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EFFECT
OF MANPOWER PLANNING ON ORGANISATION PERFORMANCE IN
ABSTRACT
This
research is directed to examine the effect of manpower planning on organisation
performance in Nigeria Bottling Company Enugu what effect has manpower planning
on workers job performance. The research work is divided into five chapters
with each chapter structured in such a way as to ease understanding of its
contents and issue raised. The first chapter dew with the introductory part of
the study historical background of the study statement of problems, aims and
objectives of the study, significance, hypothesis and definition of term. The
second chapter two is on review of related literature the researcher review text books, journals,
and all necessary materials. To put a good work. Chapters three of this work
describe the instrument use in collection of necessary data. Chapter four of this project is based on presentation
and analysis of data collected. The last chapters contain summary, conclusion
and recommendation necessary on manpower planning and how it would help Nigeria
Bottling Company Enugu improved their performance.
TABLE OF CONTENTS
Title
page - - - - - - - - - i
Declaration - - - - - - - - - ii
Approval
page - - - - - - - - iii
Dedication - - - - - - - - - iv
Acknowledgement - - - - - - - v
Abstract - - - - - - - - - vi
Table
of contents - - - - - - - - vii
CHAPTER ONE
1.1
Background of the study - - - - - 1
1.2
Statement of the problem - - - - - 9
1.3
Objectives of the study - - - - - - 11
1.4
Significance of the study - - - - - 12
1.5
Justification of the study- - - - - - 13
1.6
Scope and limitation of the study - - - 13
1.7
Definition of terms - - - - - - 14
CHAPTER TWO
Literature
Review
2.1 Introduction - - - - - - - 15
2.2 Conceptual definition - - -- - - - 15
2.3 importance of manpower planning- - - - 16
2.4 Function of manpower planning - - - - 19
2.5 Types or style of manpower planning - - - 21
2.6 Element of manpower planning - - - - 22
CHAPTER
THREE
Research Methodology
3.1 Introduction - - - - - - - 28
3.2 Research
method use- - - - - - - 28
3.3 Population - -- - - - - - 29
3.4 Sampling
procedure - - - - - 29
3.5 Instruments
used - - - - - 29
3.6 Source
of data collection - - - - - 32
3.7 Data
analysis procedures - - - - - 33
CHAPTER FOUR
Data
presentation and analysis
4.1
Data presentation and
analysis - - - - 35
4.2
Test of hypothesis - - - - - - 43
CHAPTER FIVE
Summary,
Conclusions and Recommendations
5.1 Introduction - - - - - - - 46
5.2 Summary
of findings- - - - - - - 46
5.3 Conclusion - - - - - - - - 46
5.4 Recommendations- - - - - - - 47
References - - - - - - - - 51
Appendix - - - - - - - - - 52
CHAPTER
ONE
1.1 BACKGROUND
OF THE STUDY
The place and value of manpower planning as a
resource for organizational productivity and success cannot be overemphasized,
we are concerned business resources, the organization of physical and financial
resources cannot take place until manpower are organized, and the effectiveness
of the organizational scheme depend on the manner in which manpower are
utilized. Every thing on power is a sense, therefore we do not organize
physical ad financial resources we organized people who in turn are responsible
for the utilization of resources. That concept of manpower, planning must be
applied to all resources or face the probability that their resources will not
be maximized.
Indeed individual firms or organization 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; other are land, capital and entrepreneur (equally an aspect of
manpower). The realization of objective by organizations, private or public
greatly depend on the skill, caliber, competence and experience of it work
force. The point of emphasis here is that the success or failure of
organisation is not unconnected with the manpower it recruits, maintain and
develop in the course of its operational life.
Interesting, of all the tasks of management,
managing the human component in an organization is the central and most
important task, because all management depend on how it is done this reveal the
obvious fact that all the activities carried out, performed or engaged in by an
organization as well as the nation are initiated, determined, planned,
implemented and evaluated by the manpower. It is the realization of the
important of manpower to national development and attainment of set
organizational objective, that necessitated its planning and control.
MANPOWER
PLANNING
In every organization manpower planning
activities can be visibly identified at three levels. These are policy level,
planning level and operating level.
Policy
Level: The various skill to
be recruited and the method to be adopted for such recruitment exercise are
formulated at this level other decision and activities include recommending
method for generating storms and retrieving manpower information (i.e. manpower
information system), formulating and developing a frame work for internal
transfers, promotions, discipline and termination of employee and appointments
and sourcing and allocating the required financial resources to execute
manpower programmes and activities.
Planning
level: This level involve activities like
establishing recruitment system of the organization. Setting the standard
criteria for selection of candidates fitting in place administrative procedure
for provision of central information; and establishing systems for dealing with
issues like internal transfer, promotions, discipline and termination of
appointments.
Operating
level: This level is actually
responsible for implementation of issue decided at the policy level through the
use of systems framework and settings established at the planning level. It
includes interviewing both applicants for employment and existing employee, administering
and conducting test of skill and aptitudes designing and placing advertisement
for available job vacancies;
establishing relationships with external sources of manpower supply’ and
compiling human resources planning date.
Meanwhile a number of factors serves as a constraints to the validity of
manpower plan in an organization, these include:
Planning
period: Time span to a certain
extend affects manpower planning, the longer the period covered the higher the
tendency for variance to exist between forecast and actual situation and vice –versa
Kemembering that the aim of most manpower plans is to avoid minimist
uncertainty of demand and supply of human resources, which is affected by
changes occurring within the general and specific environment of organization.
Unpredictable
nature of human asset: The
human assets change like weather, hence passing a serious challenge to the
prease study. Measurement or investigation (Krelter, 1999 p. 48) since human
beings cannot be reduced to laboratory test and they constitute a key success
factor, planning targets and aches, as a matter of necessity have to be
adjusted and reviewed continuously as the occasion demands.
Uncertainty
in General business environment: The
realities of changes, which occur frequently in both the external and internal
environment of business organization reveal the general nature of planning
which is uncertainty (Kreithner, Ibid, p. 162). Meaning that manpower planning
is a continues never-ending process demand reviews, adjustments, and
readjustment of goal and expectation. Thus flexibility in planning becomes
vital in order to attain established organizational objective.
Unification
of manpower planning approaches
Another obvious limitation of manpower
planning is the inability to arrive at a consensus on a single line of
approach/practice in organizations such an approach should systematically focus
on identification of future manpower needs and problems as may be occasioned by
the fast changing environment of business.
The
need for manpower planning
It is very important to note that
organizations need to plan for how to deal with the problems of advancement in
technology of production, information technology and computerization as it
affects how jobs are to be performed in organization and by whom. Focus on
manpower planning is base on the fact that every departments in an organization
need to be catered for in term of their manpower need.
It is also becoming increasingly challenging
to train manpower for all occupational types in view of the impact of
information and technological advancements and computer jet age syndrome.
Every organization are interested in adequate
coordination of all unit and departments hence effective manpower planning must
be put in place. And now the cost of labour in an organization is on the
increase these past year, therefore organizations must adequately and carefully
planned to ensure attainment of optimal result.
It is also very important to focus on the
relevance of manpower planning on organization.
Manpower planning provides information
relevant for conducting a successful training programme, making possible a
purposeful retraining and development of existing manpower such training
programmes should not only be related to present job requirements, but equally
to future job requirements from the point of view of bother organizational
development and individual skills development. The integration of manpower
planning into the overall business or organizational planning process will
generate information that can reveal the true cost of future development for
example if a company is planning to introduce a new service facility or better
still introducing enhanced staffing allowances and incentives the true cost
could be easily arrived at using manpower planning tools, overestimation of
cost will reflect an unrealistic expensive venture thus discouraging its
introduction, while and under estimation in this case will make the new
facility or product unrealistically
cheap. The implication is operating either at a loss or at a
disadvantaged angle should the facility or product be introduced. Finally
effective manpower planning can also ease the difficulties of recruitment. It
should be remembered that recruitment is equally a costly and time consuming
activity similarly delays in recruitment have the tendency of destroying staff morale. Hence manpower
planning at this point is expected to highlight not only the turnover patterns
but as well indicate possible factors responsible for such.
1.2 STATEMENT
OF THE PROBLEM
One of the problem confronting management in
any organization is the effective way of matching people with jobs. The perenia
question that experts often ask is whether we should design job to suit the
individual or get the individual fit into a job position, before this question
is answered, it is to observed that one of the function of management is to
determine it manpower need.
“The process by which management attempt to
provide for it human resources to accomplish its task” is called manpower
planning, all enterprises must plan their manpower formally or informally.
Manpower is necessary in all organizations it
will be difficult to know the number of personnel required for recruitment to
be reassigned, due for retirement or that need to be retained for better
utilization. Manpower planning reduces excessive recruitment, training and
transfers and thereby save management cost and time. BRUCECOLEMAN in his work
“AN INTEGRATED SYSTEM FOR MANPOWER PLANNING” observed that the major changes in
population, technology Renovation and size complexity of organization have made
informed method of employment planning absolute for all but very small and
stable organization.
Uncertainty in general business environment,
the realities of changes, which occur frequently in both the external and
internal environment of business organization, reveal the general nature of
planning which is uncertainly. KREITHNER, IBID, p. 162 meaning that manpower
planning is a continues never – ending process,
demanding reviews, adjustments readjustment of goals and expectation. Thus
flexibility in planning become vital in order to attain established
organization objective.
Unpredictable nature of human asset, the human
assets changes like weather, hence posing
a serious challenge to the precise study, measurement or investigation
KREITHNER 1999 P. 48 since human being cannot be reduce to laboratory test and
they constitute a key success factor planning targets and aches as a matter of
necessity have to be adjusted and reviewed continuously as the occasion demand.
Unification of manpower planning approaches,
another obvious limitation of manpower planning is the inability to arrive at a
consensus on a single line of approach/practice in organization such an
approach should systematically focus on the identification of future manpower
need and problems, as may be occasioned by the fast changing environment of
business.
1.3 OBJECTIVE
OF THE STUDY
The researcher of this study is of the view
that manpower is very important factor on organization performance in Nigeria
Bottling Company Plc Enugu. It is a major tool Management uses to implement its
good objective which are geared toward the survival of the organization,
manpower would not be of any value if it is not productive. The aim and
objectives is to examine the effect of manpower planning on organization
performance in Nigeria Bottling Company Plc Enugu.
-
The
researcher work will aid the organization identify its lapses and study it in
regard to manpower planning.
-
It
will also aid in identifying the operational factor which hampers the effective
and efficient manpower planning of the organization on manpower planning as it
affect organization performance.
-
To
encourage a good match between manpower recruitment and manpower requirement
1.4 STATEMENT
OF HYPOTHESIS
The research has chosen to formulate the
following hypothesis base on the data collected
HO:
That proper manpower planning
has no effect on organization performance.
H1:
That proper manpower planning
has positive effect on organization performance.
<
1.5 JUSTIFICATION
OF STUDY
The main purpose of this study is to show the
significant of manpower in an organization and indicate how it helps to improve
organization performance. There is no gainsaying the fact that human resources
or manpower is a vital asset to an organization it is worth noting however that
it is an expensive asset demanding the application of policies and strategies
that will lead to the recovery of amount invested and as well gurantee optimal
return on investment.
Therefore, this study will be of tremendous
help to both public and private organization to focus on effective manpower
planning to achieve organization goals and objective and its also serves as
academic discipline for other research.
1.6 SCOPE
AND LIMITATION OF STUDY
This study is intended to cover the effect of
manpower, planning on organization performance in Nigeria Bottling Company Plc,
Enugu. Also lack of cooperation from the staff and mostly importantly, lack of
encouragement by the management of the organization and administrative
bottlenecks acted as impediments to this study.
1.7 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 objective of the organization.
Organization: Is the process of dividing work into convenient
task or duties by creating and maintaining like group to achieve specific
objective.
Manpower
planning: Manpower planning is
a process which aims to ensure the efficient use of people through making sure
that the right number of workers are in the right place at the right time,
possessing appropriate range of skills and expertise. Manpower planning seeks
to maintain and improve an organization ability to achieve corporate objective
by developing strategies which are design to increase the present and future
contribution of manpower.
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