6 The cause of inadequate human resources on the performance of government establishments 2.7 The effect of inadequate human resources in government establishments 2.8 Remedies/solution to the inadequate human resources on the Performance of government establishments 2.9 Importance of Government Establishment to the citizenry 2.10 Comparison between Government and private establishment Reference CHAPTER THREE 3.0 Research Method and Design 3.1 Sources of Data 3.2 primary data 3.3 Secondary data 3.4 Data Collection 3.5 Population of the Study 3.6 Sample Size 3.7 Sample Technique 3.8 Instrumentation 3.9 Validity of Instrument 3.10 Reliability of Instrument 3.11 Instrument Return Rate Reference CHAPTER FOUR 4.1 Data Presentation and Analysis CHAPTER FIVE 5.0 Summary of Finding, Conclusion and Recommendations 5.1 Findings 5.2 Recommendation 5.3 Conclusion Bibliography Questionnaire Appendix 1 Disclaimer: Note this academic material is intended as a guide for your academic research work. Do not copy word for word. - See more at: https://afribary.com/read/1924/the-effect-of-inadequate-human-resources-on-the-performance-of-government-establishments-a-case-study-of-ministry-of-finance#sthash.BSnYwl5N.dpuf n includes procurement, development, compensation and integration. Furthermore, Batans D. Maby views and described human resources as capacities of performing task, which is then meaning of the term manpower. He tried to defined human resource in terms of the capacities of the employees to perform task. He also believe that human resources is the same as man power, the above assertion made an author to say that the world manpower a labour force are often used interchangeable, although it is said that there is no demarcation in human resources. 2.2 THEORETICAL FRAMEWORK An organization is a socio economic system which combines technology and humanity, when an organization is formed, it normally requires the 4ms (man money, machine and material) to purchase the achievement of it goals and objectives. Among these man, the human resources is the most important in enterprise since people make decision concerning all other organizational resources and some up with an idea which gives the organization the purpose. The fundamental idea is therefore is that the staff is the life-blood and success of the organization ultimately depends on them. The individual staff therefore requires planed development to improve their skill and knowledge in the level and areas of operation of the organizations objective must be affectively achieved. This is because the human resources on their part need to be effective to an extend so as to know what to do and how to do it given the enabling environment. This means that human resources that make up the organization must be adequate and skilled in there area of acclaimed profession. This depend upon the extent of impact such employees would make on the achievement of the organization. This study is based on principle (theory) of scientific management by Fredrick Winslow Taylor since the objective of an organization is broke into job and jobs into task with different person assigned at each point to ensure accomplishment. The aggregate effectiveness or failure of the organization is human resources. The principal concern of scientific management is the “The man power”. To fine one best method and way of improving employee requires finding out the nature, the tasks involved and the skills requires to perform these tasks this leads to process Engineering that work study. Taylor’s principal concern was that of increasing efficiency in productivities not only to lower cost and raise profits but also to make possible increase in human resources (employees). Taylor sees productivity as the answer to higher wages and higher profits and he believed that the application of scientific methods instead of custom and rate of thumb could yield this productivity without the expenditure of more human effort. To make for this efficiency in human resources and achieve increased productivity the individual worker are trained in best methods as revealed in the work and motion study that is process engineering, by employing more staff therefore effectiveness is achieved. The theory of scientific management is therefore a paramount one as a premise for study of the effect of inadequate human resources on the performance of government establishment. 2.3 WHAT IS GOVERNMENT ESTABLISHMENT? Government establishment are all the establishment owned by the government, it may be business organization, ministry, small or large scale industries and department e.t.c which is owned and control by the government hundred percent and these businesses are various size nature and sector, it may range from agriculture, automobile transport, steel, political, social and legal industries. The government establishments are those establishment managed and financed by the government and it cannot operate effectively without government control therefore government have hundred percent control over its establishment. 2.4 LEVEL OF HUMAN RESOURCES 1. THE TOP LEVEL HUMAN RESOURCES This level include those human resources on grade level thirteen (13) and above some of them include commissioner, Director general e.t.c. these are executive cadre of management. There major assignments include planning, policy formulation, monitoring and control. They hold board meeting arrange seminars and workshop to facilitate their role in the organization. 2. THE MIDDLE LEVEL HUMAN RESOURCES Those belonging to this level are human resources on salary grade level (7) seven to twelve (12) some of them include higher executive and senior executive officers e.t.c. this is the work force that supervises the main operation of the establishments. Most of the members of this class are skilled and as such their duties area to ensure that the directive of the executive are implemented, they train the lower cadre through their supervisory function. 3. THE LOWER LEVEL OF HUMAN RESOURCES Those in this level are human resources on salary grade level zero one (01) to zero six (06). Belonging to this level are the assistance executive officer clerical and assistant clerical officers including the messengers. This is the classes that perform the manual and clerical task in the establishment. They create and maintain records of events and carryout directives from supervisors. Meanwhile, human resources could classified in terms of specialization. This means that even though all human resources were regarded as one, in detailed, we find out that they are divided. The division may be according to the skills of the employees, and type of task they perform. The divisions include the human resources in Administration, Accounting, Engineering, Survey, Education, Building technology to mention just but a few. All the above come together to form human resource. More so, we know that human resources do not germinate like seed do. They are sourced, the notable one includes: a. Government Source: These are the type of human resources which the government attracted because they have the type of skills and abilities needed in the by the government. Then when they accept the offer to work for government, they become human resources of the government. b. Private Source These are the type of human resources that were attracted by the private establishments. They are attracted because they have the skill and abilities required by them, as they accept the offer; they become human resources of the private establishments. However concerning the topic under review, the researcher will start by saying what the inadequacies may mean. By the definition of this research work, inadequate human resources could be defined as something not sufficient in supply of human resources that needed proportions. This investigation shows that the issue of inadequate human resources is as old world itself. This means that human resources inadequate have been in existence from the beginning of time. Therefore inadequate human resources did not start yesterday and neither today. The investigation reveals that although the issue was in existence for quite a long time but were not accorded recognition till 1930s. This was when the whole world did experience economic depression. This economic depression helped to make the world understand the impact of human resources inadequate, which were been over looked in the past. Although a lot of efforts were made to minimize the inadequate human resources problem but still it persisted. Meanwhile some even went into prediction of what will be the effect of the world human resources in the near future. Due to the trend going on Lames. M. Black in this contribution predicated and wrote as follows: He predicted that by 1995 there will be seventh-six (76) million men and women available for (work) employment. That was ten (10) million more lately in 1970 more eighty-six (86) million people will be ready to work yet this ensure of human resources did not mean that every thing about inadequate human resources will be over. However, investigation further revealed that Nigeria has at one time or another experienced inadequate human resources. As we know that Nigeria got her independence in 1960 seven (7) years later experienced a civil war this helped to reduce the available human resources. This was because most of our human resources fought and died in the war. Therefore since after the war Nigeria are still revamping their economic situation which human resource is one. There are bound to be inadequate human resources. The research further revealed that rigid government policy on the Administrators. As well as poor management, employment of unqualified staff as a result of god father, inadequate remuneration and irregular employment which also help in contributing to inadequate human resources performance in the organization. Finally coming to my case study the ministry of finance and economic planning the investigation revealed further the causes of inadequate human resources performance includes that the state government stopped employing human resources for along time and even the few available workers are not taking care of their salary are not been paid when due, they are not given health insurance scheme, no motivation and good incentive/staff welfare and low leave allowances to the workers, things which encourage an individual to work well in the establishments. These include good accommodation, car, loan, good medical care for staff and families, recreational facilities, price award presented to those who perform satisfactorily in the establishment are not provided for the workers. And it did not occur to the government that even though they were not employing workers, there continue to be exit on the service through death, retirement, withdrawal due to too much work to do and few people to do it and all these contribute to the effect of inadequate human resources in the government establishments. However the figure above shows the number of human resources available in a given year in Enugu state obtained are as follows: a. 2006-25074 human resources. b. 2007-24764 human resources. c. 2008-24262 human resources. The above figures stand clearly as an evidence to show that there exist human resources inadequacies not only in the ministry but also in Enugu state as a whole. 2.5 HUMAN RESOURCES STRENGTH IN GOVERNMENT ESTABLISHMENT IN ENUGU STATE In this research the phrase government establishments include all the establishments owned by government. It may be business organizations, ministries, small and large scale industries, and departments e.t.c. owned by the government which are also been supervised and financed by the government. The business are of various sizes nature and sector, it ranges from agriculture, automobile, transport, steel political, social and legal industries. Not that private individual do not establish industries, the fact is that those owned, manage and financed by the government are the most visual one of which most business or industries may not operate effectively without establishment include:  The Nigeria Copyright Commission (N.C.C)  The Federal Road Maintenance Agency (F.R.M.A)  National Human Right Co-operation (N.H.C)  National Examination Council (N.E.C.O)  National Development for Employment (N.D.E)  National Library of Nigeria Cooperate Affairs Commission (N.L.N.C.A.C)  Independence Electorate Commission (I.N.E.C)  Central Bank of Nigeria (C.B.N) These are establishments owned by government. Though government is contemplating privatization of some of these establishments to enhance efficiency the modalities are yet to be worked out. In the mean time the federal government power to appoint people who see to the day to day management. The continuity of the establishment of industries depend on the ability of management team. If they are capable they will see to the progress of the establishment, coming to the management of the ministerial establishment it is finance and control by the federal government and as well as state government. Furthermore, the analysis of the (Ministry of Finance, Economic Planning Enugu). The researcher will start by identifying how many ministries and non-ministerial Departments we have in Enugu state. There are nine (9) ministries and twelve (12) non ministerial Departments:  The Ministry of Agriculture  Ministry of Education  Ministry of Commerce and Industry  Ministry of Health  Ministry of Finance and Economic Planning  Ministry of Information  Ministry of Social Development Youth Sports and Culture  Ministry of Justice Local Government Rural Development and Chieftaincy Matters  Ministry of Work Land and Transport Although the military Government made local government autonomous from the ministry but the ministry still exists, the ministry is now called the ministry of special duties. In addition those of the non ministerial Departments include:  Audit Department  Board of Internal Revenue  Cabinet Office  Civil service Commission  Forestry Commission  Government House  Government Printing and Stationary Department  Hospital Management Board  Judicial Service Commission  Local Government Commission  Pool Betting and Casino Commission and  Education Commission However the research reveal that government has a hand in determing the strength of human resources in each ministries and non ministerial Departments. This at times makes it possible for those ministries and non ministerial Department to increase their human resources strength. Meanwhile in Enugu state we have twenty-one (21) ministries and non ministerial Department for three years as obtained from the government gazette. The years include 2006, 2007 and 2008 the figures from 2009 and 2010 were not yet available. The total for both the ministries and non ministerial Department s in Enugu state were as follows: Year Actual strength 2006 20,311 human strength 2007 19,614 human strength 2008 20,220 human strength Moreover in the breakdown of the above figures in their different ministries and non ministerial Departments were shown in the tale below first with the ministries. Table 2.1 MINISTRIES ACTUAL STRENGTH 2006 2007 2008 Agriculture 1,219 1981 1836 Commerce and industry 946 857 965 Education 831 839 831 Finance and economic planning 1,221 1,058 873 Health 763 1,009 1,618 Information youth and sports Culture and social development 818 845 856 Justice 294 292 322 L.G Rural Dev. and chieftany matters 811 785 795 Works, land and transport 3,965 3,622 3,418 Table 2.2 NON MINISTERIAL DEPARTMENT ACTUAL STRENGTH 2006 2007 2008 Audit Department 224 210 239 Board of internal revenue 1,568 1,571 1,5734 Cabinet office 1,155 1,263, 1,579 Civil service commission 95 109 104 Forestry commission 589 618 650 Government house 293 405 408 Government printing and stationary department 580 572 579 Hospital management board 3,256 3,258 3,081 Judicial service commission 7 23 23 L.G service commission 124 122 112 Pool betting and casino commission 50 51 50 State education commission 330 80 142 However, from the above figures we can se that human resources strength of Enugu state government establishment fluctuates after years, it was evidently shown that as at 2006 the grand total strength of human resources for both the ministries and non ministerial Department wee 20311 and in 2007it reduced to 19614. This shows a high inadequate human strength supply in government establishment in the state then in 2008 it was a little bit increase from 19614 in 2007 to 20,220 in 2008. The figure of that of 2006 was 20311 human strength in Enugu state. Therefore more human strength are still needed to fill the already existing space in the government establishments. The effect will be to reduce the suffering on few human resources already in service. The research went further to group the breakdown of the Enugu state human resources strength by salary grade levels. They are as follows: Table 2.3 JUNIOR LEVEL CLERICAL AND OPERATIONS Salary 2006 2007 2008 Grade level 01 2,484 2,110 1,495 Grade level 02 2,960 2,664 2009 Grade level 03 3,254 34,340 3503 Grade level 04 2923 3070 3244 Grade level 05 1724 1724 1992 Grade level 06 1598 1838 2019 Grade Total 115,074 14,746 14,262 MIDDLE LEVEL MANAGEMENT EXECUTIVE TECHNICAL AND SECRETARIAL Salary grade level 2006 2007 2008 Grade level 07 1,700 1,499 1,321 Grade level 08 1,437 1,239 1,925 Grade level 09 882 834 1,806 Grade level 10 415 444 484 Grade 11 338 450 363 Grand Total 4772 4376 5299 SENIOR LEVEL MANAGEMENT (Administrative and Professionals) 2008. The highest concentration of human resources strength in the ministries and non ministerial Departments were in the junior category. Their salary grade levels ranges from zero one (01) to zero six (06) with the total of 15074 human resources in 2006, in 2007 14,262, this still show a reduction in human resources in 2008 compared to other years. It shows as evidence that there exist inadequate human resources supply in Enugu state. Then pertaining the ministry of finance and economic planning, it was not left out in human resources inadequate in government establishments from the above figure shows as follows: Table 2.4 MINISTRY OF FINANCE AND ECONOMIC PLANNING ENUGU ACTUAL STRENGTH 2006 2007 2008 1,221 10,58 872 From the above figure it was evidenced that there were lack of human resources supply in the ministry. 2.6 THE CAUSES OF INADEQUATE HUMAN RESOURCES ON THE PERFOMANCE OF GOVERNMENT ESTABLISHMENTS. The topic inadequate human resources has attracted the attention of many, this is because it is a problem facing government establishment in Nigeria, and it lead to the inefficient method of performing duties by Few employees in the government establishment it could arise from number of source they are: 1. IRREGULAR RECRUITMENT (EMPLOYMENT) People or applicant seekers after job are refused to be employed in the organization were by there is vacancy for employment, but the person incharge may employ few unqualified person for his selfish gain or interest. a faulty recruitment policy inflict a permanent weakness upon administration, the latter virtually becomes a heaven for a dull training can make faulty recruited persons bright and efficient in productivity 2. LACK OF PLANNING Planning is one of the major problems facing government establishment, manpower planning is supposed to be the function of human resources managers. This means assisting in the development of manpower forecast and modern manpower. For long in Nigeria many states owned organizations have tended to operate as though there is total flexibility in supply of labour. This has caused in no small measure the distorted programs and under realization of manpower in key positions. Ubeku says “one problem with this establishment is the areas of manpower planning as that attires the problem of availability of management skill is complicated by the fact that sometimes appointment position are unduly influenced by political consideration. 3. MANAGEMENT NOT BASED ON ESTABLISHED MERIT. When one takes a closer look at people in various positions of management one would discover to one’s almost dismay that not every personnel manager is appointed based on established merit, but on the base of godfathers. The researcher has learnt this as a human resources manager, since people assume management position without due training in human resources management, this tend to dwindle the rate of human resources management and development in some organizations. 4. LACK OF REMUNERATION IN THE ESABLISHMENT. On this issue Brown (1982:86) observed that the question of remuneration is associated with how to motivate employees to put in great effort and to gain a great sense of satisfaction from their work. He continue by saying that we can only motivate employees to the extend we can identified what people are working for, and how the achievement of frustration of this goals influences future willingness of employees to achieve a set of goals. 5. LACK OF EMPLOYEES TRAINING AND DEVELOPMENT. Employees training and development are at the heat, employees utilization productivity, commitment, motivation and growth, many organization have be failed by their employees because their need for training has been identified and provided for as an indispensable part of management function. Training is an organizational effort aimed at helping an employee acquired basic skills required for effective and efficient execution of the functions for which he was employed. While development deals with activities undertaken to expose an employee to perform additional duties and assume position of higher importance in the organizational hierarchy. Employee productivity is a function of ability will and suited factors. An organization may have employee of ability and determination with appropriate equipment and managerial support yet productivity fall below expected standard. Then the missing factors in many case is lack of adequate skill and knowledge which are acquired through training and development are not there. 6. LACK OF FINANCIAL INCENTIVE. This state that if you should increase the salary of workers, you should see being motivated. This include regular payment of wages and salary as and when due, payment of living wages to workers among others. Irregular payment of salary to workers can make them not to give their best. 7. LACK OF HUMAN ORENTED APPROACH According to Mbanefo and Ugwuegbu (1981:10) these approach based their appeal on practicality rather than altruism. Their contentions are as follows: i. happy worker are productive worker. ii organization should be concerned about it increase profitability. iii good human relation makes for happy workers. 8. POOR MANGEMNET. This is as a result of employing or recruiting based of favouritism, personatism religious bigotry and spoilt system. As a result or consequency which meritocrity are sacrifice at the alter of mediocrity with this, there is sure for poor management/poor performance in the government establishment. 9. MIS-APPROPRIATION AND DIVERSION OF FUND. This is as a result when money is map-out for a specific training as supposed, the manager or the director in the organization will use the money for his selfish interest or gain nor channel the money to his purse therefore what the money was meant for was not achieved. Therefore corruption connotes bribery and every other kind of unethical practices potrade by those that are entrusted with the responsibility of directing those government establishment which is not done in a legal but illegal way 10. LACK OF PROPER PERCETPION OF GOVERNMENT VISION AND MISSION The administrators also lack the proper perception of the vision in the government establishment. This also contribute to the problem facing the organization in the state 11. LACK OF RECRUITMENT OF QUALIFIED STAFF. One of the banes in government establishment is the recruitment of the mediocre or totally unsuitable candidates in preference to candidates of high merit. The reason for this ugly situation can be directly trace to nepotism. The recruiting agent see it as an opportunity of making money by the side there by collecting bribes form some applicants. 12 FAULTY AND FREQUENT POSITING. A man’s capability can be best demonstrated in fields most familiar to him by training and experience. When you put a man/woman in a job for which such person have no precious experience or back ground training, then it is too much to expect such person to be master of that job. The situation becomes most expecting and self defeating when you keep shifting such person from one job to another, each one hardly related to the previous one. The situation described above is all too common in government establishment. It is most common in the posting of permanent secretaries. 13 DETERIORATION IN HEALTH Most government workers, whose health has deteriorated to the point permanent impairment of efficiency, never learn to retire gratefully form public office. They hold on and drag themselves to work, painfully laboring with their official assignment by day and collapsing on their back after office hour. This missing factor in many case is lack of inadequate human resources in performing work in government establishment this contribute to the inefficiency and low productivity in the government establishment. 2.7 THE EFFECTS OF INADEQUATE HUMAN RESOURCES IN GOVERNMENT ESTABLISHMENTS Nigeria according to Nyoni (2005:7) is a country of paradox because despite the abundant human resources (about 120 million people) it has failed to realize its development potentials especially in its public sectors. Despite that effectivity human resources management is one of the major prequiste for sustainable development of any country’s public administration, Nigeria has kept its human resource management at the back seat. Atiomo (2000) maintained that the reality today is that Nigeria there are few skillful worker in government establishment. Those that are available are over worked, under compensation, unrecognized and very poorly motivated. For Marin Cano (2005), poor motivation of staff was considered the most drastical factor responsible for low productivity in government establishment. Infact human resources manager who ought to be responsible for effective human resources management are lagging behind and this has adversely affected the development of government establishments. More so whereby a mediocrity is employed instead of meritocrity just with the authority of a godfather without the requisite qualification while those with excess of qualification are (left out). With this human resource abnormalities or mess in the government establishment particularly, how can such establishment perform adequately? Recruitment process and procedure in government is another problem that contributes to inadequate human resources in government establishment, concern with how they handle the issue that related to employment. It is pertinent fact that every organization need not just manpower/human resource but also qualified one. It is therefore very vital that the recruitment process should be taken very seriously because it is worker that makes up organization, and therefore, no organization can achieve it goals if the workers are few and are not committed to it realization, it may not be exaggeration to say that the success or other wise of any establishment depend to a large extent of it activity to hire a right caliber of staff, but it is unfortunate that this is lacking in government establishment in Nigeria most of the time and these have affected productivity and job performance. 2.8 REMEDIES/SOLUTION TO THE INADEQUATE HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENTS 1. MORE EMPLOYMENT OF QUALIFIED WORKERS. More human resources (persons) should be employed in the establishment and this employment should not be based on any other issue whatsoever expect on the bases of qualification and merit. 2. NEED TO DEFINE OBJECTIVES. Government establishment need to give conscious attention to aims, goal and targets. One of the modern management techniques, management by objectives (MBO) should become the aim of policy in all government departments. For too long have officials from top to bottom performed their task by vote, by rule of thumb, doing the same thing year after year without giving thought to why certain things are being done or whether it was very necessary to do them at all. 3. CONSTANT REVIEW OF PROGRAMMES. For efficiency to be ensure and maintained, it is necessary that the establishment should review programme, procedures, and processes should be regularly review programme, procedure and processes should be regularly reviewed. For some programme such a review will be an annual exercise. 4. ATTRACTING QUALIFIED PERSONNEL. These should be a way of increase in salary of the civil servant and also paying adequate attention to the employees when the need arise. 5. REMUNERTION APPROACH. These approach are based on economic theory, that man is motivated by economic needs, formerly they were believed to be effective means getting workers to perform job (duties) these economic motivations are health care, transport and house allowance e.t.c. 6. PROMOTION This means a sound system which is important for the continued efficiency of government establishment. Promotion in the word of or Dr White implies “an appointment from a given position to a position of higher grade involving a change of duties to a more difficult type of work and greater responsibility accompanied by change of title and usually an increase in pay” promotion is a reward to an employee which entails change in his position and status. 7. To ensure proper remuneration and motivational incentive to boost the morale of the employees in order to put more effort in performing their duties to enhance greater productivity and service delivery. 8. PERFORMANCE APPRAISAL Performance appraisal is a system of assessing the capabilities of an employees the performance of work and employees his contribution towards the achievement of an organizational goals and the usefulness on an employee to the organization. 9. The system should be sanitized and those corrupt officials in the establishment should be given a commensurate punishment. 10 Corruption in all ramification should be made to be seen as a monster by the official by calling it its original name contrary to what is in vogue today where those government officials see nothing wrong with corruption but only see it as been officials. All those unqualified personnel in these sensitive positions should be made to find their level and let those that have the required qualification mount those positions and with these point noted and reacted upon by those responsible, they will definitely be a solution to this problem of inadequate human resources on the performance of government establishments. Then the out come will be greater output, effective and efficient utilization of human resources in the organization. 2.9 IMPORTANT OF GOVERNMENT ESTBLISHMENTS TO THE CITIZENRY. The traditional function of government is to maintain law and order in a society where citizens pursue their socio-economic activities. Modern government has grown in scope and complexity in an attempt to satisfy the socio and economic needs of the people. As a result, modern government has adopted the policy of intervention in social and economic sphere. Politically, government establishments which are products of state intervention tend to produce a welfarist state where the nation is not concentrated in few hands. Without the existence of government establishments, there will be economic oligarchy. Government establishments are development –oriented in the sense that they serve as viable strategy for efficient national economic planning, economic growth, development and general economic welfare. Again in developing countries where there is little or total absence of private sector in certain crucial areas of the economy government establishments are created to fill the vacuum and to boost the economy. Government enterprise also help to build the much need industries base. Above all, government establishments exist in order to generate funds for all other services. 2.10. COMPARISON BETWEENGOVERNMENT AND PRIVATE ESTBLISHMENTS The difference between government and private establishment and private establishments are namely as follows: - OBJECTIVE: The objective pursue in government establishment is that the needs of the people are been done at cheaper rate. - While in private establishment the objective pursue is profit oriented and things are been done costly. - EMPOLYMENT - In government establishment million of people are been employed by the government in the establishment. - While in private establishments few people are been employed and it is based on the economic consideration. - In government establishment most of the employees are not employed based on merit in government establishment but on political appointment. - While in private establishment employment is based on merit and the individual performance in interview. - JOB SECURITY - In government establishment there is sure for job security in the establishment weather one perform his / her duty or not. - While in private the employees are hire and fire at will. For the fact that there is government establishment presuppose that there is also private establishment. REFERENCE Armstrong, M. (1995). A Handbook of personnel Management Practice London: Kogan page Limited. Ayida, (1977). Country: Maintenance of Manpower Problem Management in Nigeria: vol.4 No. 2 Grover, S. (2008). Managing the Public Sector Published by Michael Rosenberg 8th Edition London. Federal, Government Parastatals Agencies Commission in Nigeria (2008/2009).Ed, 2nd Edition. Solcum, D & T.W (1996). Management 7th Ed. Cincinnati Ohio South Western College Publishing. Strawese, L.R. (1988). Behaviour of Industrial Work Group New York Wiely & Son Publishing Company. Ubeku, A.K. (1984). Personnel Management in Nigeria. Benin City Ethiops Publishing Cooperation. CHAPTER THREE 3.0 RESEARCH METHODOLOGY Dawne Stallties said that the best we seek to identified sets of condition which when taken together are normally sufficient to produce and effect. Therefore determination of the methods and procedures a research adopted for the purpose of this investigations are very vital for successful completion for such a study. This was evidenced by Egbe. T. E. Ehimete when he said that systematic methodology in research is the method, procedures or modalities accomplish the objectives of his research project. According to Dawne Stallties and Egbe T.E. Ehimeta research project in the sense that it determine whether the result of the research will fall. Further more, the procedures adopted in research topic are one also very important since it gives the reader the back ground information on how to evaluate the findings of the research and make conclusion from these. The research used a case study of human resources performance on the government establishments (A case study of ministry of finance). The research method and design involved the used of questionnaire. The questionnaire designed is an open-ended form to enable the respondents to answer the question on aided. The research in order to research work, reviewing some past literature on related topic. This was done through reading of textbooks, journals and internet. 3.1 SOURCE OF DATA Data were collected through oral interviews, magazine, questionnaire published notes relating to the subject in question. In order to obtain the much need information for a successful completion of this research work. 3.2 PRIMARY DATA The primary methods of this research project were sourced from the questionnaire administered to the employees in lower and middle grade level of the government establishments. 3.3 SECONDARY DATA. They are already collected data by some other persons and they are mostly seen in textbooks, annual reports, seminar paper and journals. Added to these are official files gotten from the ministry of finance which have some vital information to the topic of study. RESEARCH METHOD USED For the purpose of this research project two method of research were used, there are: • Historical research method • Descriptive research method using survey. 1. HISTORICAL RESEARCH METHOD The topic of this research study was that which has historical background of the origin of the effect of inadequate human resources, one need to be cleared to understand the past that is why Historical research was used. ii. DISCRIPTIVE OF RESPONDENTS Time was taken during the distribution of questionnaire to the respondents (those employees of the ministry of finance and Economic planning, in the lower and middle salary grade levels. The lower level staffs were salary grade level 01-06 belonging to this categories were executive officers (E.O.S,) Assistant executive officers (A.E.Os) Clerical officers (C.Os) and messengers, The middle level staff in the ministry were the employees in salary grade level of -12 include in this categories were senior executive officers (S.E.Os) Higher executive officer, (H.E.O,) senior technical officer e.t.c. They are the respondent of this research work. 3.4 DATA COLLECTION A total of 150 questionnaire items were distributed. The lower grade level got (83) eighty –three, the middle grade level (48) forty-eight and the top or senior grade level got 5. The researcher used face to face technique to distribute the questionnaire in order to know who should be given, as for collection the researcher took it upon him self to collect it from each department out of 150 questionnaires, only 136 were returned. 3.5 POPULATION OF THE STUDY The population in research refer to all the member of staff in the ministry of finance which was 200 staff this number consisting of all classes of workers, lower grade level, middle grade level and higher grade level. The sum of the three categories of workers was used as the entire population. The lower level has total of workers 83 representing 61.03%, of population, the middle level has the total 48 workers representing 35.29% and the higher level of worker has the total of 5 workers representing 3.68% of population in all the establishments. 3.6 SAMPLE SIZE In determining the sample size of the research work, the researcher drew the population from ministry of finance Enugu. A total of 150 questionnaire were constructed and distributed to both lower, middle and higher worker in ministry of finance Enugu out of which (136) one hundred and thirty six copies were returned and fourteen (14) copies could not be retrieved. According to Obasi (1997:57) the size of a sample is determined by the combination of technical issue as well as human and financial consideration the technical factor include the size of population the level of precision desire and the level of variability of factors to be estimated. The homogeneity of the population, the extent of prior knowledge about the characteristic of the population among other critical determinants. 3.7 SAMPLING TECHNIQUE The purpose of sample is to provide the researcher with data for the purpose of analysis and comparison on the bases of the information obtained, from such a sample conclusion are drawn about the population, the research intend to use the Yaro Yameni method to ensure effective coverage of the entire population in determining the sample size. The researcher chooses 5% as the margin of error. According to Yaro Yameni (1964) to determine a sample from the population: n = N 1 + (Ne2) Where n= sample size N = population size e = error limit In this case, the e = 5% or 0.05 by substitution of the formular, the population is 200. n = 200 I = 200 (0.05)2 I = 200 (0.0025) n = 200 1 + 0.25 n = 200 1.25 3.8 INSTRUMENTATION The questionnaire and interview were used as the measuring instrument. It is standardized and easy for data collection. The questionnaire was designed bearing in mind the topic of research objectives and research questions, care was taken to ensure that it would provide the data needed in a table form and sample percentage. 3.9 VALIDITY OF INSTRUMENTS Validity postulated by Tuckman (1978:92) is concerned with measurements. It deals with accuracy and effectiveness of the measuring instrument. Validity is the appropriateness of an instrument in measuring what it tends to measure. The validity of a test is extent to which a test measures what is supposed to measure. Table iv show the distribution of the questionnaires. The researcher was able to distribute 150 questionnaires to workers out of the 200 population in the ministries. The researcher make use of sampling, According to Nwabueze (1986) sampling is a method of sample it is a process in which every individual in the population has equal chance of being selected into the sample for the study. Nwabuoke also defined sampling as a process of selecting a given number of that population for the purpose of obtaining information from generalization about the population from the use of this method 25 employees were selected from the higher grade level and 45 from middle grade level also so from the lower grade level. The three grade levels include: Lower grade level 01-06 middle grade level 07-11 higher grade level 12 and above the researcher main survey are test by the ministry of internal Board of Revenue to know how the human resources performance in the ministries are and the way to improve both the performance by employing more human resources. The researcher applied this test survey, thereby establishing the validity of the test. The questionnaire which was the means of data collection was formed and sent to the ministry, their response shows that the questionnaire actually conveyed what the researcher intended. 3.10 RELIABILITY OF INSTRUMENT. Reliability of a test instrument according to Ogbuoshi (2006:91) is consistency of the test in measuring what ever intends to measure. It involves the accuracy of both the process and result of the measurement. Were that a measuring instrument is reliable if it provide the same data when administer twice or more under the same/similar condition. The question and interview are reliable because it has given the researcher the desired result. The researcher tested the reliability of the instrument by using the same questionnaire to take two separate measurements on the same population at different times. The correlation between the two instruments shows the reliability of the instrument. 3.11 INSTRUMENT RETURN RATE The study intends to employ the use of table and simple percentage model to analysis the questions responded to in the questionnaire by the respondents for the purpose of analysis and tabulations. QUESTIONNAIRE DISTRIBUTION Number returned No question 136 Percentage 90.6 Number not retuned 14 9.33 Total 150 100 REFERENCES Asikwo . S.M. (2003). Role of data Analysis in research Instruments, Long man Press Limited. Drucker .P.F. (1964). Managing the result of data, London Heinemaw. Robbert .A.E. A Comprehensive Guide to research project Kisbec Publications. Enugu Emele .O., & Emele .C. (1995). Fundamental of Research Methodology in Education and Behavioural Sceinces, Aba, Mode Academic Publishers. CHAPTER FOUR 4.1 DATA PRESENTATION AND ANALYSIS This chapter aim at presentation, analysis and interpretation of data collected from respondents of the research. The response collected though using questionnaires which is presented in tabular form. A total of (150) one hundred and fifty questionnaires were administered to the employee of the ministry of finance engine from higher level to the lowest level (136) one hundred and thirty-six was returned, (14) fourteen was rejected or returned not filled and 136 was used for this research. Research question No1. Does poor financial incentive contribute to inadequate human resources? Table 4.1 To determine if poor financial incentive contributes to inadequate human resources. Options Frequency % Frequency Yes 83 61.03 No 48 35.29 I don’t know 5 3.68 Total 136 100 Source field work 2010 INTERPRETATION From the above table it shows that eight three (83) of the respondents accepts that poor financial incentive contributes to inadequate human resource s and it shows 61.03 percent, forty eight of the respondents also did not agree that poor financial incentive don’t contribute to inadequate human resources and their percentage was 35.29 percent and only five (5) do not know whether poor financial incentive contribute to inadequate human resources on the performance of government establishment. The result was that date was collected from sample size mentioned in the scope and limitations of this research they include yes with 61.03% and 35.29% respectively as against only 5 respondents from I don’t know showing 3.63%. Research question No2 What is the major causes of the inadequacy? Table 4.2 To find out the major causes of inadequacy. Option Frequency Percentage Poor management 33 24.2 Inadequate motivation 21 15.44 Lack of qualify employees 15 49.27 Poor remuneration 15 11.03 Total 136 100 Source: field work 2010. The major cause of inadequate human resources on the performance of government establishments. Table viii above has shown clearly with facts and figures that were exist human resources inadequacy in government establishments. Now is the right time to identify the major causes of thee inadequate. Research Question: 2 What is the Major Causes of the Inadequacy? Responses Frequency Percentage (A) poor management 33 24.2 (B) inadequate motivation 21 15.44 (c) lack of qualifies employees 67 49.27 (D) poor remuneration 15 11.03 Total 136 100 Source: field work 2010 INTERPRETATION: The researcher find out from above that the major causes of the inadequacy in human resources on the performance of government establishments was that they lack qualified employee in the establishment with a total of sixty seven (67) respondents having 447.29% this was followed by poor management human resources by the government with thirty-three (33) respondents given also 24.2% others include inadequate motivation with only fifteen (15) respondents showing 11.03% therefore we can stand out to say that the government lack of qualified employees was the major causes of human resources inadequate plaguing the government establishments. Research Question No. 3 In What Level Do You Think These Inadequacies Exist? Table 4.3 These on how to find out in what level I think the inadequacies exist. Options Frequency Percentage (A) 01-06 106 77.94 (B) 07-12 15 11.03 (c) 13 and above 15 11,03 Total 136 100 Source: field work 2010. INTERPRETATION In a bid to find out actually in what level this inadequacies are existing, the above table summarized it as follows. Those who said that it exists in the lower level human resources where a hundred and six (106) giving 77.94%. There are equal numbers of respondents who said that the inadequacies existed in the middle and higher level human the sources respectively. There number stood at fifteen (15) respondents only leaving us with 11.03% each side. From the above figures, we can say with some assurance that although the inadequately were existing in all levels on the government human resources but it has been established with facts and figures it was most in the lower level which was 01-06. Research question No.4 In what area do these inadequate have effect? To determine the area in which the inadequate were having effect. Attempt will be made there to identify the area in which the inadequate in human resources of the government establishment were having effect. The above table will provide us with figures upon which base our answer. Option Frequency Percentage On employee only 32 23.53 On productivity 20 14.91 On both 84 61.76 Total 136 100 Source: field work 2010 INTERPRETATION The information above shows that the inadequate in human resources plaguing the government establishments were having more effects on both the employees and productivity with a total figure of eighty four (84) respondents given a percentage of 61.76. This was followed by its effect on only employees with a percentage of 23.53% and on productivity only was 29 respondent which gives us only 14.71%. The result of the above was on both employees and productivity both we see from the above figure before us, that it was followed by the effect on employees. This was because any thing that affects human resources (employees) has affected productivity seriously. This is because it is the employees that produce output in which case any thing that affect them (Employee) will definitely affect out put (Productivity). Research question No.5 What prevents government from employing more human resources? Table 4.5 To find out what prevent government from employing more human resources Option Frequency Percentage government does not want to employ 23 16.91 she has enough 0 0 They cannot manage them. 67 49.27 lack of finance 46 33.83 Total 136 100 Source: field work 2010 INTERPRETATION from the above information shows before us, we can clearly see and make an unbiased decision as regard the reason why government refuse to employ more human resources. The most outstanding reason was because government cannot be able to manage the ones they have let alone to employ more, the figure before us stood at sixty-seven (67) respondent giving as 49.27% followed by lack of finance with fourth-six (46) respondent of 33.83% and that she has enough human resources was zero response, which means that government have never had enough let alone having it now. Also that government does not want to employ, having only twenty-three (23) respondents giving 16.91%. Therefore we can say that government refuses to employ more human resource because they cannot manage it with sixty-seven (67) respondents and 49.27%. Research question No.6 What then should government to increase her human resources? Table 4.6 To determine what government would do to increase her human resource Option Frequency Percentage Government should employing qualify workers 35 25.74 To start managing her man power effectively 47 34.56 Sanitize top officials 20 14.71 Improve remuneration 18 13.83 All of the above 16 11.76 Total 136 100 Source: field work 2010. INTERPRETATION The data presented above represent the opinion of this question. In respect of what government would do to increase her human resources in order to save it from the inadequate means in human resource plaguing the government establishment. However from the figure above table, we can see that many respondents were in support on were suggesting strongly for the government to start managing her human resource effectively with the total number of fourth-seven (47) respondents which gives us 34.56%. This was followed by another suggestion which was advising the government to start employing qualified workers. Their supporting figure stood as follows. Thirty-five (35) respondents with 25.74% though their were established fact that government stopped employing for a long time now. But some are still suggesting that the top officials in the establishments should be sanitize, their figures was twenty (20) respondent with 13.23% were in support of it which shows it has more to do with the problem under review only sixteen (16) respondents were of the view that all the above should be combined in order to solve the problem under review the percentages was 11.76%. Therefore government managing here human resources effectively together with employing qualify human resource was the two (2) prominent suggestions supported by majority of respondents. CHAPTER FIVE 5.0 THE SUMMARY, OF FINDINGS, CONCLUSION AND COMMENDATIONS. In this chapter, efforts will be made to present the findings of this study and draw some conclusion and finally make the necessary recommendations. 5.1 FINDINGS This research work after a protracted work had been carried out; the researcher find out that poor financial incentive is a contributory factor to inadequate human resources. The researcher equally discovered that inadequate human resources in government establishment is caused by several factors such a regular recruitment, poor management, inadequate motivation, lack of qualified personnel, lack of planning and lack of tanning of personnel e.t.c. Furthermore, the researcher found out that this inadequacy of human resources is more prevalent within grade level 01-06 and grade levels 07-12. Also worthy of adding here is that the inadequacy of human resources usually affect productivity in particular and the citizens at large in addition to my findings I discovered that the government is unwilling to employ more human resource due shortage of skilled personnel manager who can manage workers. 5.2 RECOMMENDATION The essence of this research was not only to identify some existing problems, but also to recommend some ways of solving the problem. This research work will now go into recommending some measures to be taken in solving the existing problem. (1) Government should ensure that there is more employee, and recruitment process should not based on favoritism in government establishment so that employment will not be on the bases of godfathers in this case meritocracy should not be sacrifice at the alter of mediocrity. (2) Government should ensure that all those unqualified personnel occupying a higher position in the organization should be made to find their way out of the establishment so that people that have the qualification to take the position. (3) Government should ensure that the spirit of ethnicizm, religious bigotry, bribery and corruption do not exist among the employees in the government establishment. (4) Government should ensure that the workers are been motivated by remunerating the employees in order for them t put more effort to their work to enhance greater productivity. (5) Government should ensure that they provide training and development centre for the employees utilization, which is indispensable as part of management function. Training as an organization effort, which is aimed at helping employees to effective and efficient executive of work. (6) Government should improve the salaries of their employees so that they should be seen motivated. And this includes the regular payment of wages when due. Finally, government should ensure that the practice of reposition and tribalism are not function among officials and there should be effective management of her human resources which includes planning, organizing, directing controlling e.tc in order to achieve its organizational goal. 5.3 CONCLUSION This research work was a deliberate attempt to find out the effect of inadequate human resources on the performance of government establishment. The researcher used all avenues within her reach ensure the objective of the work. In the research related literatures were reviewed and field survey was done out of 150 questionnaires distributed to the respondents for the study, 136 respondents returned theirs on which the analysis and finding were based. However, it is worthy of that inadequate human resources in government establishments is a very big problem as its reduces productivity and increases unemployment there is need to increase staff strength of government establishment and also train the workers so as to make them very effective in other to enhance greater productivity and service delivery. BIBLIOGRAPHY. Anikezie, N.A ( 2004) Human Resource Development And Utilization in the Public Sector. (A Case Study of Enugu State Civil Service Commission M.Sc Thesis). Asikwo, S.M (2003). Role of Data Analysis in Research Instrument, Nigeria: Long Man Press Limited. Cole, G.A (1993). Personnel and Human Resources Management 5th Edition London: continuum. Drucker, P.F (1964). Managing the Result of Data London: Heinemann. Evanquechi, J.N; Loreizi, P. Skinne, S. J. with Crosby, M.B. (2004). Management Quality & Competitiveness, Illinois: Airwin Publisher. Frank, M.C. (1997). Article Human Resources Management Ibadan: PAN African Ihe, M.N. (1999). Management and Organizational Theory and Practice. Enugu: Vougas Limited. Ubaka Johnson O. et al (1999). Introduction to Project Writing Enugu Sunny Enterprises. Mick, Flecher. (1922). Management Task Responsibilities and Practice. England: Wood Cliffs Practice Hall. Nnamani, W.C (2003). Research process Enugu Owulu, Publishing Enugu. Obikeze, S. S.A & Obi, E.A (2004). Public Administration in Nigeria A Development Approach Onitsha Book Point Limited. Obikeze, S.O. obi. E. & Abonyi, U (2005). Personnel Management Concept, Principles & Application Onitsha book Point Limited. Onah, F.O. (2003). Human Resources Management Enugu. Fullade Publishing Company. Station, W. (2002). Fundamental of Research Methodology 6th Edition (Town): M.C. GrawHill. Strawese, L.R. (1988). Behaviour of Industrial Work Group New York Wiely & Son Publishing company. QUESTONAIRE Please tick (^) where applicable Department………………………………………………………….. Position……………………………………………………………….. 1. Sex male Female 2. Do you think that the establishment can make higher input if it improves on its present human resources employment? Yes No 3. Does the establishment communicate with you on its human resources need for effective goal attainment? Yes No 4. Does inadequacy of human resources bring constrain to the performance of government establishment? Yes No 5. The inefficient and ineffective performance of the establishment, is it as a result of lack of motivation? Yes No APPENDIX 1 Department of Public Administration Caritas University, P.M.B. 01784 Amorji-nike, Enugu 20 August 2010 Dear/Sir/Madam, QUESTIONAIRA ON THE EFFECT OF INADEQUATE HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENT ENUGU. I wish to request for your assistance in filling this questionnaire. The information obtained through this medium is to help me conclude my research work. The research work is not aimed at revealing the weakness in your establishment but it is an academic exercise, which if the information is provided will help the researcher carryout a survey on the “effect of inadequate human resources on the performance of government establishment”. Yours faithfully, Chukwu Christiana .U.