ABSTRACT
This study examined the effect of human capital planning on organizational performance with focus on Beta Glass Plc. The study employed quantitative descriptive research method. Data were sourced basically through primary source with the aid of questionnaire. The research population of this study consists 130 staff of Beta Glass Plc, Ughelli, Delta State. A sample of 80 was drawn from the population using simple random sampling technique. Data collected was analyzed using tables, simple percentage and Chi Square statistical analysis was used in testing the formulated hypothesis. From the findings, it was established that human capital planning is an effective tool for firms to achieve their overall corporate objectives and maximization of profit. It was recommended among other recommendations that there should be a proper human capital planning in order to help in the selection and placement of the right type of workers.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Question / Hypothesis Formulation
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitations of the Study
1.8 Profile of Beta Glass
1.9 Definition Of Terms
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
2.2 Concept and Meaning of Human Capital Planning
2.2.1 Features of Human Capital Planning
2.2.2 Objective of Human Capital Planning
2.2.3 Process of Human Capital Planning
2.2.4 Importance of Human Capital Planning
2.3.0 Human Capital Training and Development in an Organization
2.3.1 Objective of Training
2.3.2 Importance of Training and Development of Human Capital to an Organization
2.3.3 Types of Training / Method of Training
2.4.0 Conceptual Meaning of Organizational Performance
2.4.1 Measures of Organizational Performance
2.4.2 Human Resource Concept For Organisational Performance
2.5.0 Human Resource Utilization
2.5.1 Staff Appraisal is Necessary
2.5.2 Motivation and Behaviour
2.5.3 Organization and Need Satisfaction
2.6.0 Recruitment, Selection and Placement
2.6.1 Selection Process
2.7.0 Relationship between Human Capital Planning and Organizational Performance
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Design of the Study
3.2 Area of the Study
3.3 The Population / Sample Size
3.4 Sampling Techniques/ Instrumentation
3.5 Reliability and Validity
3.6 Data Collection
3.7 Method of Data Analysis
CHAPTER FOUR
PRESENTATION AND DATA COLLECTION
4.1 Organization of Data
4.2 Classification of Data
4.3 Analysis of Data
4.4 Data Interpretation
4.5 Result and Discussion
CHAPTER FIVE
SUMMARY OF THE FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
5.4 Suggestion for Further Study
Bibliography
Appendix: Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Human capital planning is the most strategic of all human capital management, that is the most important single resources of any organization is people (manpower). Planning defines the sources, number and types of human resources needed to meet future work requirements. Predetermined strategies to attract and retain the best people (manpower) are also laid down through planning strategic development and utilization of employment capabilities which yields best benefits to company are also designed into the plan.
As it is known that planning is an analytical process involving aspects so as to produce quality products and often best services, various plan exercises such as determination of desired goals, assessment of the future in relation to the environment changes, selection of activities, preparation of written document etc will have to be done which will give rise to mobilization of human capital.
The result of human capital training is marvelous as Abiodun (1999) submitted that training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately in a given task or job. Training can take place in a number of ways, on the job or off the job, in the organization or outside the organization. (Adeniyi, 1999) observed that staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. The result of training will be related on high turnover, high productivity, lower observation, fewer breaks down of machines, lower migration reduction of waste and higher quality of work. It brings incumbents to the level of performances which needs the performance for the job, enhances the implementation of new policies and regulations, prepares people for achievement, improve manpower development and ensures the survival and growth of the enterprises.
Oribabor (2004) submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organizations growth.
In today’s turbulent, often chaotic environment, commercial success depends not only on staff training but also on employees using their full talents; one of the ways to achieve this is through motivation.
According to Twyle (2006), the heart of motivation is to give people what they really want most from work, the more you are able to provide what they really want like increase productivity, improved or better quality goods and/or services.
Therefore, human capital planning is concern with the strategy for the acquisition, utilization, improvement and retention of an enterprise human capital is properly planed it will lead to poor productivity, poor quality of product etc. which will in turn lead to the death of such an organization.
1.2 STATEMENT OF THE PROBLEM
Human capital planning has a very important effect on organizational performance.
Kher and Fry (2009) maintained that for organization to achieve high productivity, its human capital must be properly planned. To them therefore the survival of any organization depend to a large extent on how its manpower or human capital are planned since the human capital are the people with their knowledge, skills and experience that organizations required to carry out its task.
If human capital planning is the strategy for the acquisition, improvement and preservation of an enterprise human capital, it is necessary the human capital of an organization and increase productivity depend largely on the type of training programmes organization have to improve the skills experience and ability of its work force.
Human capital planning is also very important to organization since it involves estimated the size and composition of the future workforce, human capital planning is forecasting an organization demand for and supply of this right type of people in the right number, human capital planning helps to recent, selection and placement of the right caliber of workforce into the right position.
There seen to be a serious argument as to the degree of how effective human capital planning impact on organizational performance. While some theorist and practitioners agree that there is a correlation between them, others thinks otherwise.
However, studies have shown that there is a correlation between effective human capital planning and organizational performance since effective human resource planning help in selection and placement of the right caliber of human capital by an organization and it will in turn lead to high productivity and improve organization performance. It is important to note that poor human capital planning will result in low productivity, low turnover etc. lack of appropriate training will also result in lack of specialization of human capital, lack of effective motivation tools and incentives to workers due to poor human capital planning will lead to poor organizational performance and also wrong selection and placement of workers will also result in low productivity. This is why this research is carried out to find solution to these problems.
1.3 OBJECTIVES OF THE STUDY
The primary objective of this study is to examine the effect of human capital planning on organizational performance as a means of achieving organizational goals and objectives.
i. To identify the extent to which effective human capital planning in the manufacturing sector of an organization can lead to high productivity.
ii. To examine how lack of company efforts towards improving on its training.
iii. To examine the extent to which effective motivation and incentives to workers due to proper human capital planning can lead to increase productivity.
iv. To determine how selection and placement of workers due to proper human capital planning can lead to increase productivity.
1.4 RESEARCH QUESTION / HYPOTHESIS FORMULATON
In line with the above stated problems and objectives of the study, the following research questions are formulated.
i. In what way(s) does effective human capital planning in the manufacturing sector of Beta Glass plc has led to increase in productivity?
ii. To what extent do lack of company effort towards improving its training programmes has resulted in lack of specialization?
iii. How has effective motivation and incentives to workers due to improper human capital planning has impacted on organizational performance?
iv. How does the selection and placement of workers due to human capital planning affected organizational performance?
HYPOTHESIS FORMULATION
The following hypotheses will be tested in this study using the chi – square method.
1. Ho: Effective human capital planning does not lead to increase productivity in the manufacturing sector of beta Glass plc
Hi: effective human capital planning has lead to increase productivity in the manufacturing sector of Beta Glass plc
2. Ho: Lack of company efforts towards improving its training programmes does not result in lack of specialization.
Hi: Lack of company efforts towards improving its training programmes has resulted in lack of specialization
3. Ho: Effective motivation and incentives to workers does not have any positive on organizational performance
Hi: effective motivation and incentives to workers have positive on organizational performance.
1.5 SIGNIFICANCE OF THE STUDY
The findings of this study will be found useful to companies especially the manufacturing sector of companies by ensuring that investment in human capital training and development fields positive results in profit margin and effective use of skilled workers (human capital).
It will also help human capital managers to know the importance of effective human capital planning and how it can help in proper selection and placement of workers which will in turn lead to increase productivity. It will also help managers to know the importance of effective human capital planning and how it can help in proper selection and placement of workers which will in turn lead to increase productivity. It will also help managers to know the importance of training their workers (human capital).
The study will also help those organizing seminars, workshops, conference and those conducting research on the effect of human resource planning or organizational performance.
1.6 SCOPE OF THE STUDY
Because of the fact that human capital planning is both on art and science, this makes the scope to be wide. In other words, it is an encompassing area of study. Therefore, the researcher has chosen the effect of human capital planning and how it affects organizational productivity as the primary phenomenon to be investigated in this study.
Furthermore, manufacturing companies is the focus and Beta Glass plc, Ughelli, form the data resource base.
1.7 LIMITATIONS OF THE STUDY
The researcher was faced with the following constraints in the course of carrying out the study. They are, inadequate time frame within which to source for materials relevance to the work, lack of finance, this posed a great challenge considering the scarce and limited resources at the disposal of the researcher especially the field survey.
1.8 PROFILE OF BETA GLASS
Beta Glass Nigeria plc, Delta plant formally knows as delta glass Nigeria ltd. Which is selected as a case study is situated at km 17 Warri / Patani road Ughelli, Delta State and was established in 1977.
The company is owned by the Leventis group Beta Glass Nigeria plc delta plant is headed by Lawrence Soyza as the general manager and S. Constant Inidis as the managing director.
Delta plant is having 709 employee at plant the nature of business of beta Glass Nigeria plc is to manufacture glasses, bottles, containers and table water ranging from bear cosmetics olive oil, perfume, soft drink etc. and these product are been sold in the local market and international market.
1.10 DEFINITION OF TERMS
1. Human Capital Planning: This is the strategy for the acquisition, utilization, improvement and retention of an enterprise human capital or manpower.
2. Training: is a systematic development of the knowledge, skills and attitude requires by employees to perform adequately in a given task or job.
3. Organization: simply business organization is a group of people working to achieve a common goal.
4. Effectively: Adequate to accomplish a purpose, producing the intended or expected result.
5. Management: Getting things done through others.
6. Planning: determining in advance the mission to accomplish
7. Placement: this means matching new workers with the job i.e making sure the new staff fits properly into the job he or she is to do.
8. Selection: is the process whereby those who are suitable for a given job are differentiated from those who are not suitable.
9. Motivation: is the act of encouraging and energizing people to work.
10. Productivity: is the rate of efficiency at work especially in industrial production
11. Human capital: is the number of people available for employment
12. Manager: is a person who can manage itself and the scarce resource to achieve the goals and objectives of the organization.
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