ABSTRACT
Organisations
tends to be hierarchical with a finite number of levels (ranks). Humans are
considered as the most crucial, volatile and potentially unpredictable resource
which an organization utilizes. If an organization fails to place and direct
human resources in the right areas of the business, at the right time, and at
the right cost, serious inefficiencies are likely to occur creating
considerable operational difficulties or even business failure.
The
situation is more crucial in Nigeria,
where there is scarcity of qualified manpower to fill existing positions.
Manpower planning is very compelling to effectively and efficiently utilize
whatever personnel that is available.
In this research work, manpower is viewed as a
vehicle for organisational development. This Project work identify the impact of manpower planning on
organizational development, it identified the challenges faced by organizations
in Nigeria in deploying a proper manpower planning, and suggested solutions
would be recommended.
TABLE OF
CONTENTS
CHAPTER
ONE
INTRODUCTION
1.1
Background of the Study
1.2
Introduction
1.3
Statement of problem
1.4
Research Objectives
1.5
Research Question
1.6
Research Hypotheses
1.7
Model Specification
1.8
Significance of the Study
1.9
Scope/Limitation of Study
1.10 Methods
of Data Collection
1.11 Organization
of the Study
1.12 Contributions
to Knowledge
CHAPTER
TWO
LITERATURE
REVIEW
2.1 Introduction
2.2 Concepts of Manpower Planning
2.3 Employee Resources Strategy
2.3.1 Implementation Strategies
2.3.2 The Basis of Human resources Strategies
2.4 Demand Forecasting
2.4.1 Methods of Demand Forecasting
2.5 Forecasting the Supply of Labour
2.6 General Planning Principles
2.7 Process of Manpower Planning
2.8 Factors that lead to Successful manpower
Planning
2.9 Problems of Manpower Planning
2.10 Usefulness of Manpower Planning
2.11 Organization Development
2.12 Organization Development Intervention in Nigeria
References
CHAPTER
THREE
RESEARCH
DESIGN AND METHODOLOGY
3.1 Research Design
3.2 Research Sample
3.3 Research Instrument
3.4 Research Hypotheses
3.5 Research Techniques
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.1
Introduction
4.2
Personal Characteristics of Respondents
4.3
Response of Respondents to the Problem
Areas
4.4
Testing and Interpretation of the Hypotheses
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1
Introduction
5.2
Summary of Findings
5.3
Conclusion
5.4
Recommendations
References
Appendix
I
Appendix
II
CHAPTER ONE
INTRODUCTION
1.1 HISTORICAL BACKGROUND OF THE STUDY
In
the early 1970s many companies were planning significant expansion. During this
period such companies were quick to realise that the key to success was an
adequate supply of appropriately skilled people. This led to the emergence of
human resource planning as a personnel management tool. Manpower planning is
the process of ensuring that the correct number of human resources are
available at the right time at the right place. Companies attempt to forecast
their human resource requirements for the medium, to long term. In order to do
that they need appropriate analytical tools. Much effort was devoted to
developing tools and techniques to assist managers with their planning. Many of
these were based on the theory of stochastic processes and more specifically
the concept of Markov chains [Bowel, 1974].
In
large organisations the flow of individuals between the various ranks is a task
which requires careful and detailed monitoring. Over a number of years patterns
of behaviour may emerge and in many cases the role of manpower planning is to
build a picture of such resource flows. In a stable environment where the
features and characteristics of product and labour markets are expected to
evolve in a predictable and orderly fashion, a model of long-term patterns of
employment within the organisation would emerge. This would show the expected
number of retirements, the expected turnover of staff, within departments and
the average number of staff which leave for involuntary reasons. This can give
a broad and rather basic picture of staff turnover. Hence it can also be used
to provide valuable information on timings and rates for replenishing staff. To
sum up, to maintain stable levels of employees over time management, required
data on where, when and how many employees need to be recruited.
1.2 INTRODUCTION
One of the major
problems confronting the Nigerian nation is lack of effective management. It is
not less stating the fact, if we say we lack effective management of the
Nigerian economy because we fail to develop our management manpower. Quite a number
of people are put in responsible management positions with little or no formal
or even management education, even at the rudimentary level Umoru-Onuka (2001a)
placed emphasis on the need to give adequate management education to those who
are either put in management positions or who aspire to become managers.
Invariably, therefore, the need for well-educated management personnel, in an
era of globalisation hardly needs being emphasized, unless the economy wants to
remain perpetually underdeveloped. It is also noteworthy that management,
according to Umoru-Onuka (2001b), is largely a communicative profession and is
to very large extent information based.
Organisations tend to be hierarchical with a finite number
of levels (ranks).
Humans are considered as the most crucial, volatile and potentially
unpredictable resource which an organisation utilises. If an organisation fails
to place and direct human resources in the right areas of the business, at the
right time, and at the right cost, serious inefficiencies are likely to occur
creating considerable operational difficulties or even business failure.
The
situation is more crucial in Nigeria,
where there is scarcity of qualified manpower to fill existing positions.
Manpower planning is very compelling to effectively and efficiently utilize
whatever personnel that is available. It is mainly in this way that people in
the organization who need more training could be identified to upgrade their
skill in order to assume more responsible position. It would also aid the
organization to start very early to seek and find capable hands to replace
those about to retire to cushion the effect of their departure from the
establishment.
This
Project work intend to identify the
impact of manpower planning on organizational development, this would require
identifying the challenges faced by organizations in Nigeria in deploying a
proper manpower planning, and suggested solutions would be recommended.
1.3 STATEMENTS
OF PROBLEM
The
problems associated with this study in no doubt constitutes major hindrance
on effective manpower utilization in Nigeria. These problems includes
the followings;
·
Poor Reward System: In Nigeria, youths
are usually underpaid for their skills becausethere is excess supply of labour
in the labour market. If employees are not adequately rewarded for their jobs,
it will serve as disincentive to work and development.
·
Population Growth: The paucity and
unreliability of the demographic statistics of developing countries like Nigeria is
well-known. However, although population data has been insufficiently
accurate for planning purposes, the concept and measures
of population change used by demographers in the developing
countries are logically sound. In each case a special situation can be
created which determines the manpower structure of this country .
·
Surplus and Shortage of Manpower:It
may be mistakenly thought that Nigeria
as anover-populated country must have abundance of labour. But unfortunately Nigeria manpower
planner does not make provision for educating the active population leading to abundance
of unskilled workers which could be interpreted as shortage of semi-skilled
or skilled workers, or both.
·
Urbanization Crisis: This
is as a result of rural-urban migration and natural population increase. In Nigeria,
rural-urban immigration is high because government developmental policies
do not give room for even development across the country.
·
Corruption: High level of
corruption in the country has been a detriment to manpower development.
The younger generations are no longer interested in human
capacity building. There is “get rich quickly” syndrome among the youths
which inhibits skill development; rather, youths prefer to engage in politics
where there will be free access to public funds.
·
Colonial Experience: There
have been several arguments regarding the distortions in manpower development
of national growth in Nigeria
as a result of colonialism which was fashioned towards economic exploitation. As
a result, this problem account for a lack of adequate attention given to labour
as a critical part of the production process in Nigeria.
·
Poor
Political Leadership: Closely related to the
problem of colonial experience as a problem of colonial experience in Nigeria is a poor political leadership which is
further deepening the problem of manpower development in Nigeria. This
factor has manifested itself in poor funding of education over the years,
disparity or class in manpower development between the rich and the poor.
1.4 RESEARCH OBJECTIVES
Manpower
planning does not only analyses the current human resources but also makes
manpower forecasts and thereby draw employment programmes. The objective of
this project work is to find out if;
1.
Manpower planning has effect on growth and diversification of
businesses in organization
2.
Recruitment and
selection programmes in Dangote Sugar Refinery Plc. are truly based on manpower
planning.
3.
Manpower planning helps
to reduce the labour cost.
4.
manpower management
helps to identify shortages and surpluses
5.
Manpower Planning helps
to identify the available talents in a concern and to develop those talents.
1.5 RESEARCH QUESTIONS:
Research
questions are those interrogative statements that arise often from the course
of study or alternatively they can be defined as research objectives stated in
interrogative form. Research questions are meant to generate possible answers
to different aspects of the research problem and they should be clearly stated
such that they act as guides in identification, collection and analysis of
relevant data. In order to achieve the purpose of this research study, the
study will attempt to provide answers to the following research questions.
1.
Does manpower
management enhance the growth and development of organizations?
2.
Does manpower
management reduces labour cost of an organization?
3.
What are the strengths
and weaknesses of organizations to meeting manpower planning in Nigeria?
4.
How could overstaffing
and understaffing be mitigated.
1.6
RESEARCH HYPOTHESES
Hypothesis
is a tentative answer to a research question. It is a conjectural statement
about the relationships that exist between two or more variables which needs to
be tested empirically before they can be accepted or rejected. In a research
work, hypotheses are never proved or disproved, they are either supported (i.e.
accepted) or rejected. To provide answer to the research questions arising from
this study, the following hypotheses are postulated.
HYPOTHESIS ONE
Ho: Manpower planning has no significant effect on the growth and
development of organization
H1: Manpower planning has significant effect on the growth and
development of organization
HYPOTHESIS TWO
Ho: There is no relationship between labour cost of an organization
and Manpower planning.
H1: There is relationship between labour cost of an organization and Manpower
planning.
1.7
MODEL SPECIFICATION
Human
resource planning has generated a lot of interests among scholars and personnel
management practitioners to the extent that there are many models of manpower
planning available today. Some of these models are complex and sophisticated
while some are at the same time simple to comprehend.
Determining
manpower needs involve complete manpower inventory which will eventually show
areas of surplus or shortage within the organization. It is just a form of
stock-taking exercise by the personnel department in order to determine the
preset and future manpower requirements of the organization. A number of
methods can be adopted in an attempt to determine the current position of human
resources in an organization. This can be done by age, skill levels or group and
by managerial potential.
1.8
SIGNIFICANCE OF THE STUDY
This
research study is aimed at critically and carefully making a consideration of
the impact of manpower planning on the growth and development of organizations
such as Dangote Sugar Refinery Plc., hence
considering the extent to which its
effect and purpose, importance and functions can influence and contribute to the company. The significance
of this study includes;
1. Manpower planning is a Key to
managerial functions i.e., planning,
organizing, directing and controlling which help human resources in the
implementation of all these managerial activities.
2. Manpower planning provides Efficient management of personnels. Setting of large scale
enterprises require management of large scale manpower.
3. With proper Manpower planning the
best out of staff could be derived when motivated, and by so doing right men would be placed on right job, but it also comprises
of motivational programmes, i.e., incentive plans to be framed for further
participation and employment of employees in a concern. Therefore, all types of
incentive plans becomes an integral part of staffing function.
4. Manpower planning provides for a better
human relations- A concern can
stabilize itself if human relations develop and are strong. Human relations
become strong trough effective control, clear communication, effective
supervision and leadership in a concern. Staffing function also looks after
training and development of the work force which leads to co-operation and
better human relations.
5. Manpower planning increases productivity level of organization when resources are
utilized in best possible manner. higher productivity is a result of minimum
wastage of time, money, efforts and energies. This is possible through the
staffing and it's related activities (Performance appraisal, training and
development, remuneration)
1.9 SCOPE / LIMITATION OF STUDY
The major scope of
this study is to evaluate the impact of manpower planning on organization
development with specific reference to Dangote Sugar Refinery Plc. Effort are
made to investigate problems and factors planning. The study focus on the
appropriate method to be adopted in an attempt to determine the current
position of human resource, assess the effect of losses on good labour. The
study would be limited by the influence of environment and variables and
resistance by trade union, employers and employees on manpower planning. Both
environmental factor and resistance by trade union will constitute an important aspect for
future research.
1.10 METHODS OF DATA
COLLECTION
Research
methodology deals with the procedure used by the researcher to conduct the
study. It contains the different activities performed and methods employed by
the researcher in the study. For the purpose of collecting necessary data for
this research work, primary and secondary data collection method will be used.
The primary data collection method will be through the following:
1. Structured questionnaire
2. Personal unstructured interview
3. Observation
The
secondary data will be collected from reports and documents from the company.
Also, reports outside the company and from library and desk research
literatures will be used.
In
this study, descriptive method will be used to analyze data and also in resting
hypothesis, chi-square (X2) will be employed. Findings from this
research study will be discussed in the light of the research problem
hypothesis, purpose research questions, literatures of the research and other
relevant issues conclusions will be drawn and recommendations and suggestions
also will be made.
1.11 ORGANISATION OF THE STUDY
In this project work, manpower
planning is viewed as a vehicle for national development that enables the
Nigerian nation to meet up with the rest of the world in the context of
globalization. The project would defines planning, management and management manpower education. It therefore,
posits that the effective use of management planning cannot be downplayed. The project
will reports an assessment of human resources department of Dangote Sugar Refinery Plc through a structured
questionnaire, and interview. The data garnered will be analysed and adequate
recommendation would suggested.
1.12 CONTRIBUTIONS TO
KNOWLEDGE
The major contribution
of this research study is to assist in understanding the pivotal role of
manpower planning in organizations.
It will also contribute
by proffering some recommendations which will help organizations in
implementing effective manpower planning.
Finally, this research
work will be a vital reference material for scholars and researchers who want
to carry out research on this subject matter.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment