Impact of Human Resource Planning on Organizational Performance in Clan Development Company Lagos
Chapter One
OBJECTIVE OF THE STUDY
The objective of the study is to find the impact of human resource planning on organizational performance in clan development company Lagos. The specific objectives are;
- To examine the challenges hindering the implementation of human resource planning in clan development company, Lagos
- To examine the benefits of human resource planning to an organizational performance
- To see how human resources planning has change the level of production capacity in the clan development company Lagos
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
Organizations nowadays are looking forward to have a competitive advantage against the threats present in globalization. Due to the high competency requirements, most organization aim to generate the kind of performance that can bring more profit. In order to do that, the employees are required to perform well and improve. To comply with this, the organization needs to align organisational performance with human resource management practices, which would be shown by organisational output of financial variables (sales growth, goal achievement, good services, productivity) (Osman, Ho & Katou, 2011; Chand & Katou, 2007; ) and non-financial variables (management quality, long-term orientation, continuous improvement, workforce quality) (De Waal & Frijns, 2011; Dimba, 2010) and also other outcomes as commitment, quality and flexibility (Guest, 1997). Once a business entity has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals (Kaplan & Norton, 1996). The human resources planning is the strategic planning process at the level of the senior management. The human resources planning is a process of guiding activities related to the human resources management (Mursi 2003). Human resources planning involves two steps proposed by Durah and Al-Sabag (1986): 1) Analysis of the organization’s objectives: this step involves the studying and understanding the objectives of the organization. This an integral part of the organizations strategic planning and to meet the strategic goals of the organization. The external and internal environment for the organization should be considered and evaluated. 2) Monitoring and evaluation: The monitoring and evaluation is an assessment to diagnose of the strength and the weaknesses. It is a planning process of human resources, and will determined the effectiveness of the human resources. The monitoring and the evaluation should focused the following criteria: the size of employment, the productivity achieve, the rates of flow of the human resources, and the organization strategic objectives (Hiti, 2000).
EFFECT OF HR PLANNING ON ORGANIZATIONAL PERFORMANCE
According to Mursi (2003), there are significant and positive relationship between HR planning and organizational performance. In another study by Hiti (2000), HR planning have a positive relationship with organizational performance. In another study by M Arsad (2012) manpower planning effect on organizational performance and have a positive relationship between manpower planning an organizational performance. Study by Chand and Katou (2007) in their study in the Indian hotel industry were also found out that manpower planning have strong relationship to productivity, and productivity impact on organizational performance.
EFFECT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE
Training and development is a main important element of human resource management (HRM) (Vlachos, 2009). Training is defined as the organized activity aimed at imparting information or instructions to get better the staff performance or attain a required level of skill or knowledge to help him or her (Saed & Asgher, 2012). Development is defined those activities that lead to the attainment of fresh skills or knowledge for the sole aim of personal growth. (Peteraf, 1993). Study by Apospori, Nikandrou, Brewster & Papalexandris, (2008) suggested that there is a significant impact of training and development on organizational performance. Subramaniam et al. (2011) mentioned that training and development could influence organisational performance because employees’ skills, knowledge and abilities can be enhanced and up to date. In another study by Dimba, (2010) found that There are the influence and relationship between training and development on organizational performance
HUMAN RESOURCE PLANNING
In many construction companies, human resources are the most expensive, but also the most flexible factors. Therefore, the optimal utilization of human resources is an important success factor contributing to long-term competitiveness (Zülch, Rottinger & Vollstedt, 2004). A crucial step in the human resources planning process is the translation of strategic goals and objectives into operational priorities, which is the goal of the operational human resources plan. This operational plan provides the link between the strategic plan and the detailed business plan of each team within a division. Literature is overwhelmed with papers that describe mathematical models that try to solve this operational personnel planning problem as efficient as possible. Van den Bergh, Beliën, De Bruecker, Demeulemeester and De Boeck (2013) classify a set of 291 articles started from 2004 onwards in the light of different perspectives concerning personnel or workforce scheduling. Examples of these perspectives are personnel characteristics, shifts definitions, constraints, performance measures, etc. An important conclusion in this paper is that although the mathematical models for personnel scheduling problems have a strong theoretical impact, they are barely used in practice. Especially the neglect of a number of characteristics of the real-world personnel scheduling problem puts a burden on the real-life applicability.
CHAPTER THREE
RESEARCH METHODOLOGY
Research is the process of arriving at a dependable solution to problems through planned and systematic collection, analyzing and interpretation of data (Osuala, 1993).
Green and Full (1975) defines research methodology as the specification of procedures for collecting and analyzing the data necessary to solve the problem at hand such that the differences between the cost of obtaining various levels of accuracy and the expected value of the information associated with each level of accuracy is optimized.
Thus, in this chapter the method and techniques of data collection and analysis for this study are discussed in details, research design, population of study, sample and sampling technique, sources of data collection, research instrument, validity of the instrument, reliability of the instrument, procedure for administration of research instrument, as well as the limitation of the research methodology. This will be important in order to impact of human resource planning on organizational performance in clan development company Lagos.
Research Design
The research design adopted in this research work is the survey research design which involves the usage of self-designed questionnaire in the collection of data. Under the survey research design, primary data of this study will be collected from clan development company in order to determine impact of human resource planning on organizational performance in clan development company Lagos. The design was chosen because it enables the researcher to collect data without manipulation of any variables of interest in the study. The design also provides opportunity for equal chance of participation in the study for respondents.
Population of Study
The population of study is the census of all items or a subject that possess the characteristics or that have the knowledge of the phenomenon that is being studied (Asiaka, 1991). It also means the aggregate people from which the sample is to be drawn.
Population is sometimes referred to as the universe. The population of this research study will be Seventy-five (75) staff of clan development company Lagos state.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
This chapter is about the analysis and presentation of data collected from the field through questionnaire. The analysis of the data with particular question immediately followed by the presentation of findings.
As mentioned in chapter three, 50 questionnaires were administered and 50 were retrieved and necessary analysis was carried out on them and presented as follows:
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the impact of human resource planning on organizational performance in clan development company, Lagos. 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 human resource planning on organizational performance
Summary
This study was on the impact of human resource planning on organizational performance in clan development company, Lagos. Three objectives were raised which included: To examine the challenges hindering the implementation of human resource planning in clan development company, Lagos, to examine the benefits of human resource planning to an organizational performance and to see how human resources planning has change the level of production capacity in the clan development company Lagos. In line with these objectives, three research questions and research hypotheses were formulated and three null hypotheses were posited. The total population for the study is 75 staff management of clan development company, Lagos. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study.
Conclusion
Planning is essential for productivity and organizational effectiveness and efficiency because it acquires best human resources, focuses on corporate goal, utilizes human resources, develops human resources, reduces uncertainty and labour cost, regularizes production, maintains good industrial relation, keeps records, and controls human resources. Human resource planning must be linked with the organizational strategic plan as this is the only way to make manpower planning effective since it aims at not just ensuring that people are in the right place, at the right time and in the right number, but that they are also ready to adapt appropriately to different activities for future manpower needs. It is therefore never late for changes in the modus operandi of the organization hence a never ending process which utilizes matching human resources to its demand and supply for effectiveness and efficiency in achieving the overall organization goals. This is in lieu of the fact that the major goal of human resource management is productivity as all the functions and activities of human resource management are directed towards achieving high productivity (Oguonu, 2007) which improves when managers emphasize quality over quantity, break down barriers and empower their employees. Contemporarily, Managers, Chief Executives and Heads are advised to use reward systems, employee involvement, teamwork and excellent interpersonal relationship to secure high productivity in their various organizations. Howbeit, it is the ability of an organization to align her human resource management policies and practices with the overall organizational goals that the needed productivity can be assured
Recommendation
Human resources refer to people whose knowledge, skills, and abilities are utilized to create and deliver effective services. HR is considered the greatest resource of an organization. Effective HR planning attracts the right quality and quantity of people, develops the knowledge, skills, and abilities of employees, and retains employees within the organization. To further improve the system of the organization, modern technology should be utilized for strategically planning and developing HR. Moreover, a training and management development program should be implemented to enhance the capabilities of employees
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