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EFFECT OF MANPOWER
PLANNING ON ORGANISATION PERFORMANCE IN NIGERIA BOTTLING COMPANY PLC
KADUNA
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.
MANPOWER PLANNING
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.
Policy 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.
Planning level: 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.
Operating level: 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.
Meanwhile a number of factors
serves as a constraints to the validity of manpower plan in an
organization, these include:
Planning period: 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.
Unpredictable nature of human asset: 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.
Unification of manpower planning approaches
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.
The need for manpower planning
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
One of the problem confronting management in any organization
is the effective way of matching people with jobs. The perenia question that
experts often ask is whether we should design job to suit the individual or get
the individual fit into a job position, before this question is answered, it is
to observed that one of the function of management is to determine it manpower
need.
“The process by which management attempt to provide for it
human resources to accomplish its task” is called manpower planning, all
enterprises must plan their manpower formally or informally.
Manpower is necessary in all organizations it will be
difficult to know the number of personnel required for recruitment to be
reassigned, due for retirement or that need to be retained for better
utilization. Manpower planning reduces excessive recruitment, training and
transfers and thereby save management cost and time. BRUCECOLEMAN in his work
“AN INTEGRATED SYSTEM FOR MANPOWER PLANNING” observed that the major changes in
population, technology Renovation and size complexity of organization have made
informed method of employment planning absolute for all but very small and
stable organization.
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
uncertainly. KREITHNER, IBID, p. 162 meaning that manpower planning is a
continues never – ending process,
demanding reviews, adjustments readjustment of goals and expectation. Thus
flexibility in planning become vital in order to attain established
organization objective.
Unpredictable nature of human asset, the human assets changes
like weather, hence posing a serious
challenge to the precise study, measurement or investigation KREITHNER 1999 P.
48 since human being cannot be reduce 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 demand.
Unification of manpower planning approaches, another obvious
limitation of manpower planning is the inability to arrive at a consensus on a
single line of approach/practice in organization such an approach should
systematically focus on the identification of future manpower need and
problems, as may be occasioned by the fast changing environment of business.
1.3 OBJECTIVE OF
THE STUDY
The researcher of this study is of the view that manpower is
very important factor on organization performance in Nigeria Bottling Company
Plc Kaduna. It is a major tool Management uses to implement its good objective
which are geared toward the survival of the organization, manpower would not be
of any value if it is not productive. The aim and objectives is to examine the
effect of manpower planning on organization performance in Nigeria Bottling
Company Plc Kaduna.
- The
researcher work will aid the organization identify its lapses and study it in
regard to manpower planning.
- It will also
aid in identifying the operational factor which hampers the effective and
efficient manpower planning of the organization on manpower planning as it
affect organization performance.
- To encourage
a good match between manpower recruitment and manpower requirement
1.4 STATEMENT OF
HYPOTHESIS
The research has chosen to formulate the following hypothesis
base on the data collected
HO: That proper manpower planning has no effect on
organization performance.
H1: That proper manpower planning has positive effect on
organization performance.
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1.5 JUSTIFICATION
OF STUDY
The main purpose of this study is to show the significant of
manpower in an organization and indicate how it helps to improve organization
performance. There is no gainsaying the fact that human resources or manpower
is a vital asset to an organization it is worth noting however that it is an
expensive asset demanding the application of policies and strategies that will
lead to the recovery of amount invested and as well gurantee optimal return on
investment.
Therefore, this study will be of tremendous help to both
public and private organization to focus on effective manpower planning to
achieve organization goals and objective and its also serves as academic discipline
for other research.
1.6 SCOPE AND
LIMITATION OF STUDY
This study is intended to cover the effect of manpower,
planning on organization performance in Nigeria Bottling Company Plc, Kaduna.
Also lack of cooperation from the staff and mostly importantly, lack of
encouragement by the management of the organization and administrative
bottlenecks acted as impediments to this study.
1.7 DEFINITION OF
TERMS
Manpower: Is the Human effort, mental or physical, exerted in
the production of goods and services.
Planning: Is a process concerned with defining ends, means
and conduct of every level of organizational life. It is a management activity
which begins by defining the aim and objective of the organization.
Organization: Is the process of dividing work into convenient
task or duties by creating and maintaining like group to achieve specific
objective.
Manpower planning: Manpower planning is a process which aims
to ensure the efficient use of people through making sure that the right number
of workers are in the right place at the right time, possessing appropriate
range of skills and expertise. Manpower planning seeks to maintain and improve
an organization ability to achieve corporate objective by developing strategies
which are design to increase the present and future contribution of manpower.
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