Impact of Manpower Planning on Organisational Development
CHAPTER ONE
OBJECTIVES OF STUDY
Manpower planning does not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. The objective of this project work is to find out if;
- Manpower planning has effect on growth and diversification of businesses in organization
- Recruitment and selection programmes in Dangote Sugar Refinery Plc. are truly based on manpower planning.
- Manpower planning helps to reduce the labour cost.
- manpower management helps to identify shortages and surpluses
- Manpower Planning helps to identify the available talents in a concern and to develop those talents.
CHAPTER TWO
LITERATURE REVIEW
THEORETICAL FRAMEWORK
In the Western countries, manpower planning and development as a human resource management (HRM) practice has witnessed a paradigm shift from a micro-analytical approach to macro-strategic approach but in a developing country like Nigeria, micro level perspective is yet to be fully explored and analyzed. Beside the traditional personnel functions, HRM has recognized new roles in terms of employee champion, change agent and strategic partner (Ulrich, 2007). The importance of obtaining manpower data and assessing the reliability of such data has become a salient issue to both practitioners and researchers. The question of how HRM policies and practices are linked to employee and organizational performance has been a subject of great interest to academics, practitioners and consultants (Wright, McMahan, McCormick & Sherman, 1999). Manpower planning and development as a function of management is highly indispensable in the achievement of organizational objectives. There is need to plan for the various resources such as human, material and time, etc, in order to achieve stated objectives. It should be noted that it is the function of the personnel to combine the various resources in an appropriate manner in order to actualize the objectives of the organization. In this globalized era, there are increasing claims that the route to competitive advantage is achieved through people. In a situation where identical nonpeople resources in the form of finance, raw materials, plants, technology, hardware and software are made available to competing organizations, the differences in economic performance between organizations can be attributed to differences in the performance of the organizations workforce. In other words, the calibre of the human resources in an organization determine the success or failure of an organization, hence, justify the rationale to plan for, and develop the personnel in various units of the organization in order to achieve the stated goals. According to Ake (2001), the development of indigenous manpower to serve as the propelling force for national growth and development is no doubt a key to Nigeria’s socio-economic and political development. This is quite indispensable considering the argument of the concept of transfer of technology as a propelling force for the development of the developing countries of which Nigeria is one (Ake 2001). However, it is important to state that the lack of adequate emphasis on manpower planning and development as a tool for development in Nigeria on the part of government as well as the organized private sector could not be far-fetched from the lack of understanding of both the concept and methods for manpower planning and development in a postcolonial Nigerian State in which the process of manpower planning and development for national growth was distorted by colonialism with it attendant negative orientation that was injected into political leadership (Ekpo 2009).
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried to examine impact of manpower planning on organizational development. Dangote Sugar Refinery Plc form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain impact of manpower planning on organizational development. 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 manpower planning on organizational development.
Summary
This study was on impact of manpower planning on organizational development. Four objectives were raised which included; Manpower planning has effect on growth and diversification of businesses in organization, Recruitment and selection programmes in Dangote Sugar Refinery Plc. are truly based on manpower planning, Manpower planning helps to reduce the labour cost, manpower management helps to identify shortages and surpluses and Manpower Planning helps to identify the available talents in a concern and to develop those talents.. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Dangote Sugar Refinery Plc. Hypothesis was tested using Chi-Square statistical tool (SPSS).
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.
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. Dangote Sugar Refinery Plc 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.
References
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