The Effect Of Human Resources Planning On Organizational Growth Objective (A Case Study Of Nigerian Breweries Plc And Guinness Nigerian Plc Both In Aba, Abia State)
As information is the life wire of any business organizations, so is human resource the blood of any business organization. Planning the resources is a great tool in the actualizations of organizational growth objectives. But it is ironical to discover that many meaningful and strong organizations do not see the need to carry out planning activities in human resources.
This has accounted for the continuous rise in conflicts in organizations, slow growth rate, poor productivity and low profitability. Many organizations have neglected this aspect of planning believing it cost much to embark on it, forgetting that it cost much more not to actualize set goals. Therefore every organizations need to plan its manpower needs, so as to meet up their personal requirement and it’s over all goals and objectives effectively and efficiently.
Table Of Content
- Preliminary Page(s)
- Table of Content
- 1.1 Background of the study
- 1.2 Statement of the problems
- 1.3 Objectives of the study
- 1.4 Research Question
- 1.5 Significance of the study
- 1.6 Scope of the study
- 1.7 Limitation study
- 1.8 Definition of terms
2.0 Literature Review
- 2.1 A brief history of human resource
- 2.1.1 Objectives of manpower planning
- 2.1.2 The role of human resource planning
- 2.1.3 The process of human resources planning
- 2.1.4 Steps involved in human resources planning
- 2.1.5 Benefits of human resources planning
- 2.1.6 Obstacle of human resources planning
- 2.2 Concept of human resources planning
- 2.3 Theoretical foundation
- 2.4 Contribution by other authorities
3.0 Research Design and Methodology
- 3.1 Introduction
- 3.2 Research design and method
- 3.3 Sources of data
- 3.4 Method of data collection
- 3.5 Population of study
- 3.6 Sample size determination
- 3.7 Sample techniques procedure
- 3.8 Validity and reliability of measuring instrument
- 3.8 Method of data / statistical analysis
4.0 Presentation and Analysis of Data
- 4.1 Introduction
5.0 Summary of Findings, Conclusion and Recommendations
- 5.1 Summary
- 5.2 Conclusion
- 5.3 Recommendations
- 5.4 Suggestion for further research
1.1 Background Of The Study
An organizations most valuable resources is its human resources and work force that is the people who work for it, manager therefore need to give careful thought to the needs of the employees.
An organization can have all the latest technology, and the best physical resources, but unless it looks after its manpower, it will never achieve their optimum results.
According to Vetter (2001) Human resources or manpower planning is a technique for predicting how many and what types of staff will be required at specific time in the future.
This study introduced important aspect of human resources management; people are often the most expensive because other factors of production are human creations. They are made up people rather than material assets such as building and machinery. It is the individuals looking after an organization who produce the productions make the decision and devise strategies.
As the marketing officer plans on how to handle the marketing staff and product to increase profits, so does the personnel officer plan to see that the organization has the rightful employee planning in general futuristic, so manpower planning is expected to cover all the future human resources requirements of the organization.
Such planning is expected to cover long and short term plans Chikere (2002). In any country, the labour force is the greatest asset and of all the key market in any economy, the human resource market is the most important.
No matter, how great our organization is equipped with most recent technology finances etc. it cannot operate without a good resources supply effectiveness in an organization as a result of talented skipped manpower.
The machines do not operate themselves rather human beings operate them. Increase of skilled labour and dedicated works make for increase in productivity.
Mullins (2006) defined manpower planning which also known as human resources is planning as strategy for the acquisition, utilization, improvement and retention of an enterprise human resources in the third world countries, particularly in Nigeria there are many organization that are established without proper manpower planning the general case is that the entrepreneur conceives the idea of the enterprise and figures out the needs of the forms in terms of plants and machineries, without giving good attention to human capital.
It is against this back ground that the researcher wants to study the impact of human resources planning in the actualization organization growth objective, using Gunnies Nigeria Plc and Nigerian Breweries Plc Aba, Abia State as the study organizations.
1.2 Statement Of The Problem
The growth of an organization depends on several factors, but the most important is the employees or human resources.
Since human or manpower is very vital to growth of an organization, it then follows that there is every need to plan it well, if the aim of achieving organizational growth is to be attained. An organization that does not plan it manpower needs, will at last find out that it is neither meeting its personnel requirements Mr. its overall goals efficiently.
No organization can survive or grow towards the achievement of its goal and objectives effectively and efficiently without a proper knowledge of its strength and weakness as far as its manpower requirement is concerned. This could be appropriately predicted through manpower planning.
Since it is the derive of every organization to grow and as pointed out above, this organizational growth depends so much on manpower planning. This study is therefore designed to ascertain the impact of human resources planning as it pertained to the growth of the organization.
The growth of an organization depends on several factors but the most important is the employees on human resources. Therefore the problems of this organization are exemplified as follows:
- Lack of manpower planning needs, which thereby the achievement of organization goals.
- Decrease skilled labour and dedicated workers hampers increase in productivity of the organization.
- Lack of knowledge of the strengths and weakness of its staff the effectiveness and efficiency of the organization.
- Inadequate talented skilled manpower hampers the operation of its machines and equipment.
- Excessive wastage of resources are being witness in the organization as a result of non usage of result oriented staff.
- High rate of labour turn over witnessed as a result of under employment.
1.3 Objectives Of The Study
The major objective of this study is to determine the impact of human resources planning in the actualization of organizational growth objective.
Especially the study is to access the extend to which poor human resources planning has hindered the achievement of corporate objective.
To determine the extend to which lack of planning has contributed to idle capacity that is not fully utilized.
To examine if there are inadequacy in human resources planning in the organization.
1.4 The Research Question
The research question on the role of human resources planning in the actualization of organizational growth objective one as follows:
- Does lack of human resources planning hinder the achievement of organizational corporate goal?
- Does wastage of resources caused by non employment of result of underemployment?
- Does high rate of labour turn over witness as a result of underemployment
- Does lack of knowledge of strength and weakness of staff the effectiveness and efficiency of the organization?
1.5 Significance Of The Study
The findings of this study will significantly contribute to the appreciation of the role of human resources planning in the growth of the organization.
This project work will be specifically be relevant in those various ways: The outcome of the work will be useful for the human resources managers of organization for proper administration of the work force.
The employees of various organizations will find this study between their inputs and growth of the organization.
The work shall also serve as a reference material for further research in this area.
1.6 Scope Of The Study
This study is on the impact of human resources planning in the growth of an organization. It is narrowed down in Abia State and is further named to Guinness Nigeria Plc and Nigeria Breweries Plc Aba.
1.7 Limitation Of The Study
This study was limited by a number of factors as the case to one of these factors are the time frame that this work is expected to be completed in short compared to the time study will take.
On the other hand, the finance to make some logistics expenses and to travel around was not always available.
1.8 Definition Of Terms
Human Resources Planning:
This has been defined as having right number and the right kind of people, at the right places and at the right time. On the other hand, it is the process by which manager ensure that that they have the right staff at the right time who are capable of effectively and efficiently completing those tasks that will help the organizations achieve its overall objectives.
An organization is a combination of people or individual efforts working together in pursuit certain common purpose known as organizational goals.
Planning specifies what is to be done, how it is to be done, when it is to be done, and who is to do it in the organization, it is said to be a leading function and in practice precedes and transcends all the other functions
Simply means increase in profit and services
Is described as the act of working particularly through people for the achievement of the broad goals of an organization.
5.0 Summary, Conclusion And Recommendation
The study has revealed that human resources planning play a vital impact in the growth of an organization.
The study started from chapter one where the background of the study was reviewed to help the organization know the role of human resources planning in the growth resources planning in the growth of an organization.
This study revealed that human beings are the most different thing to handle because what will motivate the other person. Some of the employees are motivated when you compensate them, some when you let them do a job without monitoring them etc. that is why the human resources manager should be friendly to worker to enable him find out their problems and how to tackle it, in order to keep his organization growing.
Every organization need to plan its manpower needs so as to meet up their personnel requirement and its overall goals and objective efficiently.
The instruments used were personal interview, structured questionnaire and secondary data source such as journal, magazine, textbook etc. all these data instrument were explored and he emerging data analysis with he use of simple percentage method and subsequent, the test of hypothesis with chi-square method.
Based on the presentation and analysis of the data collection within the scope and limitation of this research work the researcher therefore summaries her findings as follows:
- That human resources planning play a vital impact on the growth of an organization
- That proper human resources planning helps in the recruitment of qualified employees
- That proper human resources planning helps the organization to achieve its corporal objectives and goals
- That proper human resources planning bring about increase in production level
Based on the findings of this work it was concluded that human resources planning play a vital impact in the growth of an organization.
Further for organizations to achieve their corporate objectives effectively and efficiently they must meet up with their manpower requirements.
More so human beings are most difficult to handle and they are the people that control other machines and equipments. Is a process of bringing people and organization so that the goals of each are meet? The various features of human resources planning
- It is pervasive in nature as it is present as it is in all enterprise.
- Its focus is on result rather than on rules.
- It tries to help employees develop their potential fully.
- It is all about people at works both as individual and group.
- It tries to put people on assign job in order to produce good result.
- It helps an organization to meet its goals in the future by providing for competent and well motivated employees.
- It tries to build and maintain cordial relationship between people working at various levels in the organization.
Based on the findings and conclusions of this work, they following recommendations were include:
- The organizations should attach great importance to their human resources department to enable them achieve their co-operate objectives.
- The human resource managers should know how to motivate their employees to put more effort on their work
- The employees when they are remunerated and compensated should put more to increase production
- The human resources managers should make sure that there should be job rotation to find out where the workers perform best.
5.4 Suggestion For Further Research
- A research to identify the factors that plays important role on the growth of an organization
- Attitude of personnel managers towards human resources planning
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Frequently Asked Questions
What is the impact of human resource planning on organizational performance?
The impact of Human Resource Planning on Organizational Performance. An organization’s main goal is to have excellent performance and achieve set objectives. Its human resource provides the vehicle for accomplishing this but through proper and sound management (Byremo, 2015).
What are the objectives of HR planning?
Human Resource planning is a process that comprises forecasting, developing, and controlling by an organization to ensure that it has the right number and kind of people with regard to their skills and competencies. The objectives of HR planning are as follows:
How does proper planning enhance the productivity of an organization?
The human resources means the human that are in the organization. Without them, there would be no production. So there is need for the organization to plan well for its human resource. Proper planning enhances the productivity of an organization. How? Planning helps to resolve problem of shortage of staff in organization.
What is the role of human resources in an organization?
A human resources department plays an important role in a given organization, as this department is responsible for recruiting individuals and managing existing employees to get the maximum return on all company activities and investments with objectives of manpower planning.
What is the importance of Human Resource Planning?
Human resource planning is one of the growing areas of academic research. Organizations regard human resource as their core competency that can give them competitive advantage because it leads to better organizational performance. THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE
Does manpower or human resource planning have positive impact on organizational performance?
It is pertinent to say that manpower or human resource planning have positive impact on the organizational performance effective human resource planning are the basic for optional and successful operation of the organizations.
What is Human Resources Planning in relation to performance in private sector?
This research is designed to cover Human Resources Planning in relation to Performance in Private Sector. As a Human Resource Manager, HRP isa relevant function of management in an organization for the purpose of actualizing set goals and objectives.
Is human resource planning a core competency of the organization?
This person is not on ResearchGate, or hasn’t claimed this research yet. Human resource planning is one of the growing areas of academic research. Organizations regard its human resource as their core competency because it would lead towards better organizational performance.
What are the objectives of Human Resource Planning?
Objectives of Human Resource Planning. 1) To ensure optimal utilization of existing human resources in the organization. 2) To assess or forecast the organization’s future skill requirements. 3) To ensure the availability of necessary resources when and where they are needed.