Human Resource Planning And Organizational Productivity (A Study Of National Water Resources Institute Kaduna, Nigeria)

Project and Seminar Material for Human Resource Management (HRM)

Human Resource Planning And Organizational Productivity (A Study Of National Water Resources Institute Kaduna, Nigeria)


Abstract


This research as presented is designed to cover aspects of Human Resource Planning in relation to productivity in the National Water Resources Institute, Kaduna and as a Human Resource Manager, it is pertinent to focus on the concept and relevance of the function in the noble profession of human resource planning and management. The research is divided into five chapters, with a view to work more. From the various literatures and views expressed by writers on Human Resource Planning and Productivity, comparative to the background of the National Water Resources Institute (NWRI) Kaduna. The study used survey design to collect data which are analyzed with frequency counts, percentages, means score and table where necessary. The study reviewed that NWRI which is a government institution need to expand its human development potentials in line with global human resource planning practice strategies and to further set up specific goals for the overall productivity of the institution. It is therefore, recommended that adequate skilled manpower and advanced technology should be made available to the institute to enhance its productivity drive in research and staff development in general. Summery of findings, conclusion and recommendations on how to improve human resource planning on the productivity in (NWRI) Kaduna, has been treated. It also provides basis for those who may wish to investigate further on the subject.


Chapter One


Introduction

1.0 Background to the Study

The concept of Human Resource Planning in any organization is an issue which deserves attention because it constitutes a major focus on the objective of an organization which is meant to foster effectiveness in the collective use of human talents for the overall benefit and interest of the employee and the organization . Consequently, for any organization to survive the changing needs in manpower utilization acquisition from excessive labor turnover low productivity, it has become paramount to imbibe a vibrant Human Resource Planning strategy by closely forecasting the present and future levels of employees required for its sustainability in the rapid changing society.

Human resource planning is defined as the process of assessing an organizational human resources needs in the light of organizational goals and changing conditions and making plans to ensure that a competent stable work force is employed and retained. However the actual planning process will vary a great deal from one organization to another. Even though various definitions of human resource planning have been given by some schools of thought such as James Walker, Pattern, and Fayana ( 2002 ) , however, it is a broad process addressing multiple levels of increasing organization effectiveness on the management of Human Resources and people management.

The term people management embraces the two related concepts of human resource management (HRM) and human capital management (HCM). HRM aims to ensure that the organization obtains and retains the skilled, committed and well- motivated work force it needs. This means taking steps to access and satisfy future people needs and to develop their inherent capacities, potentials and employability.

The process of HCM is closely associated with human resource management. However the focus is more on the use of metrics (measurements of HR and people performance) as a means of providing guidance on people management, strategy and practice.

Consequently against this background, this project is determined to further expose you to those aspects of human resource planning especially as it relates to a Research and Academic Institution such as the National Water Resources Institute in Kaduna, Nigeria. This project seek to deal specially with the meaning, need, importance and process of human resource planning.


1.1 Statement of the Research Problem

This study is concerned with the human resource planning and productivity issue in an institution and to further identify how human resource planning effectively contributes to the attainment of its objectives in the National Water Resources Institute, Kaduna. It is worthy of note that research activities, periodic scientific journals or publications of the National Water Resources Institute, Kaduna have not rendered much impact over the years on the overall abundant water resources of the nation Nigeria which could be attributed to constraints in the aspect of a vibrant personnel management policy or deficiency of a sound human resource planning programme which might have been contributory to the resultant consequential effects on the overall targeted performance of the organization. Hopefully, it is the desire of this study to investigate the immediate and long time problems which could have militated on the low output in the institute and to further make a positive impact on the attainment of higher productivity in consolidating its human resource planning.


1.2 Purpose / Objective of the Study

The purpose of this study is to examine human resource planning and its impact on the organizational productivity, using the National Water Resources Institute, Kaduna as a case study with focus on the following objectives;

  1. To identify the methods and stages of human resource planning being adopted by the institute.
  2. To determine the impact of human resource planning on the organizational productivity.

1.3 Research Questions

This research study is aimed at asking why the organizational impact in productivity of the National Water Research Institute is not very much felt in water delivery and control across the country Nigeria despite the large potential of water resources and huge financial investment by governments over the years.

  1. What are the methods and stages of human resource planning being adopted by the National Water Research Institute, Kaduna?.
  2. What are the impacts of human resource planning on the organizational productivity?

1.4 Hypotheses

The research intends to seek explanation for the phenomenon required for test as shown below.

H0: Human resource planning has no impact on workers productivity.

HA: Human resource planning has impact on workers productivity. 1.5 Significance of the Study

The study will potentially serve as a reference point to the human resource strategies of the National Water Resource Institute in its drive towards achieving excellence in service delivery and effective, productive personnel management structure. It is also expected to be a rallying point for other human resource managers who may wish to carry out a study of the institute and its productivity concept.

Another significance of this study would be as a guide to students of human resource management who may wish to undertake a project study of the institute or any other organization of interest, and to other researchers in the field of human resource management.

Also it is a prerequisite for the award of Post Graduate Diploma (PGD) in Human Resource Management. Organizations both private and public sectors will also benefit from findings of this study. This study undertaken by the researcher on the human resource planning and productivity of the National Water Resources Institute, Mando, in Kaduna will be of outmost importance not only to the researcher but to the organization under study which is expected to generate future strategies from the findings.


1.6 Scope and Delimitation of the Study

The scope covers the National Water Resources Institute, Kaduna. Other institutions were not covered by this study. It also examined the effect of human resource issues regarding human resource planning and organizational productivity. Other issues about National Water resources Institute are not covered by this study, therefore any reader interested in such other issues on the institute should check some where else. All relevant information were sourced from the staff of the institute in Kaduna.


1.7 Limitation of the Study

The researcher could not have free access to some information about the present personnel and human resource planning processes or strategies operational in the institute at Kaduna, and was denied interviews by the management staff for fear of releasing vital information to the researcher due to their official confidentiality. Also encountered were problems of literature availability, restricted library and limited journals.


1.8 Definition of Terms

Concept:

Refers to a broad guiding general principle affecting perception and behavior. Confidentiality: Information not made available to the public.

Effectiveness:

Is causing a result, especially the desired or intended result.

Employee:

A paid worker.

Management:

Is a social process entailing the responsibility for the organizing and controlling of affairs of a business or sector towards the fulfillment of a given purpose or task.

Labor turnover:

Is the change in employees in an organization by the number who leave an organization and are replaced in a given period.

Manpower:

The power in terms of the number of component people available or needed to carry out a particular task.

Organization:

Refers to the structure of relationship among individuals, employees and the management within the society.

Personnel planning:

Is placing the right people employed on the right job at the right time.

Productivity:

The relationship between the amount been produced as an output and the work done towards the production line.

Resources:

Any available possession or means of an organization.

Water delivery:

A formal action needed to effectively accomplish the utilization of water resources.

Water Resources:

The normal natural water assets enjoyed by a nation.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary

This chapter presents the summary of findings in the research study, the conclusion and recommendation preferred. The research topic introduced and presented a general overview of the study scope and gave reasons for the impact of human resource planning on productivity in the National Water Resources Institute, Kaduna Nigeria and from our findings, it was mentioned that human resources articulation in an organization is the goal. The challenge that however faced the human resources manager is how to harness this abundant human resource to achieve the organizations objectives.

The first chapter explained the background of the National Water Resources Institute and how it functions, it also went ahead to look at the statement of problem, objective of the study, its significance and limitations. Some basic terminologies were also defined to give more light to the chapter.

Chapter two (2) seek to express the review of related literature by various authors and writers on human resource planning beginning with a close historical background of the National Water Resources Institute, its legal mandates and decrees establishing it including the organizational structure and organogram, conceptual framework, theoretical consideration and other literatures. Necessary books, journals and other relevant documents were also consulted to give more details of the literature review where inputs on human resource planning and related factors affecting planning in the institute were also identified and appropriate solutions were given later in the chapter. Productivity was also discussed in this chapter giving the measures, and problems expressed.

Chapter three (3) dealt with the research methodology used in collecting the data, the design of the study which involves the sample survey, population, sample size, sampling technique, instrumentation, instrumental validity, reliability of the instrument, procedure for data collection and method of data analysis.

Chapter four (4) dealt with data presentation analysis and interpretation which give a purview of results and data analysis collected from the returned questionnaires made of four (4) tables of responses; on the effect of human resource planning on the organization, its impact on workers performance, the essence on organizational goal, and stages that can be adopted in organizational planning. Also the test of hypothesis chart was analyzed on the contingency table and the computation of variables by use of the Chi-square equation. Discussion on findings was also made.

Chapter five (5) dealt with the summery of findings, conclusion and recommendation and also suggestions were made on how to improve the performance and result of the National Water Resources Institute in further research studies.

From the research findings, the researcher believes that human resource planning is indispensable and instrumental in the productivity and survival of every organization because of its vital role in determining both the present and future human resource needs in terms of experience, skills or labor turnover but this important concept cannot be successfully attained without funding and strict application of merit principles in all ramification.


5.2 Conclusion

It has been established from the study that the National Water Resources Institute, in Kaduna is carrying out its human resources duty within the ambient of the organizational structure and mandates. Also the impact of government policies on the establishment and operation of the institute are being felt, but this research revealed that there is about 80% productivity compliance In the NWRI and by implication if was only a comparison being made by the general public between the private and the public sector.

The ability to foresee any loss of staff (labor turnover) from retirements, resignation, dismissal and death are not much threatening but it calls for a plan to close the gap between human resource requirements and capability which must be supported by sound formed and applicable policies, programme and priorities for effective implementation.

Insufficient human resource, inadequate materials for carrying out human resource planning and lack of human resource planning machinery can be responsible for decline in productivity of the institute.


5.3 Recommendations

The researcher considers it necessary to make the following recommendations based on the findings of the research to buttress the impact of human resource planning on productivity in the National Water Resources Institute, Kaduna of which the management of the institute must make careful plans to consist of the following measures;

  1. Deliberate programme should be developed to motivate the employees by improving their role perception and develop a positive attitude in their approach towards the organization and its productivity drive.
  2. Sufficient funds should be made available for the department responsible for personnel management who are saddled with the role of planning and training for greater productivity of the institute.
  3. The management should also try to determine the skills and development acquired by the individual employee and to utilize those potentials more effectively towards the attainment of organizational productivity objectives.
  4. Sensitive positions like; Director etc, should be appointed strictly based on professional excellence, qualification and experience in such fields which is a prerequisite for better performance since he has more knowledge in the field.
  5. Government policy set-up equally brings decline in staff morale and productivity therefore it should be focused on setting tangible targets for performance.
  6. Adequate manpower skills and advanced technology equipment should be made available for the institute to utilize fully the human potential who would operate the system effectively and efficiently as expected of the organization.
  7. Specific anti-corruption mechanism should be set-up to fish out all those that will intend to undermine and depress the attainment of productivity goals of the organization.
  8. Finally, discrimination and favoritism of any form should not be exchanged for merit in all ramifications of the governing body, appointments and promotions to ensure goal attainment and credible result from the National Water Resources Institute, Kaduna.

5.4 Suggestions for Further Research

The researcher wishes to suggest that future work on this project would deal with the approaches that would affect how the people are managed in the institute as an organization, and the role of the human resource management function of the institution as highlighted in the first chapter.

This study can also be used to carry out further research and study into other institutions by students of Human Resource Management and prospective researchers in the area of personnel management and productivity.


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