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Abstract
The study examines the relationship between human capital adjustment and organizational performance. The main aims of the study is to determined the relationship between scenario planning and organizational performance of Nigerian bottling company in Port Harcourt, to examine the relationship between demand forecasting and organizational performance of Nigerian bottling company in Port Harcourt and to examine the relationship between supply forecast and organizational performance of Nigerian bottling company in Port Harcourt. In this study, the survey research design was employed. The population is made up of 216 employees of Nigeria bottling company Port Harcourt, as follows: senior staffs = 113 and junior Staffs = 103. The Taro Yemen’s formula was used to determine the sample size of 140. A self-design questionnaire on human capital adjustment and organizational performance was used specifically for data collection. Data collection was done using a structured questionnaire. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. The chi-square statistical test was employed this test was used. The SPSS version 22 was used to test the hypotheses. The study revealed that scenario planning, demand forecasting and supply forecasting associated with organizational performance of Nigerian bottling company in Port Harcourt. Based on the finding of the study, we recommended that the management of Nigeria bottling company should continue to ensure that the Human Resource policy, which is a result of the organization strategy to use human resource, among others, to achieve outstanding performance very year, is upheld and besides a thorough knowledge of the position the organization is trying to fill, recruiters must be able to pinpoint sources of human resources.
Table of Contents
Title Page i
Abstract iii
Declaration iv
Certification v
Dedication vi
Acknowledgements vii
Table of Contents viii
List of Tables x
List of Figure xi
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the study 1
1.2 Statement of the Problem 4
1.3 Objectives of the Study 5
1.4 Research Questions 5
1.5 Research Hypotheses 6
1.6 Significance of the Study 6
1.7 Scope/Delimitation of Study 7
1.8 Definition of Terms 8
CHAPTER TWO 9
LITERATURE REVIEW 9
2.1 Conceptual Framework 9
2.2 Theoretical Framework 9
2.3 Review of Literature on Study Variable 13
2.4 Empirical Review 19
CHAPTER THREE 21
RESEARCH METHODOLOGY 21
3.1 Research Design 21
3.2 Population of the Study 22
3.3 Sample and Sampling Techniques 23
3.4 Questionnaire Design 24
3.5 Sources, Methods of Data Collection 24
3.6 Data Analytical Techniques 25
3.7 Reliability and Validity 26
CHAPTER FOUR 27
DATA PRESENTATION AND ANALYSIS 27
4.1 Data Collection and Presentation 27
4.2 Data Analysis 28
4.3 Hypotheses Testing 31
4.4 Discussion of Findings 34
CHAPTER FIVE 35
SUMMARY, CONCLUSION AND RECOMMENDATIONS 35
5.1 Summary 35
5.2 Conclusion 35
5.3 Recommendations 36
REFERENCES 37
Appendices I 41
Appendices II 42
List of Tables
Table 4.1: Questionnaire Administration and Retrieval 27
Table 4.2 Sex of Respondents 28
Table 4.4 Age of Respondents 28
Table 4.5 Academic Qualification 29
Table 4.6 Employee Designation 29
Table 4.7 Does scenario planning associated with organizational performance in some selected Commercial Bank in Port Harcourt? 30
Table 4.8 Does Demand forecasting associated with organizational performance in some selected Commercial Bank in Port Harcourt? 30
Table 4.9 Does supply forecast associated with organizational performance in some selected Commercial Bank in Port Harcourt? 31
Table 4.10 Does scenario planning and organizational performance? 31
Table 4.11 Test Statistics 32
Table 4.12 What is the relationship between demand forecasting and organizational resilience? 32
Table 4.13 Test Statistics 33
Table 4.14 What is the extent to which supply forecast and organizational resilience? 33
Table 4.15 Test Statistics 34
List of Figure
Fig. 2.1: A Conceptual Framework on Human Capital Planning and PerformancePerformance 9
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Existing literatures provide evidence that aspects of an individual’s human capital facilitate the recognition or development of Company Performance (Marvel and Lumpkin 2007; Shane 2000). Moreover, the human capital theory indicates that individuals with more or higher quality human capital will reap more desirable outcomes (Becker 1964).
In current global market, companies are composed by competitors, regardless of industry. To develop a competitive advantage, it is important that firms truly leverage on the workforce as a competitive weapon. A strategy for improving workforce productivity to drive higher value for the firms has become an important focus. Firms seek to optimize their workforce through comprehensive human capital development programmes not only to achieve business goals but most important is for a long term survival and sustainability. To accomplish this undertaking, firms will need to invest resources to ensure that employees have the knowledge, skills, and competencies they need to work effectively in a rapidly changing and complex environment.
In response to the changes, most firms have embraced the notion of human capital has a good competitive advantage that will enhance higher performance. Human capital development becomes a part of an overall effort to achieve cost-effective and firm performance. Hence, firms need to understand human capital that would enhance employee satisfaction and improve performance. Although there is a broad assumption that human capital has positive effects on firms’ performance, the notion of performance for human capital remains largely untested.
Human capital management is an incorporated push to oversee and create human abilities to accomplish altogether abnormal state of performance. Human capital management hones are set of practices that are sees individuals as resources whose present esteem can be estimated and whose future can be upgraded through venture. Gartner (2015) affirms that human capital is an arrangement of practices identified with individuals asset management, particularly in the classifications of workforce securing, management and advancement. Notwithstanding the customary authoritative undertakings, it incorporates workforce arranging and system, recruitment on boarding, employee training, revealing and investigation. Thus, it is the reason for working in an organization for ideal performance. Organization is a composed gathering of individuals with a specific reason. Performance is characterized to incorporate the activity or procedure of playing out an errand or capacity found as far as how effectively it is performed. At the point when these definitions are assembled, thus organization performance identifies with how effectively a sorted out gathering of people with a specific reason plays out a capacity. Basically, this is the thing that an organization performance involves the genuine yield or consequences of an organization as estimated results. Organizational performance involves the real yield or aftereffects of an organization as estimated against its planned yields (or objectives and goals). Richard (2009) opine that organization performance envelops three particular territories of firm result which are budgetary performance (benefits, return on resources, degree of profitability, and so forth, item advertise performance (deals, piece of the pie and so on) and investor return (add up to investor return, financial esteem included and so forth). Organizations, independent of their retailed industry, are continually presented to rivalries. To guarantee an aggressive edge, it is fundamental to depend on their human capital as a clever resource. Planning a methodology to upgrade profitability to enhance piece of the pie of the organization is a basic territory of concern (Marimuhu, Aokiasamy, 2009). The requirement for manufacturing organizations to build up their human asset ability to survive present day business challenges has additionally turned out to be principal. The expanding number of organizations investigating human asset development for potential outcomes of building up those limits has strengthened the contention that human asset development ought to be viewed as an indispensable errand for present day manufacturing organization partnership towards performance upgrade. The cutting edge business condition has turned out to be unpredictable and the working scene is evolving along these lines, globalization, progression in innovation, headway in innovation (Benjamin, et al, 2012). Human capital is one of the imperative prevailing structures in the field of scholarly capital. Illustrious and O’Donnell (2017) declare that human plan of action capital is an extremely critical element of significant worth asset creation. It is the measurement of scholarly capital which manages the human information and its experience. The employees offer organizations with experience and mastery, instructive capabilities and word related skills. Employee information and abilities are the huge underlying foundations of advancement Wang and Chang, (2015). In other to contend in the present aggressive condition organization need to enhance capability of their employees. Human assets development manages the arrangement of learning, development and training prospect keeping in mind the end goal to enhance viability of people, group and organization performance. Human asset development satisfies the requirements of organization by giving breakthrough information to employees (Torraco and Swanson, 2015). Alongside addressing organizational necessities, human asset development is considered in charge of anticipating of the long haul business related learning limit (Watkins, 2012), the principle point of human asset development is to prepare the employees, build up their aptitudes in a way that assistance to accomplish most ideal outcomes. Human asset development clarifies the competency development in individuals and arrangement of conditions (through open approach, software engineers and different mediations) to enable individuals to apply these abilities for their own advantage for their organization (Zahid, Sacreta and Manisha, 2015).
1.2 STATEMENT OF THE PROBLEM
After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization. The need for training and developing the employee not only arises from the fact that he might not fit in the job, posses the necessary skill needed in the job, but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of workers skill and the skill be expected to have in order better fit into the new job demands is bridged by human training many have over the years established good human training and development programme. In order to incite better employees performance at work and increased productivity always has not been easy to attain in organization because of the force that impede against the achievement of their objective. Some of the impeding forces include selection or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation. The crucial problems this research will address include;
1. The problem of inadequate scenario planning in Nigerian bottling company.
2. The lack of functional demand forecasting.
3. The underutilization of supply forecasting.
Critical analysis of these problems will be done with a view to determining their research and consequences on the corporation. The research will also make contribution on ways of redressing the problems.
1.3 Objectives of the Study
The purpose of this study is the main ascertain the relationship human capital planning and organizational performance of Nigerian bottling company in Port Harcourt. The following objectives are to be achieved according.
1. To examine the relationship between scenario planning and organizational performance of Nigerian bottling company in Port Harcourt.
2. To examine the relationship between demand forecasting and organizational performance of Nigerian bottling company in Port Harcourt.
3. To examine the relationship between supply forecast and organizational performance of Nigerian bottling company in Port Harcourt.
1.4 Research Questions
The following research questions are postulated to guide the study:
1. To what extent does scenario planning associated with organizational performance of Nigerian bottling company in Port Harcourt?
2. To what extent does demand forecasting associated with organizational performance of Nigerian bottling company in Port Harcourt?
3. To what extent does supply forecast associated with organizational performance of Nigerian bottling company in Port Harcourt?
1.5 Research Hypotheses
The following hypotheses were formulated to guide the study:
HO1: There is no significant relationship between scenario planning and organizational performance of Nigerian bottling company in Port Harcourt.
HO2: There is no significant relationship between demand forecasting and organizational performance of Nigerian bottling company in Port Harcourt.
HO3: There is no significant relationship between supply forecast and organizational performance of Nigerian bottling company in Port Harcourt.
1.6 Significance of the Study
Arguably, it is used to acknowledge that a study of this nature is not basically carries out for it purpose but as a result of some associated benefits it can help to offer generally, it will help employers to ascertain the need for carrying out effective human capital planning in the respective organization.
The study will also open up future vents for young practicing managers to enhance human capital adjustment as a strategic and administrative tool for organizational effectiveness and continue process for business survival most importantly, this study will also provide useful informant to other scholars in the academic field in topical area under investigation and finally, this study will also proved useful guide and information to other students that will carry out their studies in the future.
1.7 Scope/Delimitation of Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves on investigation to ascertain the relationship between human capital planning and organizational performance. The dependent variable is organizational performance, measures by productivity market share effectiveness an organizing. While independent variable is Human capital planning measure by scenario planning, demand forecast, supply forecast and Training.
Geographical Scope: This study is delimited of Nigeria bottling company in Port Harcourt.
Unit of Analysis: The unit of analysis in this research is involves the individuals at the time of carrying out the study. The scope of this study is to ascertain the relationship between human capital planning and organizational performance. In the next segment Limitation of the study will discussed. In carrying out an investigation of this native the researcher must be faced the following constraint.
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, financial constraints. Usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondent and inability to access the entire population of the study.
1.8 Definition of Terms
DEMAND: This is the willingness of an organization to employ competent persons in the labour market.
FORECASTING: Is the process of using past and current information about phenomenon to predict future condition.
MANAGER: This person who plan organize, direct and control the rare resources of (Men, Money, Materials and Machines) in pursuit of the organizational goals.
MANPOWER: This is the number of workers available for industrial needs.
PLANNING: The process of setting goals and objectives and determining the process and strategies in achieving these goals.
PRODUCTIVITY: I the range at which a given company is able to cover with his product.
SUPPLY: it is the availability of competent person in the labour market.
TRAINING AND DEVELOPMENT: A process of acquiring knowledge for improvement.
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