abstract
this
research is designed to cover human resources planning in relation to performance
in private sector. as a human resource manager, human resources planning are
relevant function of management in an organization for the purpose of
actualizing set goals and objectives. human resources planning is a process of
analyzing an organization human resources needs under changing condition and
developing the activities necessary to satisfy this needs. human resources
planning to aid to find out actual problem affecting management of total
Nigeria using primary and secondary data as a source of information. good human
resources planning is responsible for higher productivity in the private
section. there should be regular and adequate personnel planning in
organization to cater for lapses or inadequacies were they exist.
table of contents
title
page - - - - - - - - - - i
declaration - - - - - - - - - ii
approval
page - - - - - - - - - iii
dedication - - - - - - - - - - iv
acknowledgement - - - - - - - - v
abstract - - - - - - - - - - vii
table
of contents - - - - - - - - viii
chapter one: introduction
1.1 background of the study - - - - - - 1
1.2 statement of the problem - - - - - - 4
1.3 objectives of the study - - - - - - 4
1.4 significance of the study - - - - - - 5
1.5 research questions - - - - - - - 6
1.6 scope of the study - - - - - - - 7
1.7 limitation of the study - - - - - - 7
chapter two: literature review
2.1 introduction - - - - - - - - 9
2.2 conceptual framework - - - - - - 9
2.3 human resources planning in total Nigeria
plc - - - 12
2.4 factors affecting human resources planning - - 13
2.5 productivity in organization - - - - - 14
2.6 productivity measurement - - - - - - 16
2.7 problems of productivity measurement - - - 17
2.8 factors influencing productivity - - - - - 19
2.9 human
resources planning and manpower planning similarities and dissimilarities - - - - - 20
chapter three: research
methodology
3.1 introduction - - - - - - - - 23
3.2 research design - - - - - - - 23
3.3 area of study - - - - - - - - 24
3.4 population of study - - - - - - - 24
3.5 sample size and sampling technique - - - - 24
3.6 instruments of data collection - - - - - 25
3.7 validation of instrument - - - - - - 25
3.8 reliability of instrument - - - - - - 26
3.9 method of data collection - - - - - - 26
3.10 method of data analysis - - - - - - 27
chapter four: data presentation
and analysis
4.1 introduction - - - - - - - - 28
4.2 characteristics of respondents - - - - - 28
4.3 data presentation and analysis - - - - - 31
4.4 summary of findings - - - - - - - 34
4.5 discussion of findings - - - - - - 35
chapter five: summary, conclusion
and recommendation
5.1 summary - - - - - - - - - 37
5.2 conclusion - - - - - - - - - 40
5.3 recommendations - - - - - - - 42
bibliography - - - - - - - - 44
appendix - - - - - - - - - 46
chapter one
introduction
1.1 background
of the study
the
history of planning is old as man himself planning had started from the ancient
era during the primitive period when there were no industries or firms.
planning is a basic function of management thus therefore means that planning
pervades all the functional area of management which include personnel,
production, research and development, marketing and finance.
through
planning organization goals and objective are determined; the resources
available must be strategies to achieve the goals and objectives. planning
provide answers to what? how? when? and their relationship to organization
activities.
in
personnel management function, human resources panel is a basic function. human
resources planning is sometime referred to as workforce planning, which is
defined as the process of the right number of qualified people into the right
job at the right time. to ensure adequate workforce in the organization,
management must plan properly, proper planning in this respect involves
accurate projection of the future, taking inventory of existing workforce,
comparing the force with the existing one and take corrective measure.
productivity
means rate of output, degree of result and success which is directly related to
profitability and turnover. this research study concentrates on the possible
impact of human resources planning on workers productivity.
the
human resources means the human that are in the organization. without them
there cannot be production. so there is need for the organization to plan well
for its human resource. proper planning enhances the productivity of an
organization. how?
·
planning helps to resolve problem of
shortage of staff in organization
·
it also helps in determining and
planning whatever capital, material, equipment and personnel required in an
organization in order to achieve organization objectives
·
human resource planning defining the
duties and responsibilities of the personnel employed and determining the
manner in which their activities are to be interrelated
·
human resource use planning to assess
external forces to help the firm deal with environmental uncertainty by
mobilizing scare or limited resources to neutralize potential threats.
·
planning make control possible, which
is, comparing actual outcome with performance standards and taking corrective
action if variance exists
·
human resource planning management
development by helping managers to take proactive role in moving the
organization toward a future desired state.
lastly,
human resource planning function include staffing, that is acquiring qualified
and appropriate number of workers for an organization, to determining and
acquiring other resources and proper allocation of these resources. in
addition, co-ordination of activities of all members and parts of an
organization is another major purpose of human resource planning in order to
boost production.