Effects of Manpower Planning on Organizational Productivity
CHAPTER ONE
Objectives of the study
The main objective of the study is to examine the effects of manpower planning on organizational productivity. The specific objectives of the study are given below:
- To identify the relationship between manpower planning and organizational productivity in PIPC
- To evaluate the challenges of manpower planning in PIPC
- To identify the challenges of manpower planning and be able to proffer solutions to enhance organizational productivity in PIPC
CHAPTER TWO
LITERATURE REVIEW
Conceptual review
Manpower planning Defined
According to Gould, 1984, p.31 manpower planning is defined as, “the strategically driven human resource function will be devoted to finding ways to help the organization gain important advantages over its competitors”. Those advantages are often described in terms of the capacity that a business has with which to pursue its objectives. “The capacity of an organization to achieve its strategic objectives is influenced by human resources in three fundamental ways: cost economics; capacity to operate effectively; capacity to undertake new enterprises and change operations” (Biles and Holmberg, 1980, p.64).
Mullins (1996) acknowledges that „In recent years increasingly more attention has been given to the important of planning human resources as well other economic resources such as capital, materials, machinery and equipment‟.
Bulla and Scott (1994) has shown that, Manpower planning as „the process for ensuring that the human resources requirements of an organization are identified and plans are made for satisfying those requirements‟.
Manpower planning basically refers to the planning of all the various activities carried out by the human resource department or even planning how the activities of the human resource department can be executed. Some of these human resource activities are recruitment, selection, motivation, coaching, career development, empowering, and evaluations among others.
According to Mondy et al (1996) manpower planning is defined as a systematic analysis of HR needs in order to ensure that correct numbers of employees with the necessary skills are available when they are required.
When we prepare our planning programme, Practitioners should bear in mind that their staff members have their objective they need to achieve. This is the reason why employees seek employment. Neglecting these needs would result in poor motivation that may lead to unnecessary poor performance and even industrial actions.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
This chapter documents the methods employed by the researcher in assessing the effects of manpower planning on organizational productivity. This chapter presents the research design, population of the study, sampling technique, instrumentation, reliability and validation of the study, method of data collection and method of data analysis.
Research design
Research design is the strategy employed by a researcher for conducting academic research by addressing research objectives, research questions and hypotheses by collecting, interpreting and analyzing data (Wright et al. 2016). This study used a descriptive survey design method. The survey research design was used because the study relied on primary data collected from sampled respondents.
CHAPTER FOUR
DATA PRESENTATION AND INTERPRETATION
Results
This chapter presents the results of the study on assessing the moderating role of vocational training on entrepreneurial education and entrepreneurial intentions by analyzing the quantitative data collected from the compilation of the questionnaire, based on the research objectives and questions. Table 4.1 shows the return rate of the collected data from 218 distributed questionnaires.
CHAPTER FIVE
CONCLUSION AND RECOMMENDATIONS
Conclusion
The study was carried out on the effects of manpower planning on organizational productivity, using Plateau Investment and Property Development Company (PIPC) as the case study. The summary of the findings given by the researcher was based on the knowledge and information gathered through the analysis of the questionnaires and interviews conducted in the organization, where she discovered that adequate finance was needed for field work.
Also, the researcher was able to determine the challenges of manpower in PIPC and possible solutions to these problems. The answers provided by the respondents showed that the company knows very well about manpower planning and development and its importance and thus makes organizing less difficult and taster. And therefore, it enhances better attainment of organizational objectives and derives benefit from it.
Manpower planning is an initiative adopted by organizations to bridge the gap between current job performance of employees and organizational productivity. For manpower planning to be effective and efficient, organizations need to consider the pros and cons of the various training models and adopt the most suitable for any training need at any given time.
The impact of manpower planning on an organization and its employees is enormous. Manpower planning hasten the fulfilment of organizational goals as well as fulfilment of the career advancement need of employees. It strengthens the bonds between employers and employees because of the mutual benefits both derive from a well organised training policy of organizations.
It was discovered that risk and uncertainty was minimized by manpower planning and this is needed more today than before as social and economic condition alter very quickly and careful manpower planning enables an organization to prepare for change. Manpower planning helps the organization to define its purposes and activities. It enables performance standards to be set and results can therefore be compared with the standard to enable managers to see how the organization was proceeding towards its goals.
Furthermore, it was observed that manpower planning has direct effect on the overall productivity and is also necessary for an organization to carry out their duties effectively.
Recommendations
Based on the findings and conclusion from study effects of manpower planning on organizational productivity, the importance of manpower planning cannot be over emphasized and as such manpower planning is absolutely necessary in accordance with good planning program for an organization to survive.
The following recommendation are made and directed to all those in management level in the nation as a whole. This recommendation will help to correct some of the mistakes and problems militating against the management functions of especially manpower planning.
- Top management must participate fully in formulating the corporate / strategy and should not delegate it to their subordinate
- Management should be using their previous manpower plan as a point of contact while preparing for new manpower planning in order to avoid mistakes.
- Managers of all levels should participate in manpower planning since imposing manpower planning on managers without their participation or opinion is a barrier to successful manpower planning.
- Manpower planning should not be rigidly followed; it must be flexible in order to adjust in case of any environmental change.
Suggestion for further study
The research is by no means conclusive. Many areas exist within the environment of PIPC which requires further studies. These also be beneficiary to other organizations similarly positioned and operationally so situated.
Thus, studies can be conducted in the following areas:
- Fundamental of small business management and entrepreneurship Development
- Manpower Planning and Human need.
These and other areas not mentioned in this study due to the direction of this research and the suggested areas can be further researched to add to the knowledge.
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