THE IMPACT OF COMPUTER TO MODERN BANKING IN NIGERIA (A CASE STUDY OF ZENITH BANK INT’L PLC AND FIRST BANK NIGERIA PLC OWERRI)

THE IMPACT OF COMPUTER TO MODERN BANKING IN NIGERIA (A CASE STUDY OF ZENITH BANK INT’L PLC AND FIRST BANK NIGERIA PLC OWERRI) BY IHEJIRIKA IJEOMA .C. 08H/1663/AC A RESEARCH PROJECT PRESENTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF HIGHER NATIONAL DIPLOMA (HND) IN ACCOUNTANCY TO THE DEPARTMENT OF ACCOUNTANCY, SCHOOL OF BUSINESS AND MANAGEMENT TECHNOLOGY FEDERAL POLYTECHNIC, NEKEDE OWERRI. AUGUST 2010. APPROVAL PAGE This project work was supervised by the undersigned people for meeting part of the requirement for the award of Higher National Diploma (HND) in Accountancy Department. Mr. C.I Nkwocha Date Project Supervisor Chief B.N Okezie Date Head of Department External Examiner Date DEDICATION This project is dedicated to my beloved Parents Mr. and Mrs. Jonathan .I. Ihejirika and my lovely and caring siblings, Kelechi, Chibuikem, Chinonyerem, Udochukwu and Chiedoziem. Finally, to all HND II Accountancy 2010 graduates, I love you all. ACKNOWLEDGEMENT First and foremost, my immeasurable appreciation goes to Almighty God for his faithfulness and protection and also for giving me the strength and wisdom with which the completion of this project work was made a success. My humble thanks go to my supervisor Mr. C.I. Nkwocha, who sacrificed his time and patience to read through my work, gave it constructive criticisms, corrected and guided my step by step till the final stage of this work. I must also appreciate my lecturers, my HOD, Chief B.N. OKezie, Mr. C. Oparaeke (Dean, School of Business and Management Technology), Mr. Maxwell Ekwerike, Chief S.C. Nsofor, Dr. U. Ibeaja, Mr. C. Osondu, Lolo F.A. Anyanwu, and Chief A.A Ojiuko of Banking and Finance Department, Chief C.V Njoku, Mr N.C.N Emerem and Mr. Iwueke Obinna of Business and Management Technology, Dr. Sir Anumihe of Social Science and Humanities Department, who deemed it necessary to transfer their knowledge on me. They are wonderful. Others are my Aunties Mrs. Joy Anosike and our Departmental Secretary Mrs. Nkeiru Ogbueri for their moral encouragement. My profound gratitude must not fail to go to my beloved parents Mr. and Mrs. Jonathan Ihejrika, my siblings, Kelechi, Chibuikem, Chinonyere, Udochukwu, Chiedoziem and the entire Ihejirika’s family for their immeasurable care, love and rightful support both financially, morally and prayers al through the period of my studies. I must also in a special way be grateful to my friends, especially my mentor Mr. Darlington Opara, who stood by me through thick and thin, by encouraging me both financially and morally, to make sure I joined the league of graduate. To him I am highly indebted. Also to so numerous well-wishers who in one way or the other helped me in my academic pursuit. And finally the last but not the least, my bosom friend Miss Onuador Happiness who gave me part of the material for this project work. I thank you all and may the Almighty God keep and abide with you all. Amen IHEJIRIKA IJEOMA C. ABSTRACT This research work is on the Impact of Computer to Modern Banking in Nigeria. A case study of Zenith Int’l Bank Plc and First Bank of Nigeria Plc. In advanced economies, technology has played a significant role since 1060’s. The role of computer in the financial world and other spheres of life cannot be over-looked and this has made it inevitable as the whole world has been turned into a global village. But in developing economies on the other hand, technology has relatively been poorly deployed in computer services. In Nigeria, deregulation of the banking industry in 1986 saw banks deploying technology as the chief competitive weapon to achieve significant market shares in the crowded banking industry. This brings a good decision on the other leas to effective performance of managerial functions, which should in turn lead to the attainment of the organization’s goals. The research used both primary and secondary data from findings. It was observed that about 90% of the banks in Nigeria has improved and agreed that computerization has lead to affective bank performance and have also reduce the cost of running bank services. In trying to state the impact and problems related to computer in the banking industry, the researcher observed that some problems faced by these banks are; inefficient planning, fraud, errors, irregular functioning of telecommunication facilities etc, and recommend that; Proper awareness and orientation should be made with regards to illiterate bank customers who are still novice to computer innovations. The computer department should be manned by people of good integrity and sound knowledge of computer to reduce fraud in the banks. There should be adequate power supply to fasten and improve operation and also reduce cost of running bank services. TABLE OF CONTENT Title Page - - - - - - - - - - i Approval Page- - - - - - - - - - ii Dedication- - - - - - - - - - iii Acknowledgement- - - - - - - - - iv Abstract- - - - - - - - - - - vii Table of Content- - - - - - - - - viii CHAPTER ONE 1.0 Introduction- - - - - - - - - 1 1.1 General Overview- - - - - - - - 1 1.2 Statement of Problems- - - - - - 4 1.3 Objectives of the Study- - - - - - - 5 1.4 Significance of the Study- - - - - - - 5 1.5 Research Questions- - - - - - - - 5 1.6 Statement of Hypothesis- - - - - - - 7 1.7 Scope of the Study- - - - - - - - 7 1.8 Limitations of the study- - - - - - - 8 1.9 Definition of Terms- - - - - - - - 9 CHAPTER TWO 2.0 Literature Review- - - - - - - - 11 2.1 Background of the study- - - - - - - 11 2.2 Evolution of Computer Technology- - - - - 16 2.2.1 Definition of Computer- - - - - - - 18 2.2.2 Types of Computer- - - - - - - - 19 2.3 Evolution and Development of Nigerian Banking System- 20 2.4 Future of Computer in Nigeria Banking System- - 23 2.5 Problems Associated with the use of Computer- - 25 2.6 Computer Related Fraud in the Banking Industry- - 26 2.6.1 What is Computer fraud - - - - - - - 27 2.6.2 Forms of Computer Fraud - - - - - - 28 2.7 Impact of Computer in Nigeria Banking Operation - - 30 2.8 Summary of the Chapter- - - - - - - 35 References- - - - - - - - - 36 CHAPTER THREE 3.0 Research Methodology- - - - - - - 37 3.1 Research Design- - - - - - - - 37 3.2 Sources of Data- - - - - - - - 38 3.3 Method of data Collection- - - - - - 39 3.4 Population Size- - - - - - - - 40 3.5 Sample size- - - - - - - - - 40 3.6 Techniques for Data Analysis- - - - - - 40 CHAPTER FOUR 4.0 Data presentation and Analysis- - - - - 42 4.1 Data presentation- - - - - - - - 42 4.2 Data Analysis- - - - - - - - - 43 4.3 Analysis of Hypothesis- - - - - - - 51 CHAPTER FIVE 5.0 Summary, Conclusion and Recommendations- - - 57 5.1 Summary of findings- - - - - - - 57 5.2 Conclusion- - - - - - - - - 60 5.3 Recommendation- - - - - - - - 61 Bibliography- - - - - - - - - - 63 Appendices - - - - - - - - - - 66 CHAPTER ONE 1.0 INTRODUCTION 1.1 GENERAL OVERVIEW In advanced economies, technology has played a key role since 1960’s. The role of computer in financial world and other spheres of life cannot be over-emphasized or, be over-looked and this has made it inevitable as the whole world has been turned into a global village. But in developing countries on the other hand, technology has relatively been poorly deployed in customer services. Nevertheless, bank even in the strategic role of technology driven services, played in the efficient and cost effective service delivery. Investments in innovative banking technology worldwide have therefore grown exponentially in past decade. In Nigeria, deregulation of the baking industry in 1986 saw banks deploying technology as the chief competitive weapon to achieve significant market shares in the crowded banking industries (Aduba, 1997). This brings a good decision on the other hand leads to effective performance of managerial functions which should in turn lead to the attainment of the organization’s goal. The vital ingredients for effective information apart from accuracy must also include uniformity, timeliness, reliability, clearness and must be promptly transmitted to the recipient and same time must be relevant to the area of specification. Therefore, this presentation reviews the enabling environment for technology driven bank services in making effective planning, organization and implementation of the policies of the organization. Introduction of computer networks similarly created a new banking culture that granted customer flexibility in services delivery through wider choice of transaction outlet give bank’s networks of branches. Electronic banking system was an innovation into the banking industry. It was introduces to ease the problem of; Casting delay in transaction Clearing Transfer of fund Accuracy in information from one location to the other It can be seen that before the introduction of computer in the banking industry, a lot of problems were faced in processing transaction in various sections of the bank, but with computerization, all these problems have been reduced or eased off. The system has been embraced worldwide because it is easier and convenient for both the sender and receiver. This has made banks like Zenith Bank, Intercontinental Bank, Diamond Bank joined suit with First Bank Nigeria Plc in giving Western Union Money Transfer services to people within Nigeria. Computerization or electronic banking has even helped in introducing electronic cards known as pay cards (Credit and Debit Cards). This was introduced to avoid the risk of carrying cash around. This electronic card is loaded with any amount in alternative to physical cash with ease. The electronic pay card has gone a long way in its establishment because people now prefer it to holding physical cash. Infact computer has come to stay and has become a vital part in our society because it has the capacity of extending men’s power to perform mental tasks and provide imagination services. 1.2 STATEMENT OF PROBLEMS Before the introduction of computer in banking operation, the banking industry was faced with a lot of problems that made some people to lost interest and confidence in them (banks). These problems are as follows; Delay in responses and services delivery time Improper handling, storing and keeping of date and records Inaccuracy/errors in data entries and interests computations. Transmission of fund from one place to another. Cash holding movement Delays in clearing cheque Poor monitoring of accounts leading to fraud In order to eradicate or minimize al these problems, and foster confidence in banking industry, computerization was introduced to overcome all these problems and build confidence back into the industry and the people. (Anderson, 1979) 1.3 OBJECTIVE OF THE STUDY The aim of this study is to examine the importance of application of computer to banking operations with regards to efficiency, profitability, effectiveness of computer operation to the realization of the set goals in the banks and economy as a whole. Also this study or research will enable us to know the various problems that have been associated with banking industry and its operation can be averted or reduced through modern technology computerization. 1.4 SIGNIFICANCE OF THE STUDY Computers have replaced the crude mechanical and manual system of recording, analyzing and typing of banking information. New greater qualities of data can be processed at greater speed and accuracy. 1.5 RESEARCH QUESTIONS In order to properly address this issue, the following questions were formulated to investigate and analyze the responses of the people on the impact of computerization in the banking industry. The questions are; To what extent is our society aware of electronic banking? How has electronic banking improved the quality of banking in our society? Do you think the benefit of computer justifies the cost? Do you think that the introduction of computer/electronic banking has rendered some people jobless? What are the reactions of Nigerians to the computerization of banks? Has globalization any impact on the economy and future problem? Has the computerization of banking industry contributed to the increase in banking performances and efficiency in term of profit? Has the computerization of the Nigerian banking industry led to time saving in bank services and transactions? 1.6 STATEMENT OF HYPOTHESES HYPOTHESIS I Ho: The computerization of banking industry has not contributed the increase in banking performances and efficiency in terms of profit. Hi: Computerization of banking industry has contributed to the increase in banking performances and efficiency in terms of profit HYPOTHESIS II Ho: Computerization of Nigerian banking industry has not led to time saving in bank services and transactions. Hi: Computerization of the Nigerian banking industry has led to time saving in banking services and transactions. 1.7 SCOPE OF THE STUDY The Scope of this study is on the assessment of impact of the computer on banking operations. This tends to provide enabling environment for technology driven bank services in making effective planning, organization and implementation of the policies of the organization through computer. Introduction of computer networks similarly created a new banking culture that granted customer flexibility in services delivery through wider choice of transaction outlet given banks networks of branches. However, Zenith Bank Int’l Plc and First Bank Nigeria Plc will be studied to particularly appreciate the performances and problems encountered by these organizations. 1.8 LIMITATION OF THE STUDY An investigation of this kind is faced with several limitations such as; Time Constraints: This pose a serious problem to the research since the project is expected to be completed within a space of time. Poor financing: Financing this project has been a trying experience for the researcher because of the poor economic condition in the country. The researcher was unable to travel to many places of interest in order to get comparable data or information for this research work. Natural Factor such as (Rainfall) hindered the researcher’s movement in her bid to distribute the questionnaires to respondents. Not having access to some relevant data that would promote or improved the existing quality of this work due to poor audience by respondents, unreliable statistics and bias information from respondents. 1.9 DEFINITION OF TERMS COMPUTER: According to Opara et al (2006:66), computer is an electronic device that is capable of solving problems by accepting data, performing prescribed operations on the data accepted and supplies the results of those operations. AUTOMATED TELLER MACHINE (ATM): Is cash disposer that is designed to enable customer enjoy banking services without necessarily going into contact with bank cash teller. BANK: Is a financial institution where money and other valuable items are kept for safe custody. BOOK KEEPING: This involves keeping records of all financial transactions E-BANKING: This is a natural fall out of intense competition to the financial markets. It also poses new challenges for country authorities in regulating and supervising financial system and in designing and implementing microeconomic policy. CUSTOMER SERVICES: This unit is always at the entrance as not to course inefficiency. Its main function is to open records and guide the customers on their enquiry. FRUAD: A method of illegally getting money from someone often by using clever and complicated methods. HARDWARE: This is the computer components, that is the computer itself and other devices. MANAGEMENT: The act or skill of directing and organizing the work of a company or organization. PROGRAM: A set of instruction given to a computer to make it perform an operation. CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 BRIEF HISTORY OF THE ZENITH BANK AND FIRST BANK ZENITH BANK INT’L PLC Zenith Bank Int’l Plc is a Nigerian bank based in Victoria Island, Lagos. It was established in May 1990. It became a PLC in July 2004 and had an initial public offering on the Nigerian Stock Exchange on October 21st 2004. Also in 2004, it had a credit Rating Agency; Fitch ratings identified its credit as AA on their long term scale. As of November 2007, it was the largest company in the country and in all of West Africa with total Assets of 2.1 billion Dollars according to the bank’s advert in CNN. In addition to Nigeria, the bank has branches in Gambia, Sierra Leone, South Africa and United Kingdom. It has revenue of N89.2 billion, Net income of N17.2 billion and total assets of N1.2 trillion. Its subsidiaries are Zenith Insurance, Zenith Pension Custodian, Zenith Securities, Zenith Bank Ghana, Zenith Bank United Kingdom, Zenith Trust Company, Cyberspace Networks. DIRECTORS Jim Ovia is the company’s Chief Executive Officer, Godwin Emefiele is Deputy Managing Director, Peter Amangbo, Apollos Ikpobe, Elias Igbin-Akenzua and Udom Emmanuel, are Executive Directors of the bank. Macaulay Pepple is the Chairman of the board. The company has a total of 3911 employees. In January 2010, the Board of Directors of the bank announced a change; they appoint Godwin Emefiele as the Managing Director/Chief Executive Officer designated of the Zenith Bank. The appointment, which is subject to CBN confirmation, takes effect from August 1st 2010. FIRST BANK NIGERIA PLC First Bank Nigeria Plc is a Nigerian bank and financial services firm. It traces its ancestry back to the first major financial institution founded in Nigeria hence the name. The current Chairman is Dr. Ayoola Oba Otudeko (OFR). The bank is the largest retail lender in the nation. At the end of August 2006, the bank has asset totaling N650 billion or $5billion, it was also the most highly capitalized stock on the Nigerian Stock Exchange and had about 10 billion outstanding shares, it has a subsidiary in United Kingdom FBN (United Kingdom), which has a branch in Paris, and also a representative offices in South Africa and Chine. The First Bank of Nigeria traces its history back to 1894 and was the bank of British West Africa. The founder was Alfred Lewis Jones, a shipping magnate. In 1957, the bank of British West Africa changed its name to Bank of West Africa (BWA). After Nigeria’s independent in 1960, the bank began to extend more credit to indigenous Nigerians. In 1965, Standard Bank of South Africa acquired BWA and changed it acquisition name to Standard Bank of West Africa in 1969. Standard Bank of Nigeria listed its shares on the Nigerian Stock Exchange and places 13% of its share capital with Nigeria investors. At the end of the Nigeria civil war, Nigeria military government sought to increase local control of the retail banking sector, in response, Standard Chartered Bank reduced its share in Standard Bank of Nigeria to 38%. Once it had lost majority control, Standard Chartered wished to signal that it was no longer responsible for the bank, and the bank changed its name to First Bank of Nigeria in 1979, by then, the bank had Nigeria directors that ever. In 1982, the bank opened a branch in London, in 2004, it had a representative office in Johannesburg South Africa, and in 2004 it acquired MBC Int’l Bank Ltd. The products of the bank are; E-banking, Consumer Banking, Wholesale Banking, Agricultural Financing, Payments and Collections, Western Union money Transfer. Their subsidiaries are; Pension Custodian, Offshore Subsidiary, Capital Market, SME Funding, Insurance, Foreign Exchange, Microfinance, Trustees and Registrars. DIRECTORS In 2009, Stephen Olabisis Onasanya was appointed Group Managing Director (CEO), replacing Sanusi Lamido Sanusi, who had been appointed Governor of CBN. Onasanya was formally Executive Director of Banking Operations and Services. Kehinde Lawanson, Executive Director West Directorate, Alex C. Otti, Executive Director South Directorate, Dr. Yerima Lawan Ngam, Executive Director North Directorate, Remilekun A. Odunlami, Chief Risk Officer. According to Komolade (2009:16), under the newly proposed structure of First Bank, all the managing directors of the five group would be board members of the holding company, and would therefore no longer report directly to the Group Managing Director but to the Holding company, which is likely to be chaired by Oba Otudeko, who is currently the Chairman of the bank. Going by the proposed configuration, which may ultimately lead to redeployment of some of the managing directors of its subsidiary, First Bank intends to collapse all its subsidiary into five groups namely First Bank of Nigeria Emerging Business, Insurance Group, Offshore Banking and First Bank of Nigeria Limited, which will stand alone. 2.2 EVOLUTION OF COMPUTER TECHNOLOGY An attempt to automatic computer dated back to the beginning of recorded history but the basic conceptual breakthrough in the design of computers coursed at least hundred years before the necessary technology advances were made. (Ohimia: 1995). The first true calculating machine was devised by Blaise Paschal, a French mathematician in 1642, the machine was only performing multiplication by repeated additions, and division by repeated subtractions. The further development to this was made by Professor Niken Wirth in Zurich and the programming language used was called Paschal. In 1822 Charles Babbage constructed a machine called Difference Machine. And in 1932, he further designed what he called Analytical Engine. This analytical engine was mechanical equipment which had the ability to store date and perform extensive arithmetic operation on the date. It was not until the early 1940’s that the time electronic computer appeared. This was the ABC (Atlan Soft Being Computer) built by U.S Mathematician John U. Atlan Soft. The development of the present age computer technology growth is in five phases called the generations of computer. The ENIAC computer (Electronic Numerator Integrator and Calculator) designed and build in 1946 by Prosper J. Eckert and John W. Manchleys indeed ushered in the first generation of modern day computer, which utilized the vacuum tube for the storage of data. However, the vacuum caused tremendous heat problem and was never completely reliable; programming was principally done in machine language. The second generation saw the replacement of the vacuum tube with transistor. These set of computers were introduced around late 1950’s. They used transistors and were smaller, faster, cheaper, reliable and vitally free from heat problems unlike the first generation computers. Programming was done using both machine and symbolic coding. The third generation computers were produced around 1946 and their main components were integrated circuits. These generations of computers were faster, smaller and cheaper than the first and second generation computers. The use of high level language and wide range of optional peripherals were also introduced. Fourth generation computer were produced during the 1970’s. They have large scale of integrated circuits called silicon chips. (Okezie: 2004, 358). Fifth generation computers are micro computers, which are small, cheap, handy and simple to operate. The use of pitman typewriters keyboard was introduced. This is known as enhanced keyboard because it incorporated functional keys (F1-F12) and other special characters which are not part of the typewriter keyboard. 2.2.1 DEFINITION OF COMPUTER Computer is defined according to (Oparah:2003,1) as an electronic device that is capable of solving problems by accepting data, performed prescribed operations on the data accepted and supplying the results of those operations. That is to say that computer is an electronic device, which can accept data, process the data and produce result/information automatically under program control. It is viewed also as an instrument which possesses analytical intelligence. Finally, it can be said to be a calculator or machine or apparatus, mechanical, electrical or electronic for carrying out most special complex calculations dealing with numeric data or which store item of the information in a large organization. 2.2.2 TYPES OF COMPUTER Computers can be grouped according to Okezie (2004:357) into different types based on their used and constructions. They include; ANALOG Analog computers operate on data which continuously change physical qualities such as electrical voltage, electrical resistance, notations and temperatures by performing physical processes on them. Thermostat is a good example of analog function. DIGITAL Digital computers operate on discrete data by performing arithmetical and logical operations on them. Such computers are used for accounting, forecasting, pay-rolling, sales analysis and other normal general business applications. HYBRID These are computers that have qualities and features of both analog and digital computers, and can perform operations of both types of computers. They receive data in analog form and convert them to digital qualities or operations and viz versa. 2.3 EVOLUTION AND DEVELOPMENT OF NIGERIAN BANKING SYSTEM The Nigerian Banking system is within the broader financial system of the country. It is the hub of the entire financial system and has undergone remarkable changes in terms of ownership structure, regulations, department and breath of operations as well as instruments employed since the first survived banking institution was established in 1894. (Kanu: 2005, 227). Kanu further stated that the banking system mobilizes savings from the surplus units and channels them to the deficit units of the economy for productive investment thereby enhancing the process of economic development. According to Kanu (2005: 246), commercial banking was the oldest of all the baking institutions in Nigeria with the first commercial bank being established in 1892, when the African Banking Corporation was established in Lagos. Probably due to the good performance of the African Baking Corporation, another bank opened its branch office in Lagos in 1894. The Bank of British West Africa Limited now First Bank of Nigeria PLC absorbed the banking business of both Elder Dumpster Company and Africa Banking Corporation until 1916. In 1917, the Barclay Bank (Dominion Colonel and Overseas) DOC now Union Bank was established. Other expatriate owned banks were later introduced in Nigeria such as United Bank for Africa UBA etc. the rise of indigenous bank in Nigeria was as a result of unsatisfactory banking facilities and services which Nigerians received from the expatriate bank. Their operations were against Nigerians both in terms of personal icon receipt from the banks and in respect of the development of the Nigeria economy. However, between 1954 and 1960, a total of 25 indigenous banks were established and many of them had either failed or surrendered their license. The increase educational awareness and the alarming rate of bank failure of the early 1950’s brought about the growing need for Central Bank. A Central Bank is very different in both organization and functions when compared to other types of banking institutions. It is a government owned bank and each country owns only one Central Bank which is the government representative in the banking system. Any country’s Central Bank performs major functions and activities, which are aimed at achieving the main objective for which is was established. It also works in collaboration with other institutions in implementing macro-economic policy measures designed to facilitate efficient management of the economy. Kanu (2005:228). The Central Bank of Nigeria was established in 1958, it did not start full operation until July 1959. Nigerian Banking industry has witnessed the greatest expansion since mid-eighties; there were a total of 81 insured banks, 47 commercial and 34 Merchant banks operating in the country in 1989 to 1996. The level of distress in the financial sector led to restructuring the financial sector. The restructuring exercise began with the increase in the minimum paid-up capital of both Merchant and Commercial banks amendment of the CBN Decree No 24 and Bank and Other Financial Institutions Decree 25 (BOFID), both of 1991 were amended in 1997, 1998 and 1999. 2.5 FUTURE OF COMPUTER IN NIGERIAN BANKING SYSTEM The size and complexity of the present day business environment has called for a change in banking industry. The cove of bank has been bordered to include not only a function of not gathering information but also considered high level of responsibility of participating with management in making business decision. Nigerian banks are yet to fully exploit the potentials in computer banking. Apart from the products that have been mentions which are currently in the market, other products have been developed in advance economies, such as Electronic Fund Transfer of the point scale, Electronic Cards products etc. It is obvious that computer banking is the solution to the constant congestion motion often seen at bank counters. The number of cheque handled by banks will equally reduce substantially. Banks that introduced (ATM) should be cautious of whom to entrust with ATM cards. Since this is a high risk product that can cause unauthorized overdraft, banks are advised to exercise due diligence when processing debits emanating from ATM and EFT in order to avoid future legal tussle. A great potential exists for computer banking in Nigeria, a situation where more banks will acquire ATM and other products will enhance computer banks for customers to have access to the ATM; however, branches must be made to enjoy uninterrupted power supply. Also, customers must be tutored on the effective use of their cards and the need to ensure confidentiality of their Personal Identification Number (PIN). Finally, electronic/computer banking products requires the erection of sound internal control so as to avoid widespread of fraud. 2.5 PROBLEMS ASSOCIATED WITH THE USE OF COMPUTER Inefficient Planning: Quality and efficient of banking services are now so dependent on computer system that any failure in planning may have significant consequences in the banking operations. Failure in implementing new systems and proving services quickly enough may pose serious problem with respect to its competitors. Fraud: Fraud involves all acts of dishonesty and deceitful manner to obtain or deprive a person or corporation of its property without the knowledge or consent of that person or the corporation. Successful fraud will not only result in a direct financial loss for the institution but will also reduce confidence in the institution and in the banking system in general when reported to the media. Errors: This usually occurs during entry of data in the system, which is often caused by human failure. It is rare for errors to be caused by failure of internal electronic or mechanical components. Total dependence on the technology of computer which pose previous problem because of power failure of the computer could constitute a disaster and loss of confidence in banking industry. Computerization in banking industry requires adequate security but while this is lacking, may pose a serious problem for the banks in a developing country. Irregular functioning of telecommunication facilities have not provide the level of support required to sustained computerization and computer networking. 2.6 COMPUTER RELATED FRAUD IN THE BANKING INDUSTRY The increasing complexities and abrasiveness of the business environment that characterized the late 80’s coupled with the declining markets and the recognition of information as an important marketing asset have accelerated the urgency for information management. Consequently, the modern banking industry is becoming more and more dependent. An important aspect of the impact of computer revolution on the banking industries has experience tremendous upswing since the early 70’s. This view is supported by existing statistics on computer frauds in 1950’s, 63 cases in the 1960’s and 569 cases in the 1970-75. (Parker: 1976). In Nigeria cases of large scale computer frauds has been recorded in the bank of credit and commerce international (Donwa: 1991). Given the authentic nature of fraudulent practices at both the public and private sectors of this economy and the quantum leap in acquisition of computer system by banks, it has become necessary examine the issue of computer fraud in the banking industry and the possible remedies. 2.6.1 WHAT IS COMPUTER FRAUD Hornby (1974), defined fraud as criminal deception. Longman (2000) defined fraud as a method of illegally getting or obtaining money from someone, often by using clever and complicated methods. Computer fraud is invariably committed for financial gain but unlike some forms of fraud, the perpetrators will make considerable efforts to prevent discovering of any loss by the victim. The rewards for such efforts may be complete freedom from prosecution at least a delay in discovery of the fraud and consequent chance of escape. 2.6.2 FORMS OF COMPUTER FRAUD The essence of the complex internal procedures is to ensure that fraud or manipulation or error did not occur or is reduced to a manageable level. Computer fraud may take some or all the following forms; Manipulation of Input: Here input date may be altered or corrupted with a view to altering computer records and may be with an intention to defraud the organization. Fraudulent data also known as “Data diddling” may be introduced into the computer system or processing. It involves changing data before or during their input to the computer. Manipulation of input data may be averted by ensuring that there are effective administrative and general controls. All input data should be appropriately authorized and segregation of duties strictly followed. Manipulation of Computer time/Assess for instance by working late: Here computer time is manipulated with the intention to use the computer for personal advantage at the expense of the organization. Data in the system memory may be altered or certain unauthorized operations may be carried out. To check this, there should be an approved plan for computer operation and nobody should work outside this plan without prior approval. 3. Alteration of Master File Standing Data: Here data in master file is altered to help the unauthorized person to achieve his purpose. This is mainly done on the standing data (i.e. data that is not in constant use). To curb this type of fraud, there should be an effective back-up routine which ensures that a copy of master file is kept in “off computer locations”. 4. Program Patching: Here an attachment is made to the computer program so that it can jump function or perform unauthorized functions which the unauthorized person wants it to perform to his own advantage. To check this, program should be logged and the use of pass-word is restricted to the authorized operators only. 5. Interception of Transaction: This is normally seen where on-line system is in operation and can be intercepted between the terminal and the central processing unit. In one of the noticed computer fraud, a person intercepted computer operation in a bank to transfer millions of pounds to his account by connecting his computer line to that of the bank and operate on the CPU of the bank’s computer from his house. To curb this type of fraud, there should be a well monitored and dedicated line to and from the CPU especially where on-line system is in operation. Okezie (1995, 2004: 397). 2.7 IMPACT OF COMPUTER IN NIGERIAN BANKING OPERATIONS Operation is the first point of contact after customer or his transaction has arrived the bank. It can be seen that before the introduction of computer in the banking industry, a lot of problems were faced in processing transaction in various sections of the banks, but with computerization, all these problems have been reduced or eased off. The system has been embraced worldwide because it is easier and convenient for both the sender and the receiver. Introduction of computer networks similarly created new banking culture that granted customer flexibility in services delivery through wider choice of transaction outlet given bank network of branches. Therefore some of the impacts can be discussed below; Management Planning: Computer has for more than years now been used for financial planning in the commercial banks. Steps involved in planning are objective definition, target decision, forecasting, calculation, defining constraints and means. In general, it can be said that computer usage impulse planning by proving effective information for efficient management which leads to problem awareness, support problem analysis, select alternatives, influence the choice of the most appropriate option and permits feedbacks on the implementation. Introduction of computer has increased competition among banks and this has made the existing banks to engage on research to find out ways or strategies in marketing their products as to conform to the world of competitive environment. Computerization or electronic banking has helped in introducing electronic cards known as Pay Cards (Credit and Debit Cards). This was introduced to avoid the risk in carrying cash around. This electronic card is loaded with any amount in alternative to physical cash and any transaction can be made through this plastic card with ease. On-Line Real Time: This is a new technology which Zenith International Bank and First Bank Nigeria Plc have made available to all customers. This enable them access the balance of their account in various branches of the banks to effect deposits and withdrawal irrespective of where the account is domiciled in the bank. On-line Real Time have relief bank on delay in banking industry from the first commercial application of computer, which was batch-processing systems. Tradition batch system gathered all data of the day’s activities from later processing but on-line real time have made such transactions of the bank easy because of the use of computer. Internet Banking: Internet is a networking computer connected by a communication protocol that spreads across most countries of the world. Many banks use the internet to showcase their products and services etc. Computerization has also geared- up the responsibilities of the CBN in ensuring that processing of documents and other banking activities are being geared up for control purpose, for instance, this has led to the introduction by CBN on Electronic Clearing System, which when fully or finally implemented in the clearing house would help the banking industry in various activities like clearing inter-bank settlement, accuracy of transaction and less documentation and reduction of incidence of fraud etc. Akintada (1988). Computerization has also introduced the use of Automated Teller Machine (ATM). This is a cash dispenser, which is designed to enable customers enjoy banking services without coming in contact with bank tellers. It is an electronic device employed to withdraw cash automatically without the need to complete withdrawal documents. Access to Automated Teller Machine (ATM) is through the use of Personal Identification Number (PIN) and a plastic card that contains magnetic strips with which the customer is identified. Banks usually handover the Personal Identification Number and is usually instructed not to disclose the number to any third party. (Kanu: 2005, 119). Telephone-Banking: the introduction of computer has led to the need for phone banking which offers customers safe and easy access to their accounts 24 hours a day, seven days a week. This is method by which a customer can access his account or get information on his account through his phone. The customer will also receive confirmation messages when transactions have been executed. Also when customers access their accounts from the ATM’s or internet banking deliver channels, they will receive alert through their phones. 2.8 SUMMARY OF THE CHAPTER In this chapter, the researcher made effort to review previous literature, which is the background of the study, the evolution of computer system, classification and components of a computer system. The chapter went further to discuss about the traditional banking, future of computer in Nigerian banking system, the problem associated with the use of computer which is inefficient planning, errors among other. The chapter also discussed about the computer related frauds in the banking industry, the various forms of fraud and their control. Finally, the impact of computer in Nigerian banking operations. REFERENCES Ohimia E. “Computer Application Hand Book Series”, Volume 2, Number 3, 1995 pg 5. Okezie B.N (2004), Auditing and Investigation with Emphasis on Special Classes of Audit. Bon Publication Owerri, Imo State. Opara C.C (2003), Genesis of Computer Science. Print Master Uyo, Akwa Ibom State. Kanu N.O.N (2005), Money and Banking Concept, Principles and Practices. Bone Associate HRDC Owerri, Imo State. Hornby (1974), Oxford Advanced Learners Dictionary of Current English. Oxford University Press, New York. Longman (2000), Longman Dictionary of Contemporary English. Pearson Education Limited Edinburgh Gate, England. Zenith Int’l Bank Website (www.zenithbank.com) First Bank of Nigeria Plc (www.firstbanknig.com) Komolade B. “Anxiety Grips Banks over Proposed Niche Banking, Begin sale of Subsidiary” Vanguard Newspapers, March 2009, pg 16. CHAPTER THREE 3.0 RESEARCH METHODOLOGY 3.1 RESEARCH DESIGN According to Ezirim et al (2004: 302), Research design does not mean the specified method of collecting data e.g. direct questionnaire and personal interviews, but the more fundamental questions of how the study subjects will be brought into the scope of the research. Anyanwu (2000; 39) said that research design has to do with the development of strategies for finding out some thing, which is a missing link which when discovered will help in the solution of identified problems. There are three types of research design namely, Survey, Experimental and Ex-post facto. The survey research is the most appropriate because the researcher will investigate the behavior, opinion or rather manifestation of a group of staff, shareholders of the banks by questioning them individually. The choice of this type of research method is therefore justifiable due to the fact that it allows wider coverage of accessible population. 3.2 SOURCES OF DATA The two major sources used for the collection of data of this research work are primary and secondary sources. Primary Sources: this is the type originated by the researcher for the purpose of her project, which include direct observation, interview and questionnaires administration. The observation method was used to discover the reaction of customers to the services rendered to them as compared to where computerized system of banking is not readily in use. While the personal interview method was used to collect certain information from knowledgeable individuals and their reactions to innovation which could not be achieved using questionnaires. The questionnaires were also used to know how best this computerized banking system has been welcomes and embraced by the staff of Zenith and First Banks Plc. The rational for the choice of this type of variable is that it helps in gathering the view of the required cased in concise terms. Secondary Sources: Apart from the primary source, the researcher also got her data from already written materials on the topic related to the research work. This includes both published and unpublished works of some authors e.g. newspapers, journals, libraries, financial reports, internet etc. 3.3 METHOD OF DATA COLLECTION This aspect of the study present the method used in carrying out the research study and also the different ways, designs and system the researcher used in administering and collecting data for the research work. The data used for this research work was obtained from primary and secondary sources. The method used to obtain the primary data includes personal interview, questionnaires and observation. While the secondary data were obtained from textbooks, journals, newspapers, financial reports, internets etc. 3.4 POPULATION SIZE The population size of this study is obtained from the Owerri branch of Zenith Bank and First bank respectively, staff especially their key staff were the Accountants, Internal Auditors, Managers, Cashiers and Marketers. 3.6 SAMPLE SIZE This is a fairly true representation of the population, in the sampling of Owerri branch of Zenith Bank and First Bank Plc, decision was based on the principle of basic statistical law, staffs from the banks were selected to generalize the opinion of the general staff of Zenith and First Bank Plc who are in one way or the other connected with the use of computer. 3.7 TECHNIQUES FOR DATA ANALYSIS The statistical methods and tools such as tables and percentages are extensively used for analyzing and presenting of data generated from this study. Since this research work will be comparing observed and expected frequencies, the Chi-square techniques will be used in testing the hypotheses formulated in this study. The Chi-square is a simple statistic and is computed using the formula; X2 = E (Q- E) 2 ∑ Where X2 = Chi-square Q = Observed Frequency E = Expected Frequency ∑ = Summation sign The computed X2 will then be compared with the critical value. (Critical X2) at 95% confidence, which is (R-1) (C-1). Where R = Number of Rows C = Number of Columns DECISION RULE Accept the null hypothesis if the value of the Chi-square calculated is less than the null hypothesis and otherwise accept the alternative hypothesis if the value of the Chi-Square calculated is greater that the Chi-square table value. Accept Ho if X2 (cal) < X2 (Tab) Accept Hi if X2 (cal) > X2 (Tab) CHAPTER FOUR 4.0 DATA PRESENTATION AND ANALYSIS 4.1 DATA PRESENTATION This chapter is aimed at analyzing the date generated from the questionnaire and comparing the results obtained with the set of objectives and hypothesis formulated. The tabular method of data presentation will be used with a view of presenting the result obtained in the simplest form. The hypotheses formulated during the course of this research work will also be tested, a view of obtaining a factual result in the subject under the study. The presentation of data was done in a way that the responses were tabulated and converted into percentages. No of Filled Unfilled Total Zenith Bank 18 2 20 First Bank 12 8 20 Total 30 10 40 Out of the 40 questionnaires administered to both banks in Owerri, 30 were returned and were used while the balance of 10 was either returned unfilled or not returned at all. 4.2 DATA ANALYSIS In the introductory chapter of this work, some hypotheses were formulated to determined the acceptability or otherwise. If any hypothesis is found to valid, it will be accepted, but where the reverse is the case, that particular hypothesis will be rejected. The data collected from the questionnaires will be evaluated based on the statistical tools. The accepted or rejected will help in drawing up findings as well as making recommendation where necessary QUESTION 1 To what extent is our society aware of electronic banking? Options No of Respondents Percentages To a large extent 25 85 To a little extent 5 15 Total 30 100 From the above table, it can be seen that 25 (85%) of the respondents agreed that to a large extent our society is aware of electronic banking, while 5 (15%) think otherwise. QUESTION 2 Has electronic banking improve the quality of banking operation in our society? Options No of Respondents Percentages Yes 30 100 No - - Total 30 100 The above table shows that 100% of respondents agreed that electronic bank has improved the quality of banking operation in society. QUESTION 3 Has computerization helped to reduce the cost of running bank services in Nigeria? Options No of Respondents Percentages Yes 24 80 No 6 20 Total 30 100 The above table reflected that 24 (80%) agreed that computerization has helped to reduce the cost of running bank services while 6(20%) disagreed. QUESTION 4 Do you think the benefits of computer justify the cost? Options No of Respondents Percentages Greatly 24 80 Partially 3 10 Not at all 3 10 Total 30 100 The above table shows that 24(80%) of the respondents agreed that the benefits of computer justifies the cost, 3 (10%) of the respondents said that it has partially justifies the cost while the remaining 3(10%) said that the benefits have not justified the cost at all. QUESTION 5 Do you have difficulty in maintaining your computer and powering spare parts locally? Options No of Respondents Percentages Yes 4 13.3 No 26 86.7 Total 30 100 The table disclosed that 4(13.3) agreed that they have difficulty in maintaining their computer system while 26(86.7) disagreed. QUESTION 6 Has computerization made work at your banks less burdensome? Options No of Respondents Percentages Yes 30 100 No - - Total 30 100 The above table shows that the entire respondents agreed that computer has made work at their banks less burdensome. QUESTION 7 If yes, in what ways? Options No of Respondents Percentages Payment system - - Fund Transfer Locally - - And Internationally - - Record enquiry - - All of the above 30 100 Non of the above - - Total 30 100 The above table revealed that computer has made work less burdensome in both payment system, fund transfer locally and internationally and finally record enquiry of the customer. QUESTION 8 Do you think that the introduction of computer/electronic banking has rendered some people jobless? Options No of Respondents Percentages Yes 3 10 No 27 90 Total 30 100 The answers above show that 10% of the respondents agreed that the introduction of computer/electronic banking has rendered some people jobless while the remaining 90% disagreed. Has computerization of banking industry led to time saving on bank services in all areas of banking transactions? Options No of Respondents Percentages Yes 27 90 No 3 10 Total 30 100 The above table revealed that 27(90%) agreed that computerization of banking industry has led to time saving on bank services in all area of banking transactions while 3(10%) disagreed to that. QUESTION 10 Does the problem of electricity leads to increase in cost of bank services? Options No of Respondents Percentages Yes 30 100 No - - Total 30 100 The above answer on the table revealed that the problem of electricity has led to increase in cost of bank services. QUESTION 11 Has globalization any impact on the economy and future problem? Options No of Respondents Percentages Yes 25 85 No 5 15 Total 30 100 The above table revealed that 25(85%) of the respondents agreed that globalization has impact on the economy and future problem, while 5 (15%) disagreed. QUESTION 12 Has computerization of banking industry contributed to the increase in banking performances and efficiency in terms of profit? Options No of Respondents Percentages Yes 21 70 No 6 20 No idea 3 10 Total 30 100 The answers in the table above reveals that 21(70%) of the respondents agreed that computerization of the banking industry has contributed to the increase in bank efficiency and performances in terms of profit, while 6 (20%) disagreed to that and 3(10%) had no idea. 4.3 ANALYSIS The first hypothesis stated that computerization of the banking industry has contributed to the increase in banks’ efficiency and performances in terms of profit. While the second hypothesis states that computerization of the banking industry has led to time saving on the bank services in all area of banking transactions. By Chi-square formula; X2 = (Oi - Ei)2 Where X2 = Chi-square Oi = Observed frequency Ei = Expected frequency ∑ = Summation Also the following notation shall be used in computation X2 = Table value X21 = Calculated value Df = Degree of freedom (df – (r-1)(c-1) DECSION RULE The table X2 shall be compared with the calculated value X21 if the calculated Chi-square is greater than or equal the table Chi-square, the actual null hypothesis will be rejected at, between 5% or 0.05 level of significance. If X21 > X21, reject null hypothesis Accept alternative hypothesis If X2t null hypothesis Reject alternative hypothesis HYPOTHESIS I The first hypothesis stated that computerization of banking industry has contributed to the increase in banking performances and efficiency in terms of profit. To test the hypothesis, it is important to find out whether the defense opinion is significant enough to draw a conclusion. Ho is the null hypothesis Hi is the alternative hypothesis Ho: Computerization of banking industry has not contributed to the increase in bank performances and efficiency in terms of profit. Hi: Computerization of banking industry has contributed to the increase in bank performance and efficiency in terms of profit. Options No of Respondents Percentages Yes 21 70 No 6 20 No idea 3 10 Total 30 100 Responses Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei Yes 21 10 11 121 12.1 No 6 10 -4 16 1.6 No idea 3 10 -7 49 4.9 Total 30 30 18.6 Expected Frequency = 30/3 = 10 X2 = 18.6 X2 = (r-1) (c-1) Where r = row Level of significance 0.05 X2 = 5.99 DECISION RULE Since Chi-square is 18.6 and critical value is 5.99, therefore we reject the null hypothesis (Ho) and accept the alternative hypothesis (Hi) because Chi-square is greater that the critical value. HYPOTHESIS II Ho: Computerization of banking has not led to time savings on bank services in all area of banking transactions. Hi: Computerization of banking has led to time saving on bank services in all area of transactions. Options No of Respondents Percentages Yes 27 90 No 3 10 Total 30 100 Responses Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei Yes 27 15 12 114 7.6 No 3 15 -12 114 7.6 Total 30 15.2 Expected frequency = 30/2 = 15 X2 = 15.2 Level of significance = 0.05 X2t = 5.99 DECISION RULE Since Chi-square is 15.2 and critical value is 5.99, therefore we reject the null hypothesis (Ho) and accept the alternative hypothesis (Hi) because Chi-square is greater than the critical value. FINDINGS At the end of this hypothesis, the researcher observed that computerization of banking industry has contributed to increase in bank efficiency and performance in terms of profit and also has led to time saving and cost of running bank services which also led to increase in profitability. CHAPTER FIVE 5.0 SUMMARY, CONCLUSION AND RECOMMENDATION 5.1 SUMMARY OF FINDINGS This study was able to examine how the volume of banking transaction increases with growing need for more management decisions and that the manual system method of data processing is too slow and expensive, thereby demanding for a more refined method and then the advent of the computer. This study has tries to focus on the influence of computerization on banking industry in Nigeria because banks and other organizations throughout the world are growing increasingly dependent on computer and communication technologies in order to improve efficiency, productivity and competitiveness. The banks are paying careful attention towards the implementation of terminal systems. They are determining to arrive at an agreement on EFT (Electronic Fund Transfer) system that will be acceptable entirely by themselves and the public in general. Chapter one of this study tries to feature the introduction of the subject matter, with reference on the major roles of Nigeria financial services as it talked about the reasons and the implementation of computer in banking Industry. In chapter two, the researcher made effort to view previous literature, which is the background of the study, the evolution of computer system, classification and components of a computer system. The chapter also discussed about the traditional banking, the need and uses of computer in the Nigerian banking industry, future of computer in Nigeria banking system, problems associated with the use of computer, computer fraud and finally the impact of computer in the banking industry. Chapter three discussed the various methods through which data was sourced and also analyzed. From the survey, it was observed that a proportion of the respondent banks are partially computerized in this operation in order to meet customers’ demands. From the analysis of findings, the researcher discovered that few have gone full or completely computerized, while most are in the making. Although these computerized banks still need information security so as to continue being in the system. It is clear that the uses of computer for baking operations have revolutionalized and improved profitability, efficiency and effectiveness in bank services. The findings vindicate the followings; Computerization has led to effective bank performances in Nigeria; also have reduces the cost of running bank services. It has helped to speed up services to customers thereby saving time. It has made work less burdensome And finally, the benefits of computer has justifies the cost. 5.2 CONCLUSION The aim of this research work is to find out whether those banks using computer offer better services to their customers that those that are not using computers. And the responses gathered proved that those that are computerized offer better services to their customers than non-computerized banks. From the study, it was observed that the introduction of data processing system in financial institutions especially banks, has resulted to increase in efficiency, effectiveness and productivity. However, the advent of computer in banking industry had its problems. Fraud and forgery that had been linked only to manual system have become widespread in the automated process. It may be advisable to begin to plan now, in order to adequately anticipate its impact and implication for policy formation. With the discovered finding, the researcher has concluded that computerization has brought about new innovations and greater efficiency in banking profession. 5.3 RECOMMENDATIONS With regards to the result of the study, the following recommendations are suggested. Proper awareness and orientation should be made with regards to illiterate bank customers who are still novice to computer innovations. There should be arrangement of workshop and seminars for bank staff that are using computers to upgrade their systems and acquire the most recent discoveries in computer technologies. There should be adequate power supply to fasten and improve operation and also reduce cost of running bank services. The computer department should be manned by people of good integrity, with sound knowledge of computer to reduce fraud in the banks. Banks’ management should encourage the use of on-the- job training to stimulate and educate their staff on the application of computer device as this will not only lead to efficiency and profitability but also specialization. The supervisory authority CBN should provide statutory framework for banks with external auditors to report, especially any inspection of banks. BIBLIOGRAPHY Aduba N.C.O “Technology Driven Banking Services Hand Book Technology Driven Banking Services Hand Book Series” Volume 10, Number 2, 1997, Pg 4. Anderson R.G. (1979), Data Processing and Management Information System. The Publication Lagos State. Anyanwu A. (2000), Research Methodology in Business and Social Sciences. Forum Publication Owerri Imo State. Ezirim et al (2006), Research Methodology for Management and Social Sciences. M.C Computer Press Nnewi, Anambra State. First Bank of Nigeria Plc (www.firstbanknig.com) Hornby (1974), Oxford Advanced Learners Dictionary of Current English. Oxford University Press, New York. Kanu N.O.N (2005), Money and Banking Concept, Principles and Practices. Bone Associate HRDC Owerri, Imo State. Komolade B. “Anxiety Grips Banks over Proposed Niche Banking, Begin sale of Subsidiary” Vanguard Newspapers, March 2009, pg 16. Longman (2000), Longman Dictionary of Contemporary English. Pearson Education Limited Edinburgh Gate, England. Ohimia E. “Computer Application Hand Book Series”, Volume 2, Number 3, 1995 pg 5. Okezie B.N (2004), Auditing and Investigation with Emphasis on Special Classes of Audit. Bon Publication Owerri, Imo State. Opara C.C (2003), Genesis of Computer Science. Print Master Uyo, Akwa Ibom State. Opara et al (2006), Management Information Systems, Shack Publishers Owerri, Imo State. Zenith Int’l Bank Website (www.zenithbank.com) Department of Accountancy School of Bus. & Mgt. Tech., Federal Polytechnic, Nekede P.M.B. 1036 Owerri, Imo State. Dear Sir/Madam A REQUEST FOR ASSISTANCE I am a final year student of the above named institution currently carrying a research on the topic “The Impact of Computer to Modern Banking in Nigeria. A case study of Zenith Bank Int’l Plc and First Bank Nigeria Plc”. This is in compliance with the prerequisite for the award of Higher National Diploma (HND) in the department of Accountancy. In this regard, I wish to request that you assist me with information to help me carry out this research work successfully, and I will also assure you that any information or answer discussed here will be helped with every authenticity and treated in strict confidence without any embarrassment to your private and official affairs. Thanks for your co-operation Yours Faithfully, Ihejirika Ijeoma .C. QUESTIONNAIRE INTERVIEW SCHEDULE FOR COMPUTERIZATION OF BANKS Introduction: Please fill in the gap and tick ([) in the box where appropriate. Name of Respondent…………………………………………………………. Sex: a. Male b. Female Position…………………………………………………………………………. Age: a. 25-35 b. 35 and above Working Experience: a. 5-10 yrs b. 11 and above Qualification…………………………………………………………………… 1. To what extent is our Society aware of electronic banking? A. To a large extent B. to a little extent 2. Has electronic banking improved the quality of banking operation in our society? A. Yes B. No 3. Has computerization of banking helped to reduce the cost of running bank services in Nigeria? A. Yes B. No 4. Do you think the benefits of computerization justify the cost? A. Greatly B. Partially C. Not at all 5. Is there any difficulty in maintaining and powering your computer spare parts locally? A. Yes B. No 6. Has computerization made work at your banks less burdensome? A. Yes B. No 7. If yes, in what ways? A. Payment system B. Fund Transfer locally C. International customers D. Record Enquiry E. All of the above F. Non of the above 8. Do you this that the introduction of computer/electronic banking has rendered some people jobless? A. Yes B. No 9. Has computerization of banking industry led to time saving on bank services in all area of banking transactions? A. Yes B. No 10. Does the problem of electricity led to increase in cost of bank services? A. Yes B. No 11. Has globalization any impact on the economy and future problem? A. Yes B. No 12. Has computerization of banking industry contributed to the increase in banking performances and efficiency in terms of profit? A. Yes B. No

Latency period of post-ovulation of Clarias gariepinus

Abstract The Latency period of post-ovulation of Clarias gariepinus have been demonstrated to affect the viability of its eggs and embryos. This study has examined the effects of various latency periods on the viability of eggs, fertilization, hatchability and survival of the African catfish Clarias gariepinus. Progenies were produced using eggs successively stapped from the African catfish at 10, 12, 14,16,18,20,17,14,21 and 22 hours of post-ovulation. Some eggs and sperm were delayed while others were used fresh. Low survival, hatchability and fertilization rates were observed in treatments 1 and 3, while a fair percentage of fertilization hatchability and survival rates were obtained in treatments 2 and 4. High rates of fertilization and hatchability as well as a considerable rate of survival of progeny after 21 days of indoor rearing was obtained in 14-hour latency period at a temperature of 24.8C and was significantly different (P<0.05). Therefore, any attempt to improve fingerlings production in Clarias gariepinus must consider the effects of Latency period in relation to water temperature, and the best latency period achieved in this study was 14 hours. Subscribe Today Effects of Various Latency Periods on the Fertilization, Hatchability and Survival of Clarias gariepinus ABSTRACT ________________________________________ The latency period of post-ovulation of Clarias gariepinus has been demonstrated to affect the viability of its eggs and embryos. This study has examined the effects of various latency periods on the viability of eggs, fertilization, hatchability and survival of the African catfish Clarias gariepinus. Progenies were produced using eggs successively stripped from the African catfish at 10, 12, 14, 16, 18, 20, 17, 14, 21 and 22 h of post-ovulation. Some eggs and sperm were delayed while others were used fresh. Low survival, hatchability and fertilization rates were observed in treatments 1 and 3 while an average percentage of fertilization, hatchability and survival rates were obtained in treatments 2 and 4. High rates of fertilization and hatchability as well as a considerable rate of survival of progeny after 21 days of indoor rearing was obtained in 14 h latency period at a temperature of 29.5°C and was significantly different (p<0.05). Therefore, any attempt to improve fingerlings production in Clarias gariepinus must consider the effects of latency period in relation to water temperature and the best latency period achieved in this study was 14 h. INTRODUCTION Fisheries have been recognized as one of the fastest growing sectors in the world. Fish is the most heavily traded food commodity in the market; with the continuous declining of natural fish production, it is crucial to improve fish production from aquaculture as it is one sector that can significantly contribute to World Fish Production (Gupta and Acosta, 2001). The production of marketable fish begins with the stocking of fry or juvenile into a rearing environment. These fish can come from wild capture, however the fish cannot be guaranteed that adequate numbers can be captured and stocked in the time corresponding to optimum production conditions; the fish farmer then naturally turns to other means of obtaining his stock which is invariably an artificial method (Oyelese, 2006). African catfish was one of the most suitable species in aquaculture it has been considered to hold a great promise for fish farming; the African catfish having a high growth rate, resistant to handling and stress, being very well appreciated and having a high market value. One key constraint to its culture is the limited availability of quality fingerlings as seed material (Sahoo et al., 2007). Induced breeding may be a dependable alternative for obtaining high quality seed material. The species of induced breeding of Clarias gariepinus depends largely on the Latency period (Hogendoorn and Vismans, 1980; Zonneveld et al., 1988). Latency period is being described as the time interval between injection of the female fish and stripping of eggs. There are some other factors to be considered simultaneously with latency period, they include; the water in which the female brood-stock is kept after being injected has to be of the right temperature, as this will affect the latency period (Crandell et al., 1995). The higher the temperature, the lower the Latency period. The optimum temperature to keep the fish is 25°C and the fish will be ready in about 11-13 h (FAO, 1996). The ripening of the ovary after injection depends on the type of hormone used to introduce the female fish (Crandell et al., 1995). For example, a fish injected with HCG will be ready to be stripped after 14-17 h of injection (Sahoo et al., 2007) whereas it is not so for other types of hormone. The amount of hormone used to inject fish is also important. The higher the dosage, the faster the time of stripping. The fish breeder must properly monitor the exact latency period of this specie to avoid over-ripeness and under-ripeness of their eggs in order to achieve maximum fertilization, hatchability and survival of the hatched ones (Hogendoorn and Vismans, 1980; Zonneveld et al., 1988). The effect of latency period on the spawning performance of the females have not been carefully studied, hence the study aims at achieving the best performance (fertilization, hatchability and survival), the viability of fresh and/or delayed gonad products in relation to the latency period of the fish species. MATERIALS AND METHODS The experiment was carried out towards the end of the wet season between September to October. A flow-through water system of twelve hatching troughs was adopted for this experiment. Twelve 14-months-old brood-stocks-Four gravid females weighed 900 g each and eight matured males weighed 1 kg each of Clarias gariepinus were acclimatized for one week. Hormone injection: Each female received a single dosage of 0.45 mL per kilogram fish of ovaprim hormone to induce ovulation. The hormone was administered with a 2 mL syringe and inserted into the fish at the anterior parts of the dorsal fin. Each of the brood-stock injected were stripped according to their stipulated latency period, males were sacrificed to obtain their sperms. The gametes were mixed and fertilized accordingly and incubated in the flow through hatchery system, 20 g of eggs were stripped for each replicate according to their time frame: 1 g of eggs = 600 eggs, therefore, 20 g of eggs = 12,000 eggs For all the treatments in Table 1, wet fertilization method was used, The testes from the male fish were removed and milt pressed into a sterile dry petri dish and diluted with physiological solution prepared by diluting 9 g of common salt in 1 L of water. The milt suspension was drawn to fertilized the stripped eggs. After 2 min of gentle stirring with plastic spoon, the fertilized eggs washed several times with fresh water to remove excess milt. The fertilized eggs were spread on a nylon mesh hatching substrate called kakaban in an incubation tank with a regulated flow of water until hatching occurs. Incubation procedures: Immediately after fertilization, each of the replicates was incubated in a well aerated 7x49x49 cm troughs containing 20 L of water. Water was flowing in and out of the troughs to obtain a well oxygenated medium. Table 1: Time of stripping of eggs, sperm removal and fertilization for each treatment Ten hours, after incubation, the observed white and opaque eggs were removed from each trough. This was done by siphoning out the dead/unfertilized eggs which appeared whitish. The percentage fertilization was estimated as: Counting of hatched larvae: Several hours after the incubation processes, hatching began. The time interval for hatching of eggs varied with replicates. The hatched larvae were counted while the un-hatched eggs were discarded; the percentage hatchability was estimated thus: Physicochemical parameters: The following physicochemical parameters was monitored in the hatchery in which this study was carried out, temperature, Total Dissolved Solids (TDS), Dissolved Oxygen (DO), Electrical Conductivity (EC). The eggs and the milt that were delayed were kept secured at a temperature of 19°C. Feeding rate and method: Each of the fry hatched in all the treatments were weighted. Feeding commenced 72 h after hatching. The fry were fed with Artemia for 14 days and were later fed with 0.2 mm of commercial fish feed. Each of the replicates was feed at 10% of the body weight thrice daily. Daily survival values: The duration of this indoor experiment was 21 days. Daily survivals were obtained through the visual counting of the fry(s) on a daily basis. At the end of 21 days, the remaining fry(s) were counted and their percentages survival were estimated as: Analysis of data: Data were analyzed using one-way analysis of variance in a completely randomized design. Significant means were separated using Duncan Multiple range test. RESULTS AND DISCUSSION The results from this study revealed that eggs and milt delayed for 4 h (Table 2) yielded 50% fertilization, 46.5% hatchability and 71.97% survival. The least percentages were obtained in eggs and milt kept for 6 h at 23°C before fertilization, the result obtained here was 45% fertilization. 23% hatchability and a survival rate of 49.03% after 21 days of indoor rearing (treatment 1). This implies that both eggs and sperm deteriorates rapidly when they stripped or pulled out of their sac. Table 3 (treatment 2), involves fertilization carried out between 18 and 22 h after hormonal injection, where eggs were delayed for 2, 4 and 6 h and fertilized with fresh sperm at a temperature of 23°C recorded the lowest percentages. It gave 28% fertilization, 41.9% hatchability and 64.77% survival indoors. The highest percentages were obtained when the eggs were delayed for 2 h, 44.9% fertilization, 51.4% hatchability and 59.44% survival. This is a clear indication that viability is inversely proportional to post-ovulation time. The decrease in the viability of Eggs might be due to over ripening as obtained in high latency periods (17-23 h) which resulted in poor fertilization and hatching rates (Ohata et al., 1996; Oyelese, 2006). Table 4 shows (treatment 3) fertilization carried out between 17 h and 21 h after hormonal injection. Milt that has been delayed for 2, 4 and 6 h at 19°C, were used to fertilize freshly stripped eggs. Highest percentage were obtained when the sperm was delayed for 2 h 69.6% fertilization was achieved as well as 70% hatchability and 68.49% survival after 21 days of indoor rearing. When the sperm was delayed for 4 h, it gave 52.5% fertilization, 61.1% hatchability and 62.02% survival. The lowest percentages were obtained when the sperm was kept for 6 h before being used. Table 2: Delayed eggs and delayed sperm Table 3: Delayed eggs and fresh sperm Table 4: Fresh eggs and delayed sperm Table 5: Fresh egg and fresh sperm Table 6: Physicochemical parameters The result obtained shows that spermatozoa kept intact at 19°C can be potent for up to 4 h or even more if not exposed, because results obtained when the sperm was delayed was highest compared to treatment 2 when the eggs were delayed. Thus, it can be said that eggs deteriorates faster than sperm when gametes are outside their sac. Table 5 (treatment 4) consists of fertilization carried out between 10 h and 14 h after hormonal injection. In this category, freshly collected milt, eggs stripped at 10 h yields 45% fertilization, 76% hatchability and a survival rate of 78.05%. Fourty percent fertilization was recorded for stripped at 12 h, the percentage hatchability and survival rate were 80.8% and 87.08, respectively. At 14 h of latency, it had a percentage fertilization of 70%, hatchability of 83.9% and an indoor survival of 86.76%. The latency periods of 10 h are unarguably the best latency period for Clarias gariepinus at 29.5°C (Table 6). At period lower than that, there will be insufficient action of the hormonal treatment leading to failed ovulation (Tan-Fermin et al., 1997). The study is in agreement with Viveen et al. (1986) in the latency period of 7 h and 18 to 20 h incubation time at the water temperature of 27 to 30°C in C. gariepinus; Rao et al. (1994) also agree with this on the same species. There was no statistical difference (p<0.05) in the treatments except the treatment of 14 h latency period which was significantly different (p<0.05) in fertilization and hatchability. The values were within the required levels recommended for a successful fish reproduction and in agreement with FAO (1992) except the fall in dissolved oxygen 4.8 mg L-1 compared to 6 mg L-1 recommended by FAO but this can be attributed to the securely locked indoor hatchery used for the study. CONCLUSION The success of artificial propagation of Clarias gariepinus through induced breeding under controlled environmental conditions is mostly dependent on the latency period and humidity/temperature. This study has indicated that if eggs are stripped before the optimum time, there will be low fertilization, hatchability and survival of the hatchlings in both indoor and outdoor hatcheries. Also, if the time of stripping (i.e., latency period) is too high, there would still be loss of quality in the gonadal products. The present study has demonstrated that Clarias gariepinus could be successfully induced in captivity 10-14 h latency period. Therefore, to obtain a high percentage of fertilization, hatchability and survival of Clarias gariepinus, the study recommends a latency period of 14 h at temperature of 29.5°C using fresh eggs and fresh sperm. RECOMMENDATION We recommend further studies to be carried out in fish breeding on the various delayed techniques of fish gametes with varying temperatures of between 35-37°C temperatures which is the actual African /tropical room temperature in the dry season. REFERENCES Crandell, P.A., M.P. Matsuoka and W.W. Smoker, 1995. Effects of timing of stripping and female on the viability of gynogenetic and non-gynogenetic diploid pink salmon (Oncorhynchus gorbuscha). Aquaculture, 137: 109-119. CrossRef | FAO, 1992. Manual on Seed Production of African Catfish Clarias gariepinus. Volume 74, FAO Fish Series 43, FAO, Rome, Italy, Pages: 677. FAO, 1996. Artificial Reproduction and Pond Rearing of the African Catfish Clarias gariepinus in Sub-Saharan Africa-A Handbook. Food and Agriculture Organization of the United Nations, Rome, Italy, ISBN-13: 9789251039182, Pages: 73. Gupta, M.V. and B.O. Acosta, 2001. Fish Genetics Research in Member Countries and Institutions of the International Network in Genetics in Aquaculture. The WorldFish Center, Orissa, India, ISBN-13: 9789832346050, Pages: 179. Hogendoorn, H. and M.M. Vismans, 1980. Controlled propagation of the African catfish, Clarias lazera (C and V). II. Artificial reproduction. Aquaculture, 21: 39-53. CrossRef | Ohata, H., H. Kagawa, H. Tanaka, K. Okuzawa and K. Hirose, 1996. Change in fertilization and hatching rates with time after ovulation induced by 17, 20/β-dihydroxy-4-prenen-3-one in the Japanese eel Aguilla japonica. Aquaculture, 139: 291-301. Direct Link | Oyelese, O.A., 2006. Fry survival rate under different anoxic conditions in Clarias gariepinus. Res. Biol. Sci., 1: 88-92. Direct Link | Rao, G.R.M., S.D. Tripathi and A.K. Sahu, 1994. Breeding and seed production of the Asian catfish Clarias batrachus (Lin.). Central Institute of Freshwater Aquaculture (CIFA), Kausalyaganga, India, pp: 5. Sahoo, S.K., S.S. Giri, S. Chandra and A.K. Sahu, 2007. Spawning performance and egg quality of Asian catfish Clarias batrachus at various does of HCG injection and latency periods during spawing induction. Aquaculture, 266: 289-292. Direct Link | Tan-Fermin, J.D., R.R. Pagador and R.Z. Chavez, 1997. LHRHa and pimozide-induced spawning of Asian catfish Ciarias macrocephalus (Gunther) at different times during an annual reproductive cycle. Aquaculture, 148: 323-331. CrossRef | Direct Link | Viveen, W.J.A.R., C.J.J. Richter, P.G.W.J. Oordt, J.A.L. Janseen and E.A. Huisman, 1986. Practical Manual for the Culture of the African Catfish (Clarias gariepinus). 2nd Edn., Directorate General International Cooperation of the Ministry of Foreign Affairs, Wageningen, The Netherlands, pp: 37-39. Zonneveld, N., Rustidja, W.J.A. Viveen and W. Maduna, 1988. Induced spawning and egg incubation of the Asian Catfish, Clarias batrachus. Aquaculture, 74: 41-47. CrossRef | © 2015 Science Alert. All Rights Reserved

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). 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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.