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THE ROLE OF REGISTRY DEPARTMENT IN A TERTIARY INSTITUTION –A CASE STUDY OF INSTITUTE OF MANAGEMENT AND TECHNOLOGY 9IMT) ENUGU
This work is form the registry department in the institute of management and technology, Enugu and overview of it roes, functions and responsibilities.
Registry department which involves personnel management, that is concerned with managing the human resources of an organization.
Wendell 9 (1974:3) observes the role of the registry as recruitment, selection, department, utilization, and accommodation of human resources in organization.
While Edwin (1976:5) defined it as the planning, organizing, directing and controlling of the procurement, development compensation, integration and maintenance of people for the purpose of contributing to organization, individual and societal goals.
In a modern organization that emphasizes division of labour, the function of manpower recruitment is delegated to the registry department. It is the function of the registry department. It is the function of the registry to interview, select, recruit, train, develop and issue resignation papers, terminate, as the case may be to affected staff and remunerate employees. The registry helps to formulate manpower policies and take a detailed study of financial incentive programmes. The registry is responsible for the co-ordination of programme appraisal administration of discipline and promotion of formal organizational communication through the use of news letters institutes notice boards and circulars.
Registry division comprises eight department registry academic affairs (DRAA) personnel main registry (General duty) students affairs, council affairs registry outputs and finally statistics unit.
Finally, personnel department is equally another department which is under registry division.
This personnel has two units under viz. junior staff establishment and senior staff establishment handles juniors staff matters like posting of junior staff into another department they also handle junior staff appraisal, leave rosters etc. they equally handle mails their come from the post office.
The senior staff establishment handles senior staff matters like appraisal posting of HODS into different departments, promotion of their staffs and also recruitment exercise.
1.1 BACKGROUND OF STUDY.
The institute of management and technology (IMT) has been chosen as a case study for this topic ( a study in the role of registry department in a tertiary institution).
The institute of management and technology (IMT) Enugu came into existence under the East central state Edict no. 10 of 1973 promulgated by the administration of East central sate, Asie, Ukpabi Asika. Prior to the establishment of the IMT, there exited up till 1967, the college of technology which offered course in Engineering and laboratory technology leading to the award of ordinary diploma level, the institute of administration which provided short in service training for civil servants of various grades the cooperative college which offered a certificate course in co-operative studies to co-operative inspectors from the ministry.
The institutions were autonomous and located differently. The college of technology which was pat of the ministry of education was directly controlled by the ministry.
The institute of administration was controlled by the ministry of establishment. While the co-operative college was directly under the ministry of rural development.
All these institutions were staffed by civil servants who were posted from the ministry and could be re-posted to other departments or ministries according to the needs of the civil service.
In 1970, there arose the need to establish a higher institution of learning by up grading the training of our men and women in technological, managerial and engineering fields.
This need was pursued vigorously and in October 1971 the Ukpabi Asika’s administration decided to manage the former college of technology with the institute of administration in give effect to this decision, both the institute and the college came under the unified control of the cabinet office on 1st April 1922.
In October of the same year, a provisional council was appointed by the administration of East central state.
This council was charge with determining and recommending to the government, appropriate structure of an autonomous institution that would produce high quality technologists and technicians as well as professional and managerial man-power, in subject area indicted by the state and national needs.
The council pursued its taste with and imagination and submitted a report early in April 1973.
Thus, on 31st May 1973, the Edict no. 10 of 1973, titled the institute of management and technology Edict 1973 was promulgated. The Edict took effect from 1st July 1973, and this gave birth what is now known as the institute of management and technology (IMT) Enugu. Dr. Ukwu I. Ukwu became the first chairman of council while professor M.O Chijioke became the first rector.
THE ADMINISTRATION DIVISIONS.
The administration divisions of the institute are as follows: Registry, rectory, Bursary, Library estate and works and the medical center.
1.2 PROBLEM ASSOCIATED WITH THE SUBJECT MATTER
The study of registry department has shown its demanding effect in the present day society and beyond. However, registry as earlier noted in this project that aspect of process of management that is concerned with managing the human resources of an organization as they stand between planning and action.
Despite their vital role, the understanding of their duties still clued so many people. This work therefore plans to address as to what category of officers are actually in registry department are their positions on rank in any way mitigation their ability to execute required responsibilities. Do IMT staff receive in service training as to argument their effort and whether special incentive package would encourage them to be more efficient, considering the pivotal nature of other link they create between productivity and failure.
In order to conduct this research very well the researcher has elected to study registry department among government parastatals with special emphasis on IMT due to the level of acquaintance with this organization.
1.3 PROBLEMS THAT THE STUDY WILL BE CONCERNED WITH
The objective will be to.
1. Ascertain of find out the extent of impact of threat of retrenchment and suspension to the staff.
2. To determine how inadequate motivation breeds fraud.
3. To find out how training and development enhances productivity in registry department.
4. To find out how promotion exercise affect the staff of the institute especially registry department.
5. To ascertain the affects of industrial arising from the irregular payment of salaries and other staff incentives effects the productivity of the staff in registry department.
1.4 THE IMPORTANCE OF STUDYING THE AREA.
The need for this study includes that it will high-light the problems of registry department.
The result of the enquiry will be immensely beneficial to management and the general public as a whole.
The implementation of the recommendation will also help in solving the problems obtained in the registry department.
1.5 DEFINITION OF IMPORTANT TERMS
MANAGEMENT: The owner of the institute who has the right of making policies.
ORGANZATION: The institute itself.
PROCESS: Means by which work is being carried out in the system that is in the institute.
MANPOWER PLANNING: Is an attempt to force cast how many and what kinds of employees that are in the organization.
ORGANIZATIONAL CHART: Is a diagrammatic representation of the structure of a business.
Registry department which involved personnel management ina tertiary institution is the aspect of the process of management that is concerned with managing the human resources of an organization.
Management of people is an organization, it is a very important of overall management.
People constitute a organization if the registry of an organization feel discontented, it performance and that the organization will be adversely affected.
However, the important of the individuals in an organization has not always been take for granted.
Dempsey, P.J (1952) Psychology for all New York: American Press.
Drucker, P.E (1955) The Practice of Management London, Heinemann
Fraser, J. (1966) Employment Interviewing (4th Editional) London; MC Donald and Evans.