ATTENTION:
BEFORE YOU READ THE CHAPTER ONE
OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!
INFORMATION:
YOU CAN GET THE COMPLETE
PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL
INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS
PAGE. OR YOU CAN CALL: 08068231953, 08168759420
EFFECT OF
MANPOWER PLANNING ON PRODUCTIVITY OF EMPLOYEES IN PUBLIC SECTOR
ABSTRACT
The essence
of this research has it that manpower planning have been found to be capable of
making positive impacts on the development in an organization and the quality
life of the people by putting the right kind of employees to perform in an
effective and efficiency manner toward the objectives of the organization. This
assertion remain uncontestable given to its role its played toward the
development of the organizational goals. However, poor level of training and
development are attributed to the progress in achieving the organizational
goals, it is to this end that this research work is being carried out with a
view to identify the effect of manpower planning on productivity of employees
in public sector. In gathering data for this work, the research made use of
chi-square (X2) statistical techniques. It was found that manpower planning is
very important in an organization by making positive impact on employee’s
performance and contributing to the growth and development in an organization.
The research equally found that employees are motivated to perform better. To
this effort, the research recommends that organization should sees manpower
planning as the live wire of the organization and to know how to tackle their
problems in terms of decision making.
CHAPTER ONE
INTRODUCTION
1.1
Background of the study
The aim and
objective of any organization is to succeed. For that, the organization must
follow laid down procedures that will contribute to the success. These are
factors that contribute to the success of any organization. These factors are
capital, equipment and manpower. These factors are important but the most
relevant factors is the human factor (Human resource). Since it is the people
that put the other resources to work, it should be viewed as such by management
by giving it due attention in order to achieve its organization goals and
objectives.
The manpower
planning aimed at ensuring that the right person is available for the right job
at the right time. This involves formulating a forward looking plan to ensure
that the necessary human effort to make it possible for the survival and growth
of the organization. It becomes imperative to develop the employees.
1.2 Statement of the problem
Human
resources is considered the most critical to any organizational survival of a
truism that adequate supply of material and financial resources that utilize
these available resource to being about the desired goals.
However,
most organization plans meticulously for their investment in physical and
capital resources and these plans are reviewed with utmost attention to detail
while rarely to such organization pay attention to human investment in which
the capital and equipment will be in vain. Not many organizations consider the
necessity for a well defined and sustained training and development for staff in
order to upgrade their performance or they are not able to cope financially
with training and development programme.
The few
organizations that given thought to this very important aspect of staffing
functions do so with lack of seriousness, all round attention and continuity.
The programmes are carried out not only once in a blue moon but are also
lopsided in terms of content and staff participation as a result of this
lackadaisical attitude of management toward manpower planning and employee.
There had been a progressive decline in the ability of manpower to cope with
the challenges that resources management.
These
emphases on manpower and employee influenced by the belief that it is now
desirable to focus more attention on areas which in the past has been relative
neglected because every organization regardless of its size must provide for
the needs interest and desire of its employee within the work environment if it
is to earn loyalty, dedication, involvement and commitment necessary to compete
effectively.
The human
factor of production, manpower as it is alternatively called in the early 1960,
has increasable been recognize as the most critical resource of the factors
without which an effective utilization of all other factors remain a dream.
Although it might be tempting to attach more relevance to the availability of
physical resources such as capital and equipment undermining that they are mere
passive factors of production which depend on human intellectual which is the
active agent to exploit them in order to achieve the objective of the
organization.
The aim and
objectives of setting a company is to make profit and achieve the
organizational goal adequate manpower planning and employee programmes should
be put in put place to enhance performance. Attend the over unfolding new
dispensation in the industry, in the circumstance, what we find is the rise in
industrial output is inconsequential in spite of the enormous wake of modern
technology that now exist in industrial activities.
The opinion
of industry observes that the poor performance of the organization workers
follow from their inability to keep abreast with the new technological current
as a result of the absence of appropriate and sufficient staff training. It is
against the background that the researcher considered the impact of performance
manpower and employee on organization performance of this mission. However, the
project used Nasarawa Local Government Council as references.
1.3 Objectives of the study
The
researcher is not only interested on the study but what should be the objective
of the research work. There is every reason as to why research of this nature
is carried out at this present dispensation. However, the basic objectives of
carrying out a research of this nature is not just for academic exercise but
also for creativity and intellectual development and also to be able to
identify new discoveries in this area of study.
To conduct
an empirical investigation through a review of the manpower planning and
employee policy of the council.
To identify
some techniques of manpower training and development in the company and their
relevance to the company rules and the industry at large.
To highlight
the need for manpower planning and employee in the company.
To establish
the relationship between personal training and development and staff
performance.
To access
the staff recruitment, selection and training programmes and from it, establish
some relationship between these programme and problem enumerated.
To correct
the belief that in this age of computerization and technological development,
all that business units need to survive in the acquisition of up-to date
capital equipment to the neglects of the power management of its human
resources.
To proffer
solutions to the identified problems.
1.4 Significance of the study
This
research work will be useful to the Nigeria youths and to the community of
Nasarawa local government area council. It will serve as a good sources of data
or reference for subsequent researchers who may intend to carry out study
related to this topic.
It will also
help the government and organization in policy making on manpower planning on
productivity of employees. Truly the awareness of this work is to create and
stimulate productivity of employees in public sector.
1.5 Research questions
Attempts
will be made to provide answers to the following research questions:
What is the
value of manpower planning on productivity of employee in public sector?
What are the
factor responsible for inadequate manpower planning and productivity of
employee in public sector?
What are the
employee attitudes towards training?
Are there
enough qualified manpower planning and productivity of employee in public
sector?
What are the
methods/criteria used in manpower planning and productivity of employee in
public sector?
1.6 Research hypothesis
The
following statements of hypothesis are formulated to guide the researcher to
use whether there is a relationship between manpower planning and productivity.
Hypothesis
one
(Ho): There
is no direct relationship between manpower planning and productivity in the
local government.
(Hi): There
is direct relationship between manpower planning and productivity in the local
government.
Hypothesis
two
(Ho): Lack
of adequate manpower planning and productivity is not directly responsible for
high labour turnover.
(Hi):
Asdequate manpower planning and productivity is not directly responsible for
high labour turnover.
1.7 Scope of the study
The study is
aimed at investigating the effect of manpower planning and productivity of
employees in public sector as it affects job performance.
The research
work covered the effect of recruitment and selection for manpower planning on
productivity of employee in public sector in Nasarawa local government council.
1.8 Limitation of the study
This project
is limited to the challenges of manpower planning and productivity of employee
in public sector with its impacts in Nasarawa local government council. The
limitation the researcher had was difficulty in getting necessary information
on time because of the responses from the organization was very low. They don’t
want to release necessary information pertaining to the data collected,
especially in the area of available resources.
Some of the
limitations encountered by the researcher during the research of this study
are:
Financial
constraint: Financial capacity plays a great role in carrying out the study
especially with the present economic situation in the country. The cost involve
in collecting the needed data in terms of transportation and getting the report
typed out were relatively high.
Secrecy:
Many respondents were skeptical to reveal certain vital information that was
important to the successful completion of the study, which they consider
sensitive and private. Also the reference company fails to release certain data
for strategic purpose.
Lack of
proper record: Lack of proper record keeping by the reference company
contributes greatly to the researchers obstacles in gathering accurate data
minimally free from error and means that will improve the company overall sale
turn over.
Time
constraint: The time schedule for the coverage of the study is insufficient for
detail collection and analysis of data. This also aggravate with the fact that
researcher have some academic work to embark upon.
1.9 Definition of relevant terms
Effects were
made at defining the terminologies used during this study to avoid ambiguity
and elicit proper understanding.
Manpower:
The human resource of a business concerned, these include unskilled, skilled,
supervisory and management staff of a company.
Planning:
Setting objective and deciding on the best ways of achieving the objectives.
Empirical:
Empirical of people or method guided by practical experience rather than by
scientific ideas.
Constraint:
Restriction
Training:
The process of importing new skills, ideas, knowledge and techniques into
someone to bring that person to a deserved standard of behavior.
Productivity:
is the output one is able to offer to the society or organization as expected
achievement.
Employees:
it simply refers to worker in an organization, they could be skilled and
unskilled employees.
Organization:
Can be defined as a group of person’s who form a business, clubs together in
order to achieve particular aim.
Performance:
Can be defined as the process in performing a task, an action or the act of
putting a lot of effort.
Development:
This is the acquisition of knowledge and skills that may be used in the present
and the future.
Government:
Those are the policy maker responsible in the enforcement of policy and decision
making in a country.
HOW TO GET THE FULL PROJECT
WORK
PLEASE, print the following
instructions and information if you will like to order/buy our complete written
material(s).
HOW TO RECEIVE PROJECT
MATERIAL(S)
After paying the appropriate
amount (#5,000) into our bank Account below, send the following information to
08068231953 or 08168759420
(1) Your
project topics
(2)
Email Address
(3)
Payment Name
(4) Teller
Number
We will send your material(s)
after we receive bank alert
BANK ACCOUNTS
Account Name: AMUTAH DANIEL
CHUKWUDI
Account Number: 0046579864
Bank: GTBank.
OR
Account Name: AMUTAH DANIEL
CHUKWUDI
Account Number: 2023350498
Bank: UBA.
FOR MORE INFORMATION, CALL:
08068231953 or 08168759420
AFFILIATE
Comments
Post a Comment