SHORTAGE OF HUMAN RESOURCES IN GOVERNMENT ESTABLSHMENT PROBLEMS AND SOLUTIONS (A CASE STUDY OF MINISTRY OF FINANCE AND ECONOMIC PLANNING ENUGU STATE)

CHAPTER ONE

1.1            BACKGROUND OF THE STUDY

Many people with particular reference to the elite will be wondering why there is shortage of human resources supply.  A research in the area of this shortage of human resources supply will sound like asking an obvious question.

          To give the answer to the obvious question above I will start by emphasizing on the important of human resource in every economy.  Wental  French described human resources as a combination of all individual engaged in any of the organisation activities regardless of their levels.  From the above definition of human resources means men and women working for an organisation that belong or do not belong to the human resources. For instance in ministries it ranges from commissioners to messengers.

          Ministry of finance and economic planning which started during the creation of the eastern region, has the primary function of revenue generation through the board of internal revenue, treasury keeping the releasing of funds for the running of day to day business of the government.  This ministry is experiencing shortage of human resources.  The investigation revealed that some of the cause of the shortage includes that the state government stopped employing man power since 1994, without having in mind that even those employed left the service through retirement, voluntary withdraw due to the fact that the salary is not encouraging, state creation, death etc.

          Mean while for any organisation to achieve some of it aim, must ensure not only supply of human resource but also ensuring that they are adequately motivated.  This is because any activities in the organisation from beginning to the end stage depends human resources.

          From the above we can reaches that the goal of any organisation can not be achieve only by providing or ensuring adequate supply of human resources.

          Moreover Harish C. Jain for this reason said that it assumes that people will be motivated to perform their jobs effectively to the extent of which they are satisfied with these jobs.  The more one rewards workers the harder they will work. The greater the extent to which an employee’s needs are satisfied in his job, the greater the extent to which he will respond presumable with gratitude or loyalty, by producing effectively on that job.  Another way saying that although the task of motivating workers vested on the management team as a whole but managers has more role to play.