THE IMPACT OF MANPOWER PLANNING ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF UNIVERSITY PRESS IBADAN)

ABSTRACTS

This study is titled the impact of manpower planning on employee productivity. The aim is to examine roles planning by planning of manpower on employee productivity. This study was carried out at Oxford University 'Press, Ibadan. Total number of 100 questionnaires was administered on survey population and simple percentage was used to analyses the gathered information.

The researcher concluded from his finding that: (i) Organization must be. Conscious about staffing level,' (ii) that organization should consider how long a particular job would exist (iii) That organization must invest in developing and maintaining the skills of its entire workforce, not only a few people at the top and that the nature of the reward system must be examined.

 

TABLE OF CONTENTS

 

CHAPTER ONE

1.1       Introduction

1.2       Statement of Problem

1.3       Scope of the study

1.4       Methods and sources of data collection

1.5       Data Collection Methods

1.6       Justification

1.7       For Description

1.8       The subject matter

1.9       Inadequacies of other methods

1.10    Sampling methods

1.11    Design and administration of Questionnaire

 

CHAPTER TWO:

LITERATURE REVIEW AND THEORETICAL FRAMEWORK

2.1       Literature review                                            

2.2       Theoretical framework                                       

2.3       The second theory of motivation hygiene theory                

2.4       Human resources cycle                                       

2.5       Recruitment                                                  

2.6       Performance appraisal                                          

2.7       Rewards                                                         

2.8       Development                                                            

 

CHAPTER THREE: RESEARCH METHODOLOGY

3.0       Introduction                                                              

3.1       Research design                                                                               

3:2       Data collection method                                                                  

3.3       Population studied                                                              

3.4       University Press Pic                                                                        

3.5       Organizational structure of university press PIc                            

3.6       Manpower planning                                                                          

3.7       Selection                                                                                             

3.8       Performance appraisal                                                                      

3.9       Reward                                                                                                

3.10    Manpower development and training                                             

 

CHAPTER FOUR

4.0       Data analysis and                                                            

4.1       Performance appraisal                                                                       

 

CHAPTER FIVE

5.1       Observation, recommendation conclusion

5.2       Summary                                                           

5.3       Recommendation                                                   

5.4       Conclusion                                                         

Bibliography                                                           

Appendix                                                                                                              

 

CHAPTER ONE

 

1.1     INTRODUCTION

Manpower planning may be defined as the strategy for acquisition, utilization, improvement and preservation of an enterprise's human resources in order to achieve an organization's goals and objectives.

Once a company has developed a long range strategy known as "Corporate Planning", it becomes possible to estimate the number of people of all types and categories that may be required over the following years. At the time that these estimates are made, some companies take the opportunity to review their staffing criteria as well as the mere members required in each category. Thus, it may desirable to evaluate the performance of men with different qualifications who have been doing the same job over a period of time. Any conclusion arrived at would be taken into consideration when preparing a long-term Manpower plan.

Also, Manpower planning is functionally, indicating how many employees ought to be selected, trained, promoted, retired, dismissed and so on over the following years and hence, an estimate of the personnel facilities that will be required can be made. The factors that are usually taken into consideration in making up Manpower plan includes:

  • The changing nature of business.
  • The rate of retirement and other causes of staff lose.
  • Changes in social employment conditions.
  • Changes in education.
  • Changes in job condition
  • Changes in company's organization.
  • Promotion pattern.

Personnel or labour is considered an essential factor in the production of goods and services, for its need to blamed (with) other factors of production or inputs appropriately for optimal productivity.

Labour, under the capitalist system is a means of workers existence, provided the worker is prepared to sell his "labour power" to the capitalist, otherwise he belongs to the unemployment market.

 

1.2     STATEMENT OF THE PROBLEM

Labour is the most crucial of all the factors production, of its operationally defective, the organization sustains a vicious cycle of ineffective and inefficient management procedure with resultant macro effect on the level of productivity. In his words, A.K Ubeku 1975 noted:

The Manpower requirement of any organization has to be planned for just as we budget Economic purposes. In a dynamic situation like the one in which we are now find ourselves in this Country, no Organization can grow effectively unless the functions of Manpower planning are carried out effectively. Some organizations without well-established personnel department fall into the error of looking for staff as when necessary. This is bad management. In every aspect of running a business, forward looking should be the rule, and this is even more important when we talk about adequate Manpower and the right type of Manpower in a country like Nigeria where Managerial and technical skills are few.

The derivation from standard manpower planning system with resultant effect on productivity led by a study carried out by Kalby (1980) on "Nigeria Worker". It emerged as an established fat that "The Nigerian worker is capable of producing as much as his counterparts in Europe or Asia but for some limiting factors which are functions of management inadequacies". Also, in the National development plan, the problem of manpower gap has been repeatedly predicted. In the light of the above -identified problems and the relevance of efficient manpower planning to productivity, this study wants to examine the extent to which effective manpower planning can eliminate the problem of manpower gap as well as the attainment of the goals and objectives of the company.

 

1.3             PURPOSE OF THE STUDY

  1.    The purpose of this study is to examine the impact of man power planning on employee productivity.
  2.    To examine the human cycles, which are four generic human resources functions. There are recruitment/selection, performance/Appraisal, Rewards and Development as necessary steps towards filing the manpower gap which is cankerworm eating deep into the fabrics of productivity. While conducting the study into the above aspects of manpower planning at University Press PIc, Ibadan, the researcher has the following objectives in focus:
  3.    Determine how the organization attains and maintains at the minimum      cost, the equality and quantity of manpower requirement to satisfy the manpower needs of the company.
  4.      Determine how the company is able to anticipate the problems arising from potential over or under supply of manpower needs from the labour market.
  5.    Examine the corporate policies on vertical and horizontal mobility of personnel towards the enhancement of the corporate goals and objectives.

It is hoped that the study will generate further research into this important area of human resources and also to contribute to a general understanding of labour in the industry.

 

1.4     SCOPE OF THE STUDY

This research work on University Press PIc., Ibadan, and a publisher in Nigeria is to examine the management tools with a view to assessing the level of manpower gap. The study population includes the management, senior, intermediate and junior members of staff. The respondents include the Executive Director, Departmental Managers or Controllers, Intermediate and Junior members of staff of various units within the company.