ABSTRACT
Organisations
tends to be hierarchical with a finite number of levels (ranks). Humans are
considered as the most crucial, volatile and potentially unpredictable resource
which an organization utilizes. If an organization fails to place and direct
human resources in the right areas of the business, at the right time, and at
the right cost, serious inefficiencies are likely to occur creating
considerable operational difficulties or even business failure.
The
situation is more crucial in Nigeria,
where there is scarcity of qualified manpower to fill existing positions.
Manpower planning is very compelling to effectively and efficiently utilize
whatever personnel that is available.
In this research work, manpower is viewed as a
vehicle for organisational development. This Project
work identify the impact of manpower
planning on organizational development, it identified the challenges faced by
organizations in Nigeria in deploying a proper manpower planning, and suggested
solutions would be recommended.
TABLE OF
CONTENTS
CHAPTER
ONE
INTRODUCTION
1.1
Background of the Study
1.2
Introduction
1.3
Statement of problem
1.4
Research Objectives
1.5
Research Question
1.6
Research Hypotheses
1.7
Model Specification
1.8
Significance of the Study
1.9
Scope/Limitation of Study
1.10 Methods
of Data Collection
1.11 Organization
of the Study
1.12 Contributions
to Knowledge
CHAPTER
TWO
LITERATURE
REVIEW
2.1 Introduction
2.2 Concepts of Manpower Planning
2.3 Employee Resources Strategy
2.3.1 Implementation Strategies
2.3.2 The Basis of Human resources Strategies
2.4 Demand Forecasting
2.4.1 Methods of Demand Forecasting
2.5 Forecasting the Supply of Labour
2.6 General Planning Principles
2.7 Process of Manpower Planning
2.8 Factors that lead to Successful manpower
Planning
2.9 Problems of Manpower Planning
2.10 Usefulness of Manpower Planning
2.11 Organization Development
2.12 Organization Development Intervention in Nigeria
References
CHAPTER
THREE
RESEARCH
DESIGN AND METHODOLOGY
3.1 Research Design
3.2 Research Sample
3.3 Research Instrument
3.4 Research Hypotheses
3.5 Research Techniques
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.1
Introduction
4.2
Personal Characteristics of
Respondents
4.3
Response of Respondents to the Problem
Areas
4.4
Testing and Interpretation of the Hypotheses
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1
Introduction
5.2
Summary of Findings
5.3
Conclusion
5.4
Recommendations
References
Appendix
I
Appendix
II
CHAPTER ONE
INTRODUCTION
1.1 HISTORICAL BACKGROUND OF THE STUDY
In
the early 1970s many companies were planning significant expansion. During this
period such companies were quick to realise that the key to success was an
adequate supply of appropriately skilled people. This led to the emergence of
human resource planning as a personnel management tool. Manpower planning is
the process of ensuring that the correct number of human resources are
available at the right time at the right place. Companies attempt to forecast
their human resource requirements for the medium, to long term. In order to do
that they need appropriate analytical tools. Much effort was devoted to
developing tools and techniques to assist managers with their planning. Many of
these were based on the theory of stochastic processes and more specifically
the concept of Markov chains [Bowel, 1974].
In
large organisations the flow of individuals between the various ranks is a task
which requires careful and detailed monitoring. Over a number of years patterns
of behaviour may emerge and in many cases the role of manpower planning is to
build a picture of such resource flows. In a stable environment where the
features and characteristics of product and labour markets are expected to
evolve in a predictable and orderly fashion, a model of long-term patterns of
employment within the organisation would emerge. This would show the expected
number of retirements, the expected turnover of staff, within departments and
the average number of staff which leave for involuntary reasons. This can give
a broad and rather basic picture of staff turnover. Hence it can also be used
to provide valuable information on timings and rates for replenishing staff. To
sum up, to maintain stable levels of employees over time management, required
data on where, when and how many employees need to be recruited.
1.2 INTRODUCTION
One of the major
problems confronting the Nigerian nation is lack of effective management. It is
not less stating the fact, if we say we lack effective management of the
Nigerian economy because we fail to develop our management manpower. Quite a number
of people are put in responsible management positions with little or no formal
or even management education, even at the rudimentary level Umoru-Onuka (2001a)
placed emphasis on the need to give adequate management education to those who
are either put in management positions or who aspire to become managers.
Invariably, therefore, the need for well-educated management personnel, in an
era of globalisation hardly needs being emphasized, unless the economy wants to
remain perpetually underdeveloped. It is also noteworthy that management,
according to Umoru-Onuka (2001b), is largely a communicative profession and is
to very large extent information based.
Organisations tend to be hierarchical with a finite number
of levels
(ranks). Humans are considered as the most crucial, volatile and potentially
unpredictable resource which an organisation utilises. If an organisation fails
to place and direct human resources in the right areas of the business, at the
right time, and at the right cost, serious inefficiencies are likely to occur
creating considerable operational difficulties or even business failure.
The
situation is more crucial in Nigeria,
where there is scarcity of qualified manpower to fill existing positions.
Manpower planning is very compelling to effectively and efficiently utilize
whatever personnel that is available. It is mainly in this way that people in
the organization who need more training could be identified to upgrade their
skill in order to assume more responsible position. It would also aid the
organization to start very early to seek and find capable hands to replace
those about to retire to cushion the effect of their departure from the
establishment.
This
Project work intend to identify the
impact of manpower planning on organizational development, this would require
identifying the challenges faced by organizations in Nigeria in deploying a
proper manpower planning, and suggested solutions would be recommended.