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THE IMPACT OF MANPOWER
PLANNING ON ACHIEVEMENT OF CORPORATE OBJECTIVE OF AN ORGANIZATION
ABSTRACT
The need for organization to achieve its corporate objectives
brought about the adoption of manpower planning in their management process. It
is hoped that effective manpower planning of their employees would enhance
their performances thereby contributing effectively in achieving organizational
objectives. The research examines the impact of manpower planning on
achievement of corporate objectives of an organization (A case study of Delta
Glass Company Plc, Ughelli.) and its impact on both the employees and the
organization as a whole with a specified objective of looking at its
contributions to achieving its corporate objectives via the improvement of
skill and knowledge of staff in an organization to enhance job satisfaction. In
conducting the research work, personal interviews and questionnaires method
were used in data collection and data analysis was on simple percentage method
which was administered to a sample 100 staff in an organization. Literature
relevant to the study was extensively reviewed. This research work is important
since worker’s performance directly or indirectly depends on how well an
organization plans its manpower. From the findings of the research, the
following recommendations were made: Every organization should endeavour to
give manpower planning the attention it desires. Specialists in this area of
manpower planning should be employed in companies/ organizations to handle this
complex assignment so that the fruits of an effective manpower planning can be
reaped by such organizations.
CHAPTER ONE
1.1 BACKGROUND OF THE
STUDY
The problem of manpower planning on achievement of corporate
objectives has received the attention of many experts, researchers,
organizations as well as the government. This is because it constitutes a
serious slowdown to the socio – economic development of the country and as well
as organizations. It is in the light of this, that i have decided to examine
how manpower planning will help in achieving corporate objective of an
organization using Delta Glass company plc, Ughelli as a case study.
Organization is all about people. The centrality of people in
the life of any organization is not subject to debate; hence manpower is the
most important resources in all organization. This is what is referred to as
manpower planning.
Manpower is the most important resource in an organization.
This is because through it other resources are harnessed for the attainment of
organizational goals.
Manpower planning can be defined as planning for the
requirement of personnel in an organization for the near future. It entails an
analysis of current and expected vacancies due to retirement, discharges,
transfers, promotions, sick leaves, leave of absence or other reasons. It is an
analysis of current and expected expansions or curtailment in department.
(French 1974 in Onah 2000)
According to
Nwankwo (2000), manpower planning can be defined into macro and micro types.
Macro planning refers to the nation labour force and plans to utilize its
resources more effectively. It is concerned with training and development plans
initiated by the federal and state governments, aggregate supply projectors and
resolving unemployment problems. Micro planning on the other hand is concerned
with providing the right number and kind of people to accomplish an
organization’s objective. This includes the assessment of current human
resources, forecasting future needs, designing programmes to recruit and
develop personnel and implementing national manpower programmes in the
organization.
From the above definitions, we can deduce that manpower
planning has to do with establishing functional manpower in an organization.
Consequently, on the basis of the analysis and assessment the personnel agency
then proceeds to make plans for internal transfers or reduction of manpower for
training and development to meet the desired quality and quantity of the
requisite skills and knowledge for advertising existing vacancies and if need
be, for the recruitment of new staff or a combination of these processes.
Manpower planning is the process that helps organizations to
provide the adequate human resources to achieve their current and future
organizational objectives. Manpower planning is the most strategic of all human
resource management functions.
Planning defines the sources, number and type of manpower
needed to meet future work requirements. Predetermined strategies to attract
and retain the best people are also laid down. Strategic development and
utilization of employee’s capabilities, which yield best benefits to the
company, are designed into the plan. Every organization plan its manpower needs
just as it budgets the amount of money it needs to spend. Those organizations,
whether private or public which do not have well established personnel
departments or planning units in the administration, fall into the error of
looking for staff when necessary. All organizations determines their manpower
needs either on a short – term (one year) basis or on a long term (from two
years to ten) basis.
However, for most organizations long term planning rarely
exceed five years. Short- term planning is a yearly adjustment of the figures
on the current payroll which goes with the actual annual budgeting in
organization.
As it is known
that planning is an analytical process involving various aspects so as to
produce quality products and to offer best services, various plan excise such
as determination of desired goals, assessment of the future in relation to the
environmental changes, selection of activities, preparation of written plan
document etc will have to be done, which will give rise to mobilization of
human resources. The result of manpower planning is marvellous. This will be
reflected in higher turnover, lower absenteeism, lower breakdowns, lower
migration and more than anything else higher quality of work.
In today’s
turbulent, often chaotic, environment, commercial success depends not only on
staff training but also on employees using their full talents. One of the ways
to achieve this is through motivation. No one ever does anything without having
been motivated to do it. In an organization, unless the proper persons are
motivated, the organizational objectives cannot be realised no matter how well
the organizational machinery is set. According to Armstong (2003) “motivation
is concerned with the factors that influence people to behave in certain ways.
That management can offer to the individual the means of satisfying the need as
an individual incentive to increase the individual productivity and achieve
organizational goals. Employees who are not motivated will not produce goods or
services efficiently, will make mistakes and mar the reputation of the company.
On the other hand, enthusiastic, motivated and committed employees will work in
a way that supports organizational goals.
Therefore, it is
imperative and expedient for organizations to recognise manpower planning as an
important aspect of its corporate planning process and so accord it the
attention it deserves as well as giving the plan a financial effect on the
annual estimates of the organization. As a result, most firms or organizations
have gone a step further to appoint personnel advisers and directors. This
underscores the strategic position of manpower in organization and the crucial
desire by every organization to actualise their objectives.
Attainment of
organizational objectives requires a lot of efforts on the part of management,
having gotten the right type of materials to accomplish the task they have set
out. The strategic problem of goal achievement is to get to the expected end
without either being derail by poor management or dearth of expertise in the
needed areas of the organization. Only a navigational instrument will surely
help matters, this suggests the blending of the elements of good and effective
management with the availability of skilful and talented manpower to achieve
corporate objectives of enterprise. This underscores the strategic position of
manpower planning; it is a core area which demands maximum attention from
management. This does not suggest the docility of other factors or inputs of
organization. The fact is that manpower can make up an organization, manpower
planning cannot be sideline in an effort to achieve organizational goals
perhaps, and this explains the failure of many organizations, while others
succeed in the competitive market.
This project
therefore, intends to examine manpower planning, discuss or diagnose strategies
adopted by organizations in achieving their corporate objectives. Examine the
problem areas and to provide recommendation or solution to the problem so far
identified.
1.2 STATEMENT OF THE
PROBLEM
In the word of
S.G Odia in his paper “Manpower Development in Nigeria”, the manpower resource
of any nation is a unique index of appraising a nation’s economic growth,
development and in fact it’s economic worth”.
The same can be
said at the organizational level, that is to say that manpower is the main stay
of an enterprise. Long before now, emphasis has been on how to increase
productivity through greater financial commitment and other inputs other than
manpower. The neglect of manpower planning in the scheme of things has exposed
many organizations to bad business climate in recent times. For example, the
Nigerian Airways, Nigerian Railway Corporation and Nigerian shipping line.
As a result of
the above, many firms especially in the private sector of the economy saw the
direct need to pursue an integrated manpower planning and organizational
objectives. If one recognises the strategic position of manpower in any
organization, then efforts of every organizations must be geared towards the
double barrels objectives of an effective manpower planning which is a pre-
requisite for the attainment of corporate objectives of an organization which
in this case is profit- making.
Human resources
are very complex especially, when there is a large pool of them as in the case
of Delta Glass company plc, Ughelli. Their mobility rate is very high and most
often very unpredictable. Be that as it may, it is inevitable to have a plan
which entails to a reasonable degree of exactness the manpower need of the
company is to take care of exigencies as they occur from time to time.
The dialectics of
manpower includes concepts such as manpower procurement, motivation,
development and general staff welfare. A neglect of any of these areas always
has a far reaching effect on the organization.
This research is
aimed at having a critical look at the problem of dearth of manpower in some
organizations as a result of lack of manpower planning in such
organizations. It is also to see to the
consequences of this as it relate to the achievement of the corporate
objectives of an organization, using Delta Glass Company as my case study.
1.3 OBJECTIVES OF THE
STUDY
The broad objectives of the study are to examine the
contribution of manpower planning to the achievement of corporate objective of
Delta Glass company plc, Ughelli.
The
specific objectives are as follows:
5 To know the
impact of manpower planning on achievement of corporate objective.
6 To know the
calibre of human resources required in an organization in terms of its
performance, productivity, profitability, efficiency and effectiveness.
7 To find out
the impact of budgeting allocation on manpower planning in an organization.
8 To determine
how manpower planning will help to ensure the availability of the required
manpower resources to be employed in the various department of an organization.
9 To proffer
solutions to the problems of inadequate/ lack of manpower planning in an
organizations.
1.4 SIGNIFICANCE OF
THE STUDY
This research work is important in the sense that many
organizations found themselves unable to achieve its corporate objectives as an
organization. A search for solution to this problem informed the researcher to
study the relationship between manpowerplanning and achievement of corporate
objectives of an organization. As a result, the findings of this research will
be of immense benefit to the business world as well as the academic world.
To the business
world, it will form the basis for accepting or otherwise the important position
of manpower planning in relation to the attainment of the objectives of an
organization.
It will on
the other hand contribute to the growth of human knowledge and helps to
stimulate further study in areas not adequately addressed in this research
especially glass technology.
1.5 RESEARCH
QUESTIONS
The following questions are to guide the researcher towards
finding out the solutions related to the problems, objective and the question
of research. The function of a research question is to focus the attention of
the researcher towards the problem he/she is solving. They are like road maps
that guide his/her steps.
The research questions are
1. What is the
impact of manpower planning on achievement of corporate objective?
2. What is the
calibre of human resources required in an organization in terms of its
performance, productivity, profitability, efficiency and effectiveness?
3. How can the
problems of inadequate/lack of manpower planning in an organization be solved?
4. How can manpower
planning help to control and determine the right number of persons to be
employed in the various departments of an organization?
5. How can manpower
planning be directed toward ensuring the success of organization corporate objectives?
1.6 SCOPE AND
LIMITATION OF THE STUDY
This research is aimed at finding out the relationship
between manpower and attainment of organizational objectives. It shall deal
with issues of manpower planning, the desirability of manpower planning as well
as factors affecting manpower planning process and job analysis which is a
prelude to an effective manpower planning in any organization.
All these shall be
treated in relation to Delta Glass Company as it relates to the organizational
goals and aspirations. However, occasional references shall be made to the
organizational settings. It will only deal with the programme of actions for
the personnel so as to ensure the right number of staff at the right time
putting in their best for the actualisation of the company’s objectives within
a given time.
1.7 DEFINITION OF KEY
TERMS
It is very important to give a brief definition of the
following key terms, in order to know the meaning of the key concept and some
words in the research project.
a) MANPOWER:
In general sense, it refers to the totality of the energies,
skills, attitudes and knowledge available to a country. But in economic sense
“manpower is usually confined to persons who are of the same working age which
conventionally refers to the broad age group of 18 – 55 years in Nigeria and 15
– 65 years in developed countries”. For the purpose of this study, manpower
shall mean the totality of the human resources of Delta Glass Company plc,
Ughelli.
b) MANPOWER
PLANNING:
Manpower planning as used in this work means the process of
ensuring the availability of the human resources needed in the organization.
This process involves the analysis of the levels of skills in the organization.
The current and expected vacancies as a result of transfer, resignation,
retirement of death. Manpower planning also involves the method of recruitment,
development of existing manpower and motivation of the work force.
French
(1990), defines the concept as a process of assessing an organization’s human
resources need in the light of organizational goals and making sure that a
competent stable work force is employed.
c) ACHIEVEMENT:
Achievement denotes the extent of performance of the
organization or company in realising the corporate objectives of the
organization. The achievement of an organization is generally its ability to
satisfy the owners of the company vis – a – vis the corporate objectives of the
company.
Achievement can
however be measured in terms of maximization of the shareholders wealth through
the improvement in its operations.
d) CORPORATE
OBJECTIVES:
The word
“Corporate” is derived from the word “Corporation”. Corporation also called
Limited Liability Company is a specific legal form of organization of persons
and material resources, chartered by the state for the purpose of conducting
business. In effect, corporate objectives denote the overall objectives of the
company as stipulated in its Articles of Corporation as a legal entity. As a
commercial venture, the sole objective of the company is profit making. Every
other thing is secondary and perhaps incidental to the organization.
(d). ORGANIZATION:
Organization is a consciously co – ordinate social unit
composed of two or more people, that functions on a relatively continuous basis
to achieve a common goal or set of goals.
It other words of
Mc Shane (2000), an organization is a group of people who work interdependently
towards some people.
e) PLANNING:
Planning
according to Conyers and Hills (1984), defined planning as a continuous process
which involves decisions or choices about alternatives ways of using available
resources, with the aim of achieving particular goals at same time in the
future.
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