Manpower Planning And Development As A Tool For Higher Productivity

Project and Seminar Material for Human Resource Management (HRM)

Manpower Planning And Development As A Tool For Higher Productivity


Abstract


This research focuses on Manpower Planning and development as an effective fool for Achieving higher productivity in an organisation, Unilever Nigeria, Lagos state as a case study. The objective of this study is to map out enough manpower planning time and skills that will help managers gather information that will help them after ascertaining the organization manpower planning resources. The findings of this study showed that adequate finance is needed mauled for field work, and also that previous manpower plan serves as a good basis in determining new manpower plan. Therefore, it is discovered through the data analysis in which questionnaire method was employed, that manpower planning has an effect in achieving organizational goals and objectives. The descriptive approach of research design which was used enabled the researcher to gather analysis and interpret the set of data. The research made use of interview, observation and questionnaire as the instrument for data collection. Recommendations and conclusion were made after careful analysis was done.


Chapter One


1.0 Introduction

1.1 Background of the Study

Manpower planning and development is the first and the most important function of management. The essence of manpower planning and development involves a critical analysis of the supply, demand, surplus, shortage and utilization of human resources. It is important to note that manpower planning is often taken as the most important resources of an organization because through it, other resources (material and financial) are harnessed to meet the need of man.

The economic development of a country depends on the quality and quantity of its resources, the state of technology and efficient deployment of resources in both production and consumption process. Most organizations today are facing problems because they did not plan for their workforce neither do they have any systematic human resources management programs that consider organizational goals.

Planning is the first and most important function of management. The essence is to prepare for and predict future events. Planning goes beyond attempting to attain stated organizational objectives. It involves the development of strategy and procedures required for effective realization of the entire plan. One of the major problems confronting management in any organization is the most effective way of matching people with jobs. The process by which management attempt to provide for the human resources or manpower to accomplish its task is called “manpower planning”.

The concept of manpower planning has been given different definition by different authors. Malthus and Jackson (1992) see manpower planning as the process of analyzing and identifying the need for the availability of human resources so that the organization can meet its human resources objectives. Griffin (1997) sees human resources planning as a plan which involves accessing trends, forecasting the supply, demand for labour and the development of appropriate strategy for addressing any differences.

Ehegbunna (1992), sees manpower planning as having the right person in the right number, in the right place and at the right time.Olutola (1986), when manpower planning is mentioned, it generally refers to the projection of future requirement for a given number of people with specific skill to meet the demand of various sector of the economy.

Ogunniyi (1992), in handling manpower planning said that it is a concept that involves critical analysis of supply, demand, surplus, shortage, wastage, and utilization of human resources. Manpower planning is necessary in all organization because it is required for recruitment. Without it, it would be difficult to know the number of personnel’s required for recruitment.


1.2 Statement of the Problem

The role of manpower planning development in an industry cannot be over emphasized. Manpower as we know refer to all human resources in an organization. Efficient utilization of these human resources in an organization leads to achieving the organizational objectives. A well planned manpower recruitment and training is needed to be actualizing in order to meet its aim, but the problem has always been who is to be recruited in order to meet the demand of the organization. The recruitment process is faced with certain problem which could be either internal or both. The internal influences include the nature of the organization. This could be in terms of management. Applicants would not like to secure jobs in an organization where there is poor management. An organization with poor financial stand is likely to lack qualitative management. The quality of management is the primary factor in determining the degree of success of an organization. The nature of the work done is another problem. In most cases, applicants concern on their abilities interest, past work experiences and friend’s interest attest how they go about seeking for jobs. Problem such as these factors are to be considered when selecting manpower in the organization includes after the training, some of the employees still find it difficult to know what their duties and responsibilities are as staff. Also, some of the resulted staff are men of qualification rather than men of qualities, therefore, the statement of the problem of this work is to find out how manpower planning and development can effect productivity so as to find factors militating against its objectives, prospects, related problems and how it can be improved.


1.3 Objective of the Study

The basic objectives of carrying out a research of this nature is not just for academic exercise but also for creativity and intellectual development and also to be able to identify new discoveries in this area of study.

  1. To conduct an empirical investigation through a review of the manpower planning and employee policy of the council.
  2. To identify some techniques of manpower training and development in the company and their relevance to the company rules and the industry at large.
  3. To highlight the need for manpower planning and employee in the company.
  4. To establish the relationship between personal training and development and staff performance.
  5. To access the staff recruitment, selection and training programs and from it, establish some relationship between these program and problem enumerated.
  6. To correct the belief that in this age of computerization and technological development, all that business units need to survive in the acquisition of up-to date capital equipment to the neglects of the power management of its human resources.
  7. To proffer solutions to the identified problems

1.4 Research Hypotheses

The following statements of hypothesis are formulated to guide the researcher in achieving the objectives of this research work.

Hypothesis one
  • (Ho): There is no direct relationship between manpower planning and productivity.
  • (Hi): There is direct relationship between manpower planning and productivity.
Hypothesis two
  • (Ho): Lack of adequate manpower planning is not directly related to poor productivity.
  • (Hi): Lack of adequate manpower planning is directly related to poor productivity.

1.5 Significance of the Study

This work will serve as a good source of data or reference for subsequent researchers who may intend to carry out study related to this topic. It will also help the government and organization in policy making on manpower planning on productivity of employees. Truly the awareness of this work is to create and stimulate productivity of employees in public and private sector.


1.6 Scope and Limitation of the Study

The study is aimed at investigating the effect of manpower planning and productivity of employees in an organisation sector as it affects job performance. This study/project work covers Unilever Nigeria, Lagos. The researcher encountered some constraints, which limited the scope of the study. These constraints include but are not limited to the following

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.


1.7 Definition of Terms

Efforts were made at defining the terminologies used during this study to avoid ambiguity and elicit proper understanding.

Manpower:

The human resource of a business concerned, these include unskilled, skilled, supervisory and management staff of a company.

Planning:

Setting objective and deciding on the best ways of achieving the objectives.

Empirical:

Empirical of people or method guided by practical experience rather than by scientific ideas

Training:

The process of importing new skills, ideas, knowledge and techniques into someone to bring that person to a deserved standard of behavior.

Productivity:

Is the output one is able to offer to the society or organization as expected achievement.

Employees:

It simply refers to worker in an organisation; they could be skilled and unskilled employees.

Organization:

Can be defined as a group of person’s who form a business, clubs together in order to achieve particular aim.

Performance:

Can be defined as the process in performing a task, an action or the act of putting a lot of effort.

Development:

This is the acquisition of knowledge and skills that may be used in the present and the future.

Government:

Those are the policy maker responsible in the enforcement of policy and decision making in a country.


1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  • Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  • Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  • Chapter three deals on the research design and methodology adopted in the study.
  • Chapter four concentrate on the data collection and analysis and presentation of finding.
  • Chapter five gives summary, conclusion, and recommendations made of the study

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to ascertain a critical analysis of manpower planning and development as a tool for higher productivity.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of low productivity due to poor manpower planning and development.


5.2 Summary

This study aimed at having a critical analysis of manpower planning and development as a tool for higher productivity. Seven objectives were raised which included: To conduct an empirical investigation through a review of the manpower planning and employee policy of the council, to identify some techniques of manpower training and development in the company and their relevance to the company rules and the industry at large, to highlight the need for manpower planning and employee in the company, to establish the relationship between personal training and development and staff performance, to access the staff recruitment, selection and training programs and from it, establish some relationship between these program and problem enumerated, to correct the belief that in this age of computerization and technological development, all that business units need to survive in the acquisition of up-to date capital equipment to the neglects of the power management of its human resources and to proffer solutions to the identified problems


5.3 Conclusion

Based on the above findings pertaining to the objectives of the study the following conclusions are drawn. It is posited that for government and other organisations to operate the most efficient and effective administrative organization that would be beneficial to all, her manpower planning and manpower development curriculum should be meticulously designed and implemented. It should also be capable of adhering to manpower planning and development policies and programs as this would in turn help organisations to achieve the goals of governance and administration.


5.3 Recommendation

Relative to the findings of this study, the following is recommended: organisations and the government should improve on the current manpower planning strategy and continue to update its manpower development curriculum in line with the global best practices. To achieve better performance, employees’ commitment and attitude to work, Employers should imbibe the prescripts of NPM that goals and targets should be defined and measurable as indicators of organizational performance. Yet, manpower planning and development curriculum should be based on organizational needs while officers selected for training and development should be based on merit and training and development needs. Given the pivotal role that technology plays in the 21st century, organisations should avail itself of the windows of opportunities that information technology provides in its drive to further enhance employees’ skills, knowledge and abilities that will invariably improve organizational performance. Government at all levels should ensure that there is a bearing between manpower planning and development with national/state objectives and policy because this is the only way government could have a poll of competent employees’ to drive and implement its developmental policies and programs.


Manpower Planning And Development As A Tool For Higher Productivity


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