EFFECT OF MANPOWER PLANNING ON THE SURVIVAL AND GROWTH OF FAST FOOD INDUSTRIES IN ABIA STATE (A STUDY OF CRUNCHIES FRIED LTD AND APPLES FRIED.)

ABSTRACT

The study examined the effect of manpower planning on the survival and growth of fast food industries in Abia State. The study sought to determine the impact of employee training on organizational performance in fast food industries in Abia State, ascertain the extent of skill acquisition on the survival and growth of fast food industries in Abia state, examine the extent of knowledge transfer on organizational productivity in fast food industries in Abia state and determine the relationship between manpower planning on the survival and growth of fast food industries in Abia State. The researcher adopted descriptive research for the methodology. The study used two sources which are the primary data and secondary data to gather information from the respondents. The researcher adopted probability sampling technique in sampling population of the study. The total population that was of this study was 120 respondents. Taro Yamane formula was derived to determine the sample size of 92 respondents. Therefore total numbered of 87 questionnaires were retrieved from the respondents which formed basis of the study. Simple regression analysis and SPSS chi-square test was adopted to test the hypotheses of the study. The result of chi-square test between employees training on organizational performance shows the Pearson chi-square = .000 < 0.05 significance level, which concluded that employee training has significant impact on organizational performance of fast food industries in Abia State. The chi-square table shows the relationship between manpower planning and survival and growth. The Pearson chi-square = .002 < 0.05 significance level. Which state that there is a positive relationship between manpower planning and survival and growth of fast food industries in Abia State. The study concluded that there is positive relationship between manpower planning and survival and growth of fast food industries in Abia State. Manpower planning motivates the employees to work and also retain competent personnel towards enhancing organizational productivity. Organizations should allocate substantial amount of money for skills and acquisition programs, since its effect reflects on the performance level of the organization.

Key words: Manpower, Planning, Fast Food, Training and Survival and Growth.

TABLE OF CONTENTS

Cover Page                                                                                                                 i

Title Page                                                                                                                    ii

Declaration                                                                                                                 iii

Certification                                                                                                               iv

Dedication                                                                                                                  v

Acknowledgement                                                                                                      vi

Table of Contents                                                                                                       vii

List of Tables                                                                                                              viii

Abstract                                                                                                                      ix

CHAPTER ONE

INTRODUCTION

1.1       Background of the Study                                                                                1

1.2       Statement of Problem                                                                                     3

1.3       Objectives of the study                                                                                   4

1.4       Research Questions                                                                                        4

1.5       Research Hypotheses                                                                                      4

1.6       Significance of the Study                                                                               5

1.7       Scope of the Study                                                                                          5

1.8       Limitations of the Study                                                                                 5

1.9       Brief History of the Organization Under Study                                             6

1.10    Operational Definition of Terms                                                                     7         

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1       Conceptual Framework                                                                                  8

2.2       Theoretical Framework                                                                                  19

2.3       Empirical Review                                                                                           21

2.4       Summary of Reviewed Related Literature                                                     25

2.5       Gap in Literature                                                                                            27

CHAPTER THREE

 METHODOLOGY

3.1       Research Design                                                                                             28

3.2       Source of Data                                                                                                28

3.3       Population of the Study                                                                                  28

3.4       Sample Size Determination                                                                            29

3.5       Sampling Techniques                                                                                     30

3.6       Description of the Research Instrument                                                         30

3.7       Validity of the Instrument                                                                              31

3.8       Reliability of the Instrument                                                                          31

3.9       Method of Data Analysis                                                                                31

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1.1    Return of Questionnaires                                                                                33

4.2       Testing of Hypotheses                                                                                                39

4.3       Discussion of Findings                                                                                   42

CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

5.1       Summary of Findings                                                                                     44

5.2       Conclusion                                                                                                      44

5.3       Recommendations                                                                                          45

5.4      Areas of Further Studies                                                                45

References                                                                                               

Questionnaire                                                                                                    

Appendices

LIST OF TABLES

Table 4.1:        Sex distribution of Respondent

Table 4.2:        Marital Status distribution of Respondents

Table 4.3:        Educational Qualification distribution of Respondents.

Table 4.4:        Age Bracket distribution of Respondents

Table 4.5:        Year of service distribution of Respondent

Table 4.6:        Determine the impact of employee training on organizational performance in fast food industries in Abia State.

Table 4.7:        Ascertain the extent of skill acquisition on the survival and growth of fast food industries in Abia state.

Table 4.8:        Examine the extent of knowledge transfer on organizational productivity in fast food industries in Abia state.

Table 4.9:        Determine the relationship between manpower planning on the survival and growth of fast food industries in Abia State.

Table 4.10:      Chi square test on employee training and organizational performance

Table 4.11:      Regression analysis on skill acquisition and survival and growth

Table 4.12:      Regression analysis on knowledge transfer and organizational productivity

Table 4.13:      Chi square on man planning and survival and growth

CHAPTER ONE

INTRODUCTION

1.1           Background of the Study

The place and value of manpower planning as a resource for organizational productivity and success cannot be overemphasized, our concerned business resources, the organization of physical and financial resources cannot take place  until manpower are organized, and the effectiveness of the organizational scheme depends on the manner in which manpower are utilized. Indeed individual firms or organizations cannot do without manpower, our knowledge of elementary economics inform us that labour (i.e power) is the human effort, mental or physical exerted in the production of goods and services it is one of the very important factor of production; others are land, capital and entrepreneur. Every constructive strategic action taken by an organization basically is tilted towards the realization of its primary purpose, when this happens, Organizations must set in motion appropriate line of actions; to boost its overall performance. This implies that organizational growth (OG) attempts to paint a picture in which the organization is achieving its primary purpose, Mission, and predetermined objectives optimally and maximally.Seemingly, OG entails cyclical activities that are applied to established organizational Predetermined objectives, monitoring progress towards attaining these objectives, and making adjustments to realize them more proficiently and successfully (Sajid and Hassan, 2013).

It is for this reason that OG is established upon the view that the organization constitutes an array of productive assets viz; human, financial material, and other resources for attaining its shared purpose (Afzal, 2013).There is no misgiving about this, that the core of the performance of any organization mostly depends on the proficiencies of its workforce since effective OG is largely anchored on human elements (Cao and Park, 2008); it is for this reason that “the human element is fundamental in the composition and functionality of the organization as no organization can exist without them (Barney, 1991). In this sense, if organizations must perform optimally, it must attract, hire, and retain capable manpower with requisite skills, knowledge, experience, talents, and abilities (Dessler, 2008).This requires and appropriate and broad manpower management activity which encompasses manpower planning (MP) or manpower review and planning, succession planning, recruitment, selection and placement, continuous professional training and development e.g. aiding self-development of employees at all levels, performance appraisal, wage and salary administration and/or reward and compensation, promotion, deployment (or redeployment),rightsizing, transfers, and work-sharing. Others are social security and welfare of employees, job and/or role analysis, developing and maintaining workers’motivation, setting and establishing general and specific management policy for organizational relationship, demotion, pay-reduction, termination, retirement, etc. (Armstrong, 2006).Clearly, proactive manpower planning is needed for the realization of the organizational objectives. Specifically, manpower planning entails defining the specified objectives of the organization, initiate and establish a sound strategy for realizing these objectives, and develop a comprehensive “rolling plan”to integrate its activities (Robbins and Judge, 2011).

Cole (2002) noted that the state of affairs surrounding Manpower planning is largely dominated by the percentage of the demand of the goods and/or services of the organization; the availability of competent prospective manpower competing for the job(or the firm contending for such employees); and the period within which this occurred(or is likely to occur); which affects the logical approach to recruitment, retention, and continuous professional development for manpower including when essential decisions for dismissing staff are made (Ama, 2006).In congruence with the above, so as to ensure the accessibility of suitably qualified manpower in the precise numerical strength needed by organizations, including fast food industries, organizations must proactively forecast and shop for suitably qualified and talented, device means for their retention on the job, optimal deployment and utilization, as well as disengagement; if and when required (Cole, 2014). That is; “taking into account existing manpower with respect to immediate and future manpower needs, proactively forecast for prospective manpower in line with the realities of the external environment of business, follow up trends in education, and trends in skills acquisition and application per time”. In the same vein, Lunenburg (2012) opined that forecasting the sum of manpower needs and acquiring same; attracting individuals suitable for job categories(s) in organizations is one key area that operating, line, or hiring manager needs to pay attention if they want to achieve high performance. An essential resource of every organization is having employees with the capability to achieve its intended purpose. This again is squarely hinged on the measure of output of the employees (Cole, 2002). It is for this reason that, Lunenburg (2012) submitted that organizations must be proactive in the utilization of manpower to attain huge performance standards. In this sense, Manpower planning helps to offset uncertainties and complexities and ensure accessibility of the right blend of manpower while bearing in mind the time and the right place that they are required (Cole, 2002).Truly, operating, line, or hiring managers seem to play an essential part in the performance of the organization because they anticipate future demands of the manpower requirements. This invariably helps to engender and manage the manpower needs as required in taking strategic action(s) so as to prepare for the movement of individuals into, within and outside the firm (Lunenburg, 2012). Although, several studies have been done as evident in literature on the impact of manpower planning on the growth of organizations (Bowen and Ostroff, 2004), but a gap still exists because none has been exhaustive and extensive enough to capture the effects of manpower planning on growth and survival especially in the fast food sector in Abia State, Nigeria. Based on this observation, this research work is steered towards filling this gap by ascertaining and identifying the effects of manpower planning the growth and survival of fast food industries in Aba, Abia State Nigeria.

1.2       Statement of the Problem

An increase in the performance of a firm is a competitive advantage over its rivals, and this can be realized through manpower planning. Manpower planning policies however have not been beneficially successful in attaining its predetermined objectives as organizations still experience low performance despite manpower planning practices. This is because proactive manpower planning in organizations is a challenge as operating, line, or hiring managers are mostly carried away by planning for financial, material, and other resources leaving manpower planning to chance (Armstrong, 2006). Managers sometimes gamble with it by bringing on board individuals that lack the requisite qualification(s), knowledge, talents, abilities, and skills without actually having a blueprint to develop and enhance these manpower’s for the task and duties ahead. S

In the light of these realities, to enhance optimum growth of organizations; the uncertainties associated with manpower planning such as labour turnover, absenteeism, seasonal unemployment, market instabilities, and modifications in technology have to be well thought-out in the course of putting manpower plans in motion (Huselid, 1995). These uncertainties pose a major challenge to manpower planning in general in that it limits the managers’ ability to forecast personnel needs in particular as it hinders the organization’s much needed strategic actions, with the resultant effect of ineffectiveness, unproductiveness, and unsuccessful goal attainment. This study is therefore intended to proffer viable solutions to these challenges

1.3       Objectives of the Study

The broad objective of this study is to examine the effect of manpower planning on the survival and growth of fast food industries in Abia State. Other objectives are to:

i.      determine the impact of employee training on organizational performance in fast food industries in Abia State.

ii.     ascertain the extent of skill acquisition on the survival and growth of fast food industries in Abia state.

iii.   examine the extent of knowledge transfer on organizational productivity in fast food industries in Abia state.

iv.   determine the relationship between manpower planning on the survival and growth of fast food industries in Abia State.

1.4       Research Questions

This converts the research problems into question in specific terms, thereby making them verifiable and they are as follows;

i.      How is the impact of employee training on organizational performance of fast food industries in Abia State?

ii.     To what extent is skill acquisition on the survival and growth of fast food industries in .

iii.   Does knowledge transfer improve organizational productivity in fast food industries in your outlet?

iv.   What is the relationship between manpower planning on the survival and growth of fast food industries?

1.5       Research Hypotheses

The researcher has chosen to formulate the following hypotheses base on the data collected.

Ho₁: employee training has no significant impact on organizational performance of fast food industries in Abia State.

Ho₂: skill acquisition to a low extent affects the survival and growth of fast food industries in Abia State.

Ho₃: knowledge transfer has no significant effect on organizational productivity in fast food industries in Abia state.

Ho₄: there is no positive relationship between manpower planning on the survival and growth of fast food industries in Abia State.

1.6       Significance of the Study

The main purpose of this study is to show the significant of manpower planning in an organizational set up and indicate how it helps to the growth and survival of organization. There is no gain saying the fact that manpower is a vital asset to an organization, it is an expensive asset demanding the application of policies and strategies that will lead to the recovery of amount invested and as well guarantee optimal return on investment. Therefore, this study will be of tremendous help to both fast food industry and other set up to focus on effective manpower planning to achieve their goals and objectives.

It is also important for further research by other researchers.

Some misplace theirs which the researcher had to call several times at some for the collection of the completed questionnaires.

1.7       Scope of the Study

It will not be economically wise to regard the entire fast food in Aba as the case study of the project. Consequently, this study was limited to Apples fried and Crunches fried Ltd. The information obtained was based on the answers received from questionnaires and personal interview conducted by the researchers with the staff.

1.8       Limitations of the Study

There are problems encountered by the researcher in the course of generating data for this project and they are;

Secrecy of Respondents: The high rate of secrecy manifested by respondents in releasing of information as concerns their operations of the concerned fast foods, contributed to the limitations of this study.

Ignorance: Ignorance manifested itself in this study. it was most disappointing that even graduates who occupied responsible posts were among the respondents that needed a lot of persuasion before they agree to complete their questionnaires, planning activities.

Finance: Finance constraint was another problem faced by the researcher in the course of the study. As a result of the poor state of the economy, costs of almost everything especially transport had increased drastically. This made the researcher encounter heavy financial difficulties as a result of insufficient fund to meet the high cost of stationary and printing of study involved.

Time: The time frame within which this work was allowed was quite limited for an intensive as well as extensive work to be accomplished and so forms a constraint on the work.

1.9       Brief History of Crunchies and Apples Fast Food

CRUNCHIES FRIED CHICKEN is a first grade quick service restaurant that offers the best varieties of quality fast food products and first class services. We are currently spread across the South-South and South-East Cities of Nigeria, with over thirteen years’ experience. We have carved a niche of excellence in the fast food delivery market with a service per excellence acquired from our daily interaction from our valued Customers.

We have further introduced Crunchies Plus, an extension of Crunchies Fried Chicken which is located in Asaba, Calabar, Onitsha and Uyo to cater for further varieties of mouth-watering cuisines. This vision was an insight from customers’ requests and their increased delight for our new products.

Over the coming years, CRUNCHIES has built a unique culture of delivering superior Customer service and satisfaction in an environment that’s filled with energy, opportunity and fun. We believe in our people, trust in their positive intentions, encourage ideas from everyone and have actively developed a workforce that is diverse in style and background in all our operational locations. We build a high trust relationship with the society and believe we are socially responsible in ensuring not only do our customers derive the best from us, but also the community in which we operate.

Apples Fast Food Office in Plot 54, Okigwe Road. Find Address, Phone Number, Contact Details, customer care, email office address, reviews & ratings.

1.10     Operational Definition of Terms

Manpower: is the human effort, mental or physical exerted in the production of goods and services.

Planning: Is a process concerned with defining ends, means and conduct of every level of organizational life. It is a management activity which begins by defining the aim and objectives of the organization.

Manpower planning: This is decision making processes that identify and acquired the right number of workers with the proper skills, motivate them to achieve with the proper skills, motivate them to achieve high performance and create interactive links between business objectives and workers planning activities.

Lower productivity: This refers to when produced goods and services are of low quality or does not match the demand level of the customers. In this case demand exceeds supply and the organization needs to employ more workers or buy more machines that have higher capacity.

Quality: This is the degree of excellence a product possessed with respect to design of product and conformity with certain prescribed standards and specifications so as to meet customer’s expectations most satisfactory.

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