MANPOWER PLANNING AND ORGANISATIONAL EFFECTIVENESS: A STUDY OF RIVERS STATE CIVIL SERVICE COMMISSION, NIGERIA

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ABSTRACT

This study examined manpower planning and organizational effectiveness of Rivers State Civil Service Commission, Nigeria. The specific objectives are to: evaluate the effect of manpower forecasting on government policies implementations of Rivers State Civil Service Commissionascertain the effect of recruitment and selection on monitoring policy performance of Rivers State Civil Service Commission. The study made use of survey research design, primary and secondary sources of data was used. The study target population are all the employees of Rivers State Civil Service Commission. Multiple regression analysis was used to test the study hypotheses. The study findings revealed that: At 1% level (Sig < .01) of significance, manpower forecasting had a positive and significant effects on government policies implementations of Rivers State Civil Service Commission. At 1% level (Sig < .01) of significance, recruitment and selection had a positive and significant effects on monitoring policy performance of Rivers State Civil Service Commission. The study concluded that manpower planning is positive and significantly affects organizational effectiveness of Rivers State Civil Service Commission, Nigeria. However, the study recommended that the Head of Service Rivers State Civil Service Commission need to sustain their manpower forecasting practices especially workforce baseline assessment, supply analysis, demand analysis, strategic workforce plan and approach as its significantly affect implementations of government policies in Rivers State.





TABLE OF CONTENTS

Title Page                                                                                                                    i

Declaration                                                                                                                 ii

Certification                                                                                                               iii

Dedication                                                                                                                  iv

Acknowledgement                                                                                                      v

Table of Contents                                                                                                       vi

List of Figure                                                                                                              x

List of Tables                                                                                                              x

Abstract                                                                                                                      xi

 

CHAPTER 1: INTRODUCTION

1.1           Background to the Study                                                                                1

1.2           Statement of the Problem                                                                               4

1.3           Objectives of the study                                                                                   6

1.4           Research Questions                                                                                        6

1.5           Research Hypotheses                                                                                      7

1.6           Significance of the Study                                                                               7

1.7           Scope of the Study                                                                                          8

1.8           Limitations of the Study                                                                                 11

1.9           Operational Definition of Terms                                                                    11

 

CHAPTER 2: REVIEW OF RELATED LITERATURE

2.1.0      Conceptual Review

2.1.1      Manpower/human resource planning                                                             14

2.1.2      Organisatonal effectiveness                                                                            18

2.1.3      Perspectives of organisational effectiveness                                                  22

2.1.4      Objectives of human resource planning                                                         25

2.1.5      Processes of human resource planning                                                           26

2.1.6      Civil service                                                                                                    29

2.1.7      Human resource management in the civil service                                          30

2.1.8      Human resource planning and organisational effectiveness                         32

2.1.9      Manpower forecasting                                                                                    33

2.1.10   Forecasting human resource needs and organisational effectiveness   36

2.1.11   Recruitment and selection                                                                              37

2.1.12   Recruitment and selection process                                                                 39

2.1.13   Effect of recruitment and selection on organisational effectiveness                        43

2.1.14   Employee training and development                                                              45

2.1.15   Methods of manpower training and development in organisations                        49

2.1.16   Training/development, staff mix utilisation and organisational

            effectiveness                                                                                                   53

2.1.17   Effect of employee training and development on organisational

            effectiveness                                                                                                   58

2.1.18   Employee compensation                                                                                 61

2.1.19   Components of employees’ compensation                                                     63

2.1.20   Compensation and organisational effectiveness                                             84

2.2           Theoretical Review                                                                                         85

2.2.1      Human capital theory                                                                                     85

2.2.2      Configurational theory                                                                                   87

2.2.3      General system theory                                                                                                90

2.2.4      Systematic agreement theory                                                                          91

2.2.5      The multiple stakeholder perspective                                                             95

2.2.6      Contingency theory                                                                                        96

2.2.7      Resource Based View                                                                                     99

2.2.7.1  Application of resource-based view (RBV) theory to the study                  104

2.3           Empirical Review                                                                                           105

2.4           Summary of Reviewed Literature                                                                  128

2.5           Gap in Literature Review                                                                               130  

2.6           Conceptual Framework of Manpower Planning and the Effectiveness of

Rivers State Civil Service Commission                                                         131

 

CHAPTER 3: RESEARCH METHODOLOGY  

3.1        Research Design                                                                                       132

3.2        Population of the Study                                                                            132

3.3           Sources of Data Collection                                                                             132

3.3.1      Primary Data                                                                                                   132

3.3.2      Secondary Data                                                                                               133

3.4        Sample and Sampling Procedure                                                              133

3.4.1      Sample size determination                                                                             133

3.5           Validity of the Instruments                                                                             134

3.6           Reliability of the Instruments                                                                                     134

3.7           Methods of Data Analysis                                                                              135

3.8           Model Specification                                                                                       135

CHAPTER 4: DATA PRESENTATION AND ANALYSIS

4.1           Data Presentation                                                                                            138

4.2           Effects of Manpower Forecasting on Government Policies

            Implementations of Rivers State Civil Service Commission                                     139

4.3           Effects of Recruitment and Selection on Monitoring Policy Performance

            of Rivers State Civil Service Commission                                                     141

4.4           Effects of Employee Training and Development on the Development of

Public Policies in Rivers State Civil Service Commission                            143

4.5           Effects of Employee Compensation on Public and Private Sectors

            Economy Stimulation of Rivers State Civil Service Commission                          145

4.6           Discussion of Findings                                                                                   147

 

CHAPTER 5: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1           Summary of Findings                                                                                     151

5.2           Conclusion                                                                                                      151

5.3           Recommendations                                                                                          152

5.4           Suggested Areas for Further Research                                                           153

 

REFERENCES

APPENDICE

 

 

 

 

 

 

 


 

LIST OF TABLES

3.1:      Coefficient of Correlation of the Reliability of the Research Instrument       135

4.1:      The Number of Questionnaire sampled in Rivers State Civil Service

            Commission and the Number of Questionnaire that was returned                         138

4.2:      Multiple Regression Analysis Result on the Effect of Manpower Forecasting

            on Government Policies Implementations of Rivers State Civil Service

            Commission                                                                                                    139

4.3:      Multiple Regression Analysis Result on the Effect of Recruitment and

            Selection on Monitoring Policy Performance of Rivers State Civil

            Service Commission                                                                                       141

4.4:      Multiple Regression Analysis Result on the Effect of Employee Training

            and Development on the Development of Public Policies in Rivers State

            Civil Service Commission                                                                              143

4.5:      Multiple Regression Analysis Result on the Effect of Employee

            Compensation on Public and Private Sectors Economy Stimulation of

            Rivers State Civil Service Commission                                                         145

 

 

 

 

 

 

 

 

 

 

LIST OF FIGURE

2.1:      Diagrammatic Representation of Human Resource Planning Process            28

 

 

 

 

 

 

 


 

CHAPTER 1

INTRODUCTION


1.1           BACKGROUND TO THE STUDY

Manpower planning and human resource planning are synonymous. Manpower constitutes the set of employees in an organization, their numbers and skill levels have direct relationship with the degree of how well an organization achieves effectiveness and attains its mission and vision. The word “planning” is very central in management functions because it provides the framework for the implementation of other crucial managerial functions such as organizing, directing, coordinating, controlling, budgeting and staffing. It is by its nature purposeful and futurist because it involves the determination of specific objectives as well as course of actions, strategies, policies, programmes and procedures for achieving them (Okeke and Egboh, cited in Okafor, Okonkwo & Blessing, 2022).  Manpower planning ensure that organization obtains and retains the right quantity and quality of staff needed, capable of effectively and efficiently completing tasks that will help the organisation achieve its overall objectives. It translates the organization’s objectives and plans into the number of workers needed to meet those objectives. It is a process that allows for rapid skills update for the necessary innovation and creativity that the organization requires (Okon, Akpanim, & Malachy, 2022). Manpower or human resource planning is at the heart of personnel management. This underscores the need to plan, recruit, train and place employees whether new or old in order to ensure effective and efficient functioning of the organization (Ezeani, cited in Okafor, et al., 2022). In the opinion of Amin and Islam (2013), the main aim of manpower planning is to maintain the most appropriate staffing of all caliber of personnel across the organization departments and section. It is not just the number, but it includes the mix of different skills requirement in the organization. This is because, the essence of planning in this regard is to have the right people, in the right number, with the right knowledge in the right jobs, in the right places, at the right time and at appropriate cost to the organization. Thus, the process demands that the planner or planners should have good knowledge of the entire units of the organization being served.

Manpower Planning play a more strategic role in the success of an organization, it translates the objectives of the organization into a number of workers needed by determining the human resource required by the organization to achieve its strategic goals and be effective.  Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their manpower. This therefore calls for effective manpower planning in any organization (Bach, cited in Amobi 2019). Manpower planning is the design on how to acquire, retain, train and develop workforce in such a way that it will answer to the present work’s requirements, as well as guarantee adequate availability of such workforce in numbers and qualities in future. An effective human resources plan will provide various mechanisms designed to get rid of talent gaps, which may exist between the organization's supply of labour and its demand for the same. It is a highly dynamic process by nature, and it requires regular adjustments, as the conditions in the labour market keep changing. Manpower planning influences employee skills through the acquisition and development of a firm's human capital. Manpower planning that aligned with recruiting procedures that provide a large pool of qualified applicants, paired with a reliable and valid selection regiment will have a substantial influence over the quality and type of skills new employee possess. Providing formal and informal training experiences such as basic skill training, on the job experience, coaching, monitoring and management development, can further influence employees' development which will enhance organisational effectiveness (Stewart, cited in Amobi 2019). Large numbers of employees, who retire, die, leave organizations, or become incapacitated because of physical or mental ailments, need to be replaced by the new employees. Hence manpower planning ensures smooth supply of workers without interruption (Benjamin & Anthony, cited in Chioke & Mbamalu, 2020). The point remains that, organizations need wise, instructed, skillful, conferred and profoundly energetic employees to boost organizational effectiveness.

The indispensability of manpower planning and organizational effectiveness cannot be refuted in terms of its role on effective procurement and retention of human capital pool with greater potential to constitute a source of sustainable competitive advantage towards organisational effectiveness (Wright & McMahan, 2011). Organizational effectiveness is the notion of how effectual an organization is in accomplishing the results the organization aims to generate (Muhammad, cited in Okon, et al., 2022). It plays an important role in accelerating organizational development. It is the net satisfaction of all constituents in the process of gathering and transforming inputs into output in an efficient manner (Matthew cited in Okon, et al., 2022). Organisational effectiveness promote the ability of the organisation to exploit the environment in the acquisition of scarce and valued resources, including among the resources the energies of its human resource and the optimum procurement of these resources especially for the smooth functioning of the civil service.

The Rivers State Civil Service Commission is the body of professional civil servants entrusted with the responsibility of carrying out the policies of the Rivers State government in relation to infrastructural development and social service delivery. It comprises the entire ministries, departments and agencies through which government carry out its policy objectives into practical results that would benefit the citizenry and its effectiveness to a large extent depends on the pool and quality of manpower available in the civil service which is the trust of manpower planning. Therefore, the right number and quality of manpower need be in place if the civil service functions are to be effectiveness. Against this backdrop, this study examined the effect of manpower planning on organisational effectiveness: A study of Rivers State Civil Service Commission, Nigeria.


1.2           STATEMENT OF THE PROBLEM

Manpower planning in public organizations faced with numerous problems; such problems differ in magnitude and complexity from organization to organization and from institution to institution. Some of the problems identified, include a mismatch of worker with work, lack of qualified manpower in quality and quantity, lack of requisite training and development, lack of proper forecasting and projection on manpower needs of organizations and a periodic review to match with environmental realities. The reason why inefficiency has plagued the services of the civil service in Nigeria is majorly due to factors such as nepotism, corruption and bottle-neck bureaucracy (Tettey, 2010). These factors becloud the managers and policy makers of sound sense of judgments. Employment based on family and individual needs, not based on the job-specific needs, kill efficiency and productivity of an organization. Manpower planning, development practices and processes face several problems that inhibit their effectiveness for organizational development and sustainability in the civil service. Firstly, the inability of Human Resource Managers to properly identify and determine training and development needs is a serious manpower development problem as it will not only leads to under development of employees but also under-selection of employees for training. Where the manpower is not planned, organizations may be confronted with the inability to deliver quality services, inability to attract and retain the people required and difficulty in the development and training of highly talented personnel. All these might be among the problems beclouding the effectiveness of Rivers State Civil Service Commission.

Furthermore, performance and employees’ commitment to duties in the civil service has been a subject of controversy and debate by all and sundry. Inefficiency, ineffectiveness and poor service delivery are all common features of the service, of which Rivers State Civil Service Commission is not exempted. Poor manpower forecasting, recruitment and selection, inadequate staffing levels, lack of appropriate skill manpower, poor staff attitude, low morale, training and development of staff, inadequate welfare packages, poor employee compensation, lack of communication gap between the staff and management, problem of selecting right staff for the job, and weak supervision might be among the major challenges undermining the quality of services provided by the Rivers State Civil Service Commission, in terms of  implementation of government policies, monitoring policy performance, development of public policies and public and private sectors economy stimulation. Retention of skilled staff may also be another challenge in the Rivers State Civil Service Commission, which may account for the reason why employees are overworked especially in State civil service commission. These challenges might be attributed to failure of manpower planning which might have hinder the effectiveness of Rivers State Civil Service Commission. Against this backdrop, this study was initiated to examine the effect of manpower planning on the effectiveness of Rivers State Civil Service Commission, Nigeria, in the quest to right the wrong and enthroned effectiveness in Rivers State Civil Service Commission.

 

1.3           OBJECTIVES OF THE STUDY

The broad objective of this study is to examine the effect of manpower planning on organisational effectiveness: A study of Rivers State Civil Service, Nigeria. The specific objectives are to;

      i.         evaluate the effect of manpower forecasting on government policy implementation of Rivers State Civil Service Commission.

     ii.         ascertain the effect of recruitment and selection on monitoring policy performance of Rivers State Civil Service Commission.

   iii.         evaluate the effect of employee training and development on the development of public policies in Rivers State Civil Service Commission.

   iv.         examine the effect of employee compensation on public and private sectors economy stimulation of Rivers State Civil Service Commission.


1.4           RESEARCH QUESTIONS  

The following research questions stated were answered by the study:

      i.         How does manpower forecasting affect government policy implementation of Rivers State Civil Service Commission?

     ii.         What are the effect of recruitment and selection on monitoring policy performance of Rivers State Civil Service Commission?

   iii.         How does employee training and development affect the development of public policies in Rivers State Civil Service Commission?

   iv.         What are the effect of employee compensation on public and private sectors economy stimulation of Rivers State Civil Service Commission?


1.5           RESEARCH HYPOTHESES

The following hypotheses posited to guide the study were tested in null form:

HO1:   Manpower forecasting does not have any significant effect on government policy      implementation of Rivers State Civil Service Commission.

HO2:   Recruitment and selection have no significant effect on monitoring policy performance of Rivers State Civil Service Commission.

HO3:   Employee training and development does not have any significant effect on the    development of public policies in Rivers State Civil Service Commission.

HO4:   Employee compensation have no significant effect on public and private sectors             economic stimulation of Rivers State Civil Service Commission.


1.6           SIGNIFICANCE OF THE STUDY

Empirically, this study findings will be very useful to Rivers State Civil Service Commission as they are responsible for manpower forecasting, recruitment and selection, appointment, promotion discipline, staff welfare and compensation, training and development and other issues related to Civil Service goals like; of implementation of government policies, monitoring policy performance, development of public policies and public and private sectors economy stimulation in Rivers State. The study findings will help the head of Civil Service Commission to be abreast with manpower planning to ensure the effectives of the civil service. The research findings and recommendations will also be useful to other Ranking Officers in Civil Service Commission including Permanent Sectaries in different ministries as they study will acquaint them on the rudimentary of manpower planning which will help them to apprise the human resource functioning of their miniseries.

The study findings will help the Civil Service Commission to formulate the human resource plans and policy that will redeem and reshape civil service in Rivers State. The study findings will acquaint employees in Civil Service Commission with the strategic goals and objectives of the of manpower planning align it with the goal of the Civil Service Commission to ensure effectiveness. The study findings will also be usefully to other government agencies and parastatals, it will acquaint their directors and policy makers with the tenets of manpower planning and its operationalisation in order resuscitate the dwindling performance of various government agencies and parastatals. The study will also be useful to other private organisations in the manufacturing and service industry, it will help them to envisage the operationalisation and the import of manpower planning in facilitating their organistion’s effectiveness.

Theoretically, the study will contribute to the scholarly materials available on manpower planning and organisational effectiveness by bridging the gap in existing literature. The study will be very useful and helpful to academics, students and potential researchers embarking on a study in similar research topics as it will serve as a template and useful guide to them in achieving their work.


1.7           SCOPE OF THE STUDY

The study focused on the effect of manpower planning on orgnisational effectiveness of Rivers State Civil Service Commission.

 

1.7.1      Unit scope

The study is conducted in Rivers State Civil Service Commission. The study involved all the staff of the Rivers State Civil Service Commission with particular interest on manpower planning and its effect on the effectiveness of the Civil Service Commission.

1.7.2      Content scope

The study focused its main interest on manpower planning (manpower forecasting, recruitment and selection, employee compensation, employee training and development) of Rivers State Civil Service Commission and its effects on the effectiveness (implementation of government policies, monitoring policy performance, development of public policies and public and private sectors economy stimulation) of the commission.

1.7.3      Geographical scope

Geographically, the study were conducted in Rivers State. Rivers State, southern Nigeriacomprising the Niger River delta on the Gulf of Guinea. It is bounded by the states of Anambra and Imo on the north, Abia and Akwa Ibom on the east, and Bayelsa and Delta on the west. Rivers state contains mangrove swamps, tropical rainforest, and many rivers. Several Ijo fishing settlements in what is now Rivers—including Abonnema, DegemaOkrikaBonnyBrass, Akassa, Nembe (Nimbi), and New Calabar—became important in the early 19th century because of their trade in slaves and later for the export of palm oil and palm kernels. Incorporated as part of the Oil Rivers Protectorate in 1885 and Niger Coast Protectorate in 1893, the area became part of the amalgamated British colony and protectorate of Nigeria in 1914. In 1976 some parts of the Ndoni territory in former Bendel state were added to Rivers state.

Fishing and farming are the principal occupations of the region. Plantains, bananas, cassava, oil palms, coconuts, rubber trees, raffia, and citrus fruits are grown. Large deposits of crude oil and natural gas in the Niger River delta are the state’s major mineral resources. Major oil terminals exist offshore from Brass and Bonny, and petroleum refineries have been established at Port Harcourt and nearby Alesa-Eleme. Port Harcourt, the state capital and one of the nation’s largest ports, is on the southern terminus of the eastern branch of the Nigerian Railway’s main line. Most industrial activity in the state is centred in Port Harcourt, which has become one of the nation’s leading industrial centres and is the site of a federal university, the University of Port Harcourt (founded 1975). Because the landscape is dominated by the networks of rivers and mangrove swamps, water serves as the principal means of transport through much of the western part of the state. Area 8,436 square miles (21,850 square km). Pop. (2006) 5,185,400.

Port Harcourt, port town and capital of Rivers state, southern Nigeria. It lies along the Bonny River (an eastern distributary of the Niger River) 41 miles (66 km) upstream from the Gulf of Guinea. Founded in 1912 in an area traditionally inhabited by the Ijo and Ikwere (Ikwerre, Ikwerri) people, it began to serve as a port (named for Lewis Harcourt, then colonial secretary) after the opening of the rail link to the Enugu coalfields in 1916. Now one of the nation’s largest ports, its deepwater (23 feet [7 metres]) facilities handle the export of palm oil, palm kernels, and timber from the surrounding area, coal from Anambra state, tin and columbite from the Jos Plateau, and, since 1958, petroleum from fields in the eastern Niger River delta. Port Harcourt has bulk storage facilities for both palm oil and petroleum. In the 1970s the port was enlarged with new facilities at nearby Onne. Port Harcourt is one of Nigeria’s leading industrial centres. The Trans-Amadi Industrial Estate, 4 miles (6 km) north, is a 2,500-acre (1,000-hectare) site where tires, aluminum products, glass bottles, and paper are manufactured. The town also manufactures steel structural products, corrugated tin, paints, plastics, enamelware, wood and metal furniture, cement, concrete products, and several other goods. Nigeria’s first oil refinery (1965) is at Alesa-Eleme, 12 miles (19 km) southeast. Pipelines carry oil and natural gas to Port Harcourt (where there also is a refinery) and to the port of Bonny, 25 miles (40 km) south-southeast, and refined oil to Makurdi in Benue state. Port Harcourt is the site of boatbuilding and fishing industries and has fish-freezing facilities.


1.8           LIMITATIONS OF THE STUDY

The limitations encountered by the researcher are majorly respondents’ apathy. Rivers State Civil Service Commission was very reluctant to participate in the study for some undisclosed reasons which might have political connotation or undertone. Employees in the commission were little apprehensive to participate in the study even when they were assured that any information elicited would only be used for academic purposes. However, with persistency and persuasion approval was received from Head of Service of Rivers State Civil Service Commission to participate in the study after thorough investigation to ascertain that the information requested for would only be used for academic purpose. Thus, the researcher was able to overcome the limitation despite the required efforts and ensured that the study was completed in due time to the glory of God. 


1.9           DEFINITION OF TERMS

The following are the operational definition of terms as used in the study:

Effectiveness: Effectiveness is the capability of an organisation producing a desired result or the ability to produce desired output in line with the blueprint of the organisation within a define period of time. For Rivers State Civil Service Commission it involves implementation of government policies, monitoring policy performance, development of public policies and public and private sectors economy stimulation. 

Employee compensation: Employee compensation is the encompasses employees’ basic pay, allowances, benefits, bonuses, incentives and other staff welfare packages in Rivers State Civil Service Commission.  

Employee recruitment and selection: Employee recruitment and selection is the process of identifying and employing the most qualified personnel when there is vacancy in the civil service. While, selection is the process of choosing the appropriate candidate that matches the job requirements of a particular ministry under the Rivers State Civil Service Commission.

Employee training and development: Employee training and development is the training and development programme organized by Rivers State Civil Service Commission to enable employees to acquire skills, knowledge and information directly required for the performance of their duties in different ministry.

Manpower forecasting: Manpower forecasting is forecasting of manpower demand in an organization as the process of estimating the present and future number of people an organization would need as well as the skills and competencies they should equally possess. Thus, it involves Rivers State Civil Service Commission determining and maintaining pool of workforce that will enable ministries to achieve effectiveness.

Organisational Effectiveness: Organisational effectiveness is the extent to which an organisation is able to achieve its goals within define period of time, it involves the accomplishment of recognised objectives of cooperative effort and the degree of accomplishment of these objectives is the degree of effectiveness. It entails the ability of Rivers State Civil Service Commission in ensuring implementation of government policies, monitoring policy performance, development of public policies and public and private sectors economy stimulation.

Rivers State Civil Service Commission: Rivers State Civil Service Commission is the body of professional civil servants entrusted with the responsibility of carrying out the policies of the Rivers State government in relation to infrastructural development and social service delivery.

 

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