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EFFECT
OF MANPOWER PLANNING ON ORGANISATION PERFORMANCE IN NIGERIA
BOTTLING COMPANY PLC KADUNA
ABSTRACT
This
research is directed to examine the effect of manpower planning on organisation
performance in Nigeria Bottling Company Kaduna Kaduna
TABLE OF CONTENTS
Title
page - - - - - - - - - i
Declaration - - - - - - - - - ii
Approval
page - - - - - - - - iii
Dedication - - - - - - - - - iv
Acknowledgement - - - - - - - v
Abstract - - - - - - - - - vi
Table
of contents - - - - - - - - vii
CHAPTER ONE
1.1
Background of the study - - - - - 1
1.2
Statement of the problem - - - - - 9
1.3
Objectives of the study - - - - - - 11
1.4
Significance of the study - - - - - 12
1.5
Justification of the study- - - - - - 13
1.6
Scope and limitation of the study - - - 13
1.7
Definition of terms - - - - - - 14
CHAPTER TWO
Literature Review
2.1 Introduction - - - - - - - 15
2.2 Conceptual definition - - -- - - - 15
2.3 importance of manpower planning- - - - 16
2.4 Function of manpower planning - - - - 19
2.5 Types or style of manpower planning - - - 21
2.6 Element of manpower planning - - - - 22
CHAPTER THREE
Research Methodology
3.1 Introduction - - - - - - - 28
3.2 Research
method use- - - - - - - 28
3.3 Population - -- - - - - - 29
3.4 Sampling
procedure - - - - - 29
3.5 Instruments
used - - - - - 29
3.6 Source
of data collection - - - - - 32
3.7 Data
analysis procedures - - - - - 33
CHAPTER FOUR
Data
presentation and analysis
4.1
Data presentation and analysis - - - - 35
4.2
Test of hypothesis - - - - - - 43
CHAPTER FIVE
Summary,
Conclusions and Recommendations
5.1 Introduction - - - - - - - 46
5.2 Summary
of findings- - - - - - - 46
5.3 Conclusion - - - - - - - - 46
5.4 Recommendations- - - - - - - 47
References - - - - - - - - 51
Appendix - - - - - - - - - 52
CHAPTER ONE
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
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.
<
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
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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