This research focuses on Manpower Planning and Development as an
effective fool for Achieving Original Goals, using star paper Mill Ltd
Aba as the case study. The problems of this study are numerous, to which
one is the absence of administrative control in achieving the overall
approved programs. The objective of this study is to map out enough
manpower planning time and skills that will help manager gather
information that will help them after ascertaining the organization
manpower planning resources. The findings of this study showed that
adequate finance is needed mauled for field work, and also that previous
manpower plan serves as a good basis in determining new manpower plan.
Therefore, it is discovered through the data analysis which was
questionnaire that manpower planning has an effect in achieving
organizational goals and objectives. The descriptive approach of
research design which was used enabled the researcher to gather analysis
and interpret the set of data. The research made use of interview,
observation and questionnaire as her instrument for data collection.
Recommendations, conclusion and finding of this project state that
management should be using their previous manpower plan as a point of
contact while prepping for a new plan in order to avoid mistakes.
1.1 BACKGROUND OF THE STUDY:
Manpower planning and development is the first and the
important function of management. The essence of manpower planning and
development involves a critical analysis of the supply, demand, surplus,
shortage and utilization of human resources. It is important to note
that manpower planning is often taken as the most important resources of
an organization because through it, other resources (material and
financial) are harnessed to meet the need of man.
development of a country depends on the quality and quantity of its
resources, the state of technology and efficient deployment of resources
in both production and consumption process.
Most organizations today
is facing problems because they did not plan for their workforce
neither do they have any systematic human resources management programs
that consider organizational goals.
Planning is the first and most
important function of management. The essence is to prepare for and
predict future events. Planning goes beyond attempting to attain stated
organizational objectives. It involves the
development of strategy and procedures required for effective realization of the entire plan.
of the major problems confronting management in any organization is the
most effective way of matching people with jobs. The process by which
management attempt to provide for the human resources or manpower to
accomplish its task is called “manpower planning”.
The concept of
manpower planning has been given different definition by different
authors. Malthus and Jackson (1992) see manpower planning as the process
of analyzing and identifying the need for the availability of human
resources so that the organization can meet its human resources
Griffin (1997) sees human resources planning as a plan
which involves accessing trends, forecasting the supply, demand for
labour and the development of appropriate strategy for addressing any
Ehegbunna (1992), sees manpower planning as having the
right person in the right number, in the right place and at the right
Olutola (1986), when manpower planning is mentioned, it
generally refers to the projection of future requirement for a given
number of people with specific skill to meet the demand of various
sector of the economy.
Ogunniyi (1992), in handling manpower planning
said that it is a concept that involves critical analysis of supply,
demand, surplus, shortage, wastage, and utilization of human resources.
planning is necessary in all organization because it is required for
recruitment. Without it, it would be difficult to know the number of
personnel’s required for recruitment.
Manpower planning and development helps measurement to determine:
(a) Number of employees
(b) The level of experience each must possess
(c) Their salary scale
(d) The best way to utilize them in an activity which practice increase skills.
Paper Mill Ltd was incorporated as a paper connoting company in 1997.
Now, the company operates thru (3) factories which includes stationary
plant at Umungasi (Aba); the recycling and conversion plant at Owerrinta
and the Ibadan conversion plant. It also has liaison offices in Lagos,
Ibadan, Kaduna, Kano, Suleja and Onitsha.
The premier plant located
at Aba, produces school exercise books of different types and a wide
range of stationary. It has an installed capacity of
tones per annum which translates into 38 million envelops of various
sizes and colours. Other products include typing sheets, duplication
papers and fullscap files. The cement percentage utilization is about 75
The second factory was commissioned in 1984 as a waste
paper recycling plant, with an installed capacity of 10 metric tones of
tissues paper in jumbo reels per day. By 1992 a new paper machine was
installed with the capacity of 15 metric tones of tissues paper per day,
presently, the Owerrinta plant has a total capacity of 60 metric tones
per day. This paper utilizes waste paper and paper off cuts as its main
sources of raw materials and that constitutes 90% both in volume and in
naira value of the plant requirement locally sourced. In this plant also
exists a toilet rolls production line which utilizes the jumbo reels as
inputs and produces 140, 000,000 units of toilet rolls, paper napkins
per year. This in effect positions the company as the largest producer
of toilet rolls and tissue products in the country, with marketing
outlets throughout the entire country. This plant just commissioned a
new product line sanitary towel for ladies with the brand name of “every
woman” becomes a new addition to the stable.
1.2 STATEMENT OF THE PROBLEM:
project is carried out to examine the impact of manpower planning and
development in relation to the achievement of organizational objectives.
Despite the emphasis being laid on effective and efficient manpower
planning and development, an organization still faces more problems in
manpower planning and development.
Among the problems are as follows;
(i) There is increase of waste of materials, time and money in the organization.
(ii) There is unnecessary breakdown in organizational operations.
There are no clear-cut policies for the guidance and co-operations of
all personnel who are accountable for day to day executive decision.
There are no interpretations of what each segment of the organization
must do so that every function will be integrated with all related
activities and this resulted to gaps and duplications of work.
There is no established administrative control in order to assume the
attainment of desired results in conformity with approved objective,
policies and programmes.
(vi) There is no clarity results desired,
criteria and schedules so that every manager in the system will know
what is expected of the organization as a whole and his department.
(vii) There is inter-departmental conflict and this resulted to staff alienation.
There is confusion, misunderstanding and conflict about roles and
responsibilities of people employed in the organization.