Manpower Planning And Its Impact On Organizational Effectiveness: A Case Study Of NEPL (Formerly Known As NPDC)

Manpower Planning And Its Impact On Organizational Effectiveness: A Case Study Of NEPL (Formerly Known As NPDC) (Daniel)
Abstract
This research is directed to examine the manpower planning and its impact on organizational effectiveness; 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 NNPC E&P Limited (NEPL) improved their performance.
Table of Content
- Title Page
- Certification
- Dedication
- Acknowledgement
- Table of Content
- List of Tables
- Abstract
Chapter One:
Introduction
- 1.1 Background of the Study
- 1.2 Statement of the Problem
- 1.3 Objective of the Study
- 1.4 Research Questions
- 1.5 Research Hypothesis
- 1.6 Significance of the Study
- 1.7 Scope of the Study
- 1.8 Limitation of the Study
- 1.9 Definition of Terms
- 1.10 Organisations of the Study
Chapter Two:
Review of Literature
- 2.1 Conceptual Framework
- 2.2 Theoretical Framework
- 2.3 Empirical Review
Chapter Three:
Research Methodology
- 3.1 Research Design
- 3.2 Population of the Study
- 3.3 Sample Size Determination
- 3.4 Sample Size Selection Technique and Procedure
- 3.5 Research Instrument and Administration
- 3.6 Method of Data Collection
- 3.7 Method of Data Analysis
- 3.8 Validity of the Study
- 3.9 Reliability of the Study
- 3.10 Ethical Consideration
Chapter Four:
Data Presentation and Analysis
- 4.1 Data Presentation
- 4.2 Analysis of Data
- 4.3 Answering Research Questions
- 4.4 Test of Hypotheses
Chapter Five:
Summary, Conclusion and Recommendation
- 5.1 Summary
- 5.2 Conclusion
- 5.3 Recommendation
- REFERENCES
- APPENDIX
- QUESTIONNAIRE
Chapter One
Introduction
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.
Moore in 1980 defined manpower planning as a process which aim to ensure the efficient use of people. He further commented that manpower planning is concerned with making sure that the right number of workers are in the right place at the right time, possessing appropriate range of skill and expertise. Another group of scholars Torrighton et al gave their definition of manpower planning when they noted that the emphasis (of manpower planning) is on ensuring that the organization has the right number of people with the right skill in the right place at the right time.
In every organization manpower planning activities can be visibly identified at three levels. These are policy level, planning level and operating 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.
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.
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.
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.
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.
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.
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
Colombo (2017), state that one of the potent factors militating against the good performance of employees is inadequate manpower planning. An employee may have the ability and determination, with the appropriate equipment and managerial support yet such employee may be underproductive. The missing factor in most cases according to Adeniji is the lack of adequate skills, and knowledge, which are acquired through manpower planning and organisational performance. Adeniji further stated that manpower planning and organisational performance increases employee productivity and promotes goal congruency, while lack of manpower planning decreases absenteeism rate, low output, poor quality and results in high unit cost.
Despite the importance of manpower planning programs are not sufficiently supported by organizations in Nigeria. These organizations consider the money they will spend on their performance programs as waste rather than investment. They fail to foresee the desirability of continuous performance and development of their employees in order to promote the efficiency and effectiveness of their organizations.
Those that attempt to conduct trainings for their employees do so in an ad- hoc and haphazard manner, and as such, training in those organizations is more or less unplanned and unsystematic. This view is corroborated by Nwachukwu (2016), who argued that many employees have failed in organizations because of lack of basic training. It is against this that the researches through the study intend to look into the manpower planning and its impact on organizational effectiveness using NNPC E&P Limited (NEPL) area as a study area.
1.4 Objective of the Study
The general; objective of this study is to examine the manpower planning and its impact on organizational effectiveness using NNPC E&P Limited (NEPL).
Other specific objective include is to:
- Ascertain whether manpower planning has significant impact on workers performance and productivity.
- Determine the extend to which manpower planning improve workers performance.
- Identify the ways by which manpower planning improve workers performance in NNPC E&P Limited (NEPL).
1.4 Research Questions
It is in respond of the above buck drop that makes manpower planning and public services performance imperative in this study to test the research problem to find solution to the problem:
- Does effective manpower planning has significant impact on workers performance in NNPC E&P Limited (NEPL)?
- To what extend has manpower planning improve staff performance in NNPC E&P Limited (NEPL)?
- In what ways has manpower planning improve workers performance in Barking Ladi Local Government?
1.5 Hypothesis
- HO1: There is no significant relationship between manpower planning and organizational effectiveness.
1.6 Significance of the Study
The significance of this study lies on its functional objectives. This research study is very much imperative for our national development, because development of any country depends largely on its human resources.
Theoretically in our contemporary society in which research from the basis for academic study, it constitute a research material in all field of study as manpower is essential in all endeavour. In line with the above, it is necessary in sensitizing those in the realm of affairs of education of the needs to strengthen the school curriculum in corporate and enhance the study of human resources planning and development in all administrative and management course as manpower planning is crucial for national development.
Also Sanle as an appraisal to the manpower planning and organization productivity or public service performance in Nigeria.
To management, this study will serves as a guideline and references materials for implementation of manpower planning policies and strategies, again this research will be of immense important to the academic committees such as universities, polytechnics college of education, corporate institutions.
Specifically, local government in Nigeria are required as non relevant because of its inability to influences as the development in rural areas. This problem of local government will be alleviated as appropriate manpower planning process will help to eradicate problem of unqualified employees. Adequate manpower planning will help to balance manpower requirement in local government with their constitutional responsibilities;
1.7 Scope of the Study
This research study focuses on manpower planning and organisational effectiveness in NNPC E&P Limited (NEPL), specifically in plateau State.
1.8 Limitation of the Study
The limitation imposed upon the researchers in the course of this study.
- Time constraint: the time available for this study did not allow an exhaustive enquiry into the subject matter understudy.
- Inadequate information; the information made available for this research was not comprehensive enough due to some form of bureaucracy on the part of the organisation at stake.
- Financial constraint; this as a result of harsh economic realities of the nation, made it very difficult for the researchers to be able raise enough funds for this research investigation
- Poor attitude of the response towards the researchers and their response to the questions, such as delay in filling the questionnaires distributed to them.
1.9 Definitions of Terms.
Some of the relevant concepts used in the study are defined as follows:-
Manpower:
This is simply the number of workers needed or available to do a particular job. In another way, man power is refers to the process whereby organization plan it manpower need in the future.
Planning:
According to oxford dictionary, it is the act or process of making plans for something. It could also be seen as having a clear idea of where are want to go.
Training:
This is the process of learning skills that you need to do a job
Performance:
Is the formal assessment of staff in order to determining performance level.
It is an accepted to assess workers from time to time in order to as certain how well they are doing in their various jobs.
1.10 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
This chapter will summarized and conclude the finding and makes recommendations to suggest the need for further research.
5.2 Summary of Finding
The study focused on finding out whether manpower planning improves Organisational effectiveness in NNPC E&P Limited (NEPL). It is discovered that manpower planning is a key to success in any meaningful organizational activities and programmes. Though, the organization has numerous challenges one of the key issues is lack of training of personnel to enable them to be equip and adapt to new challenges others are ineffective communication system, lack of proper motivation of personnel and inability of personnel to used their personal initiatives among others;
5.3 Conclusions
From the survey so far, we can say that manpower planning is a live wire of every organization that will wish to perform effectively and efficiently and to also attend maximum goals and objective of the organization; it may also interest you, to know that the failure of proper manpower planning can hampered organisations as well as effectiveness of manpower planning in the organization, so to achieve set of goals and objectives in terms of organisational performance, effective supervision and qualify of manpower in the organization, it is important to make manpower planning as part of the integral development priorities in organizational annual plan, especially in NNPC E&P Limited (NEPL).
5.4 Recommendations
Based on the problems discovered from the study, the following recommendations are made;
- The management should ensure that it is only the qualified staffs that are employed in other to reduce higher cost of expenditure and ensure effectiveness in the organization.
- There should be adequate control by the organization through planning, organizing, controlling and coordinating of human and materials resources in the organization.
- Motivation should be encouraged by management in other to encourage employees to give their best towards the organizational work.
- The management of the organization should ensure that they provide a platform for orientation and training, corrections, and making sure that staffs of the organization adhere strictly to management rules and regulations and also to enable them withstand current challenges.
- There is an urgent need to address the issues of staff dedication to work, love for service should be preached in the organization and disciplinary measures should be carried out on erring staff.

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