ABSTRACT
Productivity is inadequate and at the
same time fragmented. In first instance, people tend to define productivity in
terms of efficiency and effectiveness. Others relate it to the concept of
performance measured by comparing the ratio of output obtained from a given
input such as labour, equipment, capital or land.
The opinion that productivity as a
concept is better defined using three approaches: The status-centred, cost
conscious and the output centred approaches. The first approach sees
productivity as "the amount of human and material resources at the
disposal of decision-makers". The second considers it as a "conscious
allocation and utilization of' resources (material) in a judicious
manner". The last approach sees productivity as "the units of goods
produced as well as the number of' political decisions taken".
The problems surrounding the
conceptualization of productivity have been adequately pointed out in this
research work.
TABLE OF CONTENTS
CHAPTER ONE
1.0
Introduction
1.1 Statement
of Study
1.2 Objectives
of Study
1.3 Hypothesis
Formulation
1.4 Methodology
1.5 Significance
of Study
1.6 Scope
and Limitation
1.7 Organization
of Study
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction
2.1 Theoretical
Framework
2.2 Literature
Reviews
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
3.2 Research
Design
3.3 Population
of study
3.4 Sources
of Data
3.5 Sample
plan
3.6 Research
Instruments
3.7 Validity
and Reliability of the Instruments
3.8 Techniques
of Data Analysis
3.9 Limitations
of the Methodology
CHAPTER FOUR: DATA ANALYSIS
4.0 Introduction
4.1 Data
Presentation
4.2 The
Period Manpower Planning Has Been Put to Use
4.3 Opinion
about Manpower Planning
4.4 Hypothesis
Testing
CHAPTER FIVE: SUMMARY OF RESEARCH FINDINGS,
RECOMMENDATIONS AND CONCLUSION
5.1 Discussion
of Findings
5.2 Recommendations
and Conclusion
Bibliography
Questionnaire
CHAPTER ONE
1.0 INTRODUCTION
The development of a country depends
on the quantity and quality of its resources, the state of technology and the
efficient deployment of resources in both the production and consumption
processes. In the 1960s economists; such as Frederick Harbison reconsidered and
re-evaluated the role human play in the development process. Man is the dynamic
factor of production. His energies, skills, knowledge and ingenuity are applied
to the exploitation of raw materials and the production of final goods and
services.
The Nigerian labour force is dynamic,
its size, and composition have been gradually changing. The dimensions of the
labour force are determined by demographic factors, including the size of the
population and its sex.-age composition, as well as socioeconomic factors which
influence labour force participation rates.
According to Morris (2007) for any
organization to be effective and efficient, adequate supply of manpower for
optimum productivity must be available to carry out the operations of that organization,
it, thus implies that manpower requirements of any organisation is necessary.
The integration of these would help the company in forecasting the future
manpower needs of the firm as regards skilled and unskilled, train its personnel to suit the company's
goals while at the same time helping each individual to reach his goal(s).
..
However, Ogunbiyi (2006) viewed that
the main problem facing most firm today, especially indigenous company is that
of inadequate manpower planning. Though there is the general
assumption that both skilled and unskilled labour are abundant in the country,
but the question being asked is how can the work force be effectively plan to
increase organizational productivity. The poser lies in the company's
objectives and personnel policies.
Similarly, Akinyele (2002) sees
manpower planning as function that concerns itself with having the right
persons in the right place at the right time. The process involves the
development of policies and programme, which will ensure that manpower-·
planning meet the need of National plan of any establishment.
From the discussions above, ·it· is
clear that manpower planning and productivity involves the determination of
staff shortfall and therefore identification of training/ recruitment needs.
This helps ill giving direction of human resources development programmes of an
organization especially in terms of career planning, succession plan and
general organizational development. Having regard to this, it is apparent that
manpower planning must be put on overall strategic planning of an organization, to enhance productivity
it must be integrated with the business objective for organizational
effectiveness to be achieved.
In order to achieve present national
goals and development objectives, Nigerian administrators increasingly
emphasize that the development of human resources must be left random with
market forces, but should be planned so as to cooperate efficiently with other
factors of production. The purpose of manpower planning and productivity
includes the elimination of labour resources and the development of suitable
educational programmes to develop essentials labour skills.
1.1 STATEMENT
OF PROBLEM
Most business failure today can be
blamed on lack of foresight on the parts of those committed to making strategic
planning, setting of corporate goals and objectives, implementing and
controlling them. This serious ailment is prevalent in the policy maker of various
organizations of today.
Manpower planning otherwise known as
Human Resources Planning is an integral part of the overall planning of an
organization. Just as an organisation budgets for the amount of money to be
spent so must manpower requirements of the organization be planned for.
Awareness of promotional prospects
and advancement contributes a lot to job satisfaction. Young
supervisor and executive will not "attempt leaving their job if they are
aware that they will soon become managers, managing directors. This level of
achievement will go a long way in motivating workers to stick to their job which
will invariably increases organizational productivity. For any corporate
organization to succeed therefore, it must have an indepth of its market and
manpower planning in order to achieve its stated objectives. It is therefore to
be noted that this study is being undertaking
because of the reasons aforementioned which are mainly economical.
1.2 OBJECTIVES
OF STUDY
The main aim of this research is to determine corporate organizational productivity
and effective utilization of worker to avoid high rate of turnover other
objectives includes:
a) To
examine the optimum use of human resources currently employed.
b) To provide for future manpower needs of
the organisation, quantitatively and qualitatively in term of skills, number
and ages.
1.3 HYPOTHESIS
FORMULATION
The following hypothesis were tested:
i. Ho: That
there is no relationship between manpower planning and
organizational productivity.
Hi: That
there is a direct relationship between manpower planning and organizational
productivity.
ii.
Ho: That manpower planning does not
have effect on the competitiveness of an organisation.
Hi: That
manpower planning had been an effective tool against competitiveness of an
organisation.
1.4 METHODOLOGY
In the course of this research work,
three sources of data were utilized.
(a) Questionnaire
(b) Personal
interviews
(c) Secondary
sources
A form of questionnaire was designed
and distributed to the respondent who were encouraged to complete and return
immediately.
Personal interview was also conducted
to supplement the questionnaire
disseminated. Face-to-face interaction
between the researcher
and the respondents made it possible for certain questions that could not be included
in the questionnaire to be asked and answered. This method helped in collecting
more information for the project.
The sources of secondary data include
examination of all secondary information available on the study, previous and
existing researchers and other related sources such as post research work, were
examined.
1.5 SIGNIFICANCE
OF STUDY
The research is aimed at enhancing
orgl1l"ilizational productivity and effective manpower planning practice.
The findings will therefore be useful
to:
(a) The existing manpower organisation as well
as those yet to be established.
(b)
The management who can know the importance
of placing their human resources
ahead before they become manageable.
(c)
Finally, members of public with
discipline, professions and background who may like to know more about manpower
planning as a function of personnel
department will find-the study work necessary and useful.
1.6 SCOPE AND LIMITATION OF THE STUDY
No doubt manpower planning helps a
firm to reach and satisfy its manpower better and has also allow the firm to
make effective use of its optimal resources.
The research work will cover the
bases and the nature for manpower planning, the correlation· of the concept to
the company productivity volume, the impact of the manpower planning on
competitive trend of the firm and the information to be gathered will be
limited to the management and as well as staff of Nigeria Ports Authority.
It is evident that research of this
nature are often be associated with a lot of problems. The project encountered
some problem of sampling, errors in questionnaires administration may arise by
non-response, poor selection of respondents and subjectivity arising from
interviewer and respondents interaction.
Other constraints included factors
such as financial setback, time factor to move round in carrying out the
research, high cost-of
materials and transportation
problems.
1.7 ORGANIZATION
OF'STUDY
For a better
understanding, this project has been divided into five chapters;
Chapter one includes the
introduction, background of study statement of problem, significance of study, research
questions, hypothesis, scope of study, methodology, limitations and
organisation of study.
Chapter two treats theoretical
framework and literature review of the subject matter.
Chapter three deals with research
methodology.
Chapter four is on research findings
and analysis.
Chapter five consists of summary of
findings, recommendations and conclusion.
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