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Abstract
The study has examined theexamined the relationship between manpower planning and organizational performance in some selected oil exploratory firms in Port Harcourt. The survey method was employed since the study was to ascertain manpower planning and organizational performance. The study was designed to focus on selected State manufacturing firms in Port Harcourt which include First Aluminum and Zina Polythene Port Harcourt, Rivers State where primary data, via questionnaire were collected. The population of the study was made to be one hundred and twenty (120) First Aluminum and Zina Polythene. The Taro Yemen’s formula was used to determine the sample size of 96. A self-designed questionnaire on career management and employee job satisfaction was used and administered for the collection of data from the respondents from selected manufacturing firms in Port Harcourt. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. Findings reveals that manpower planning associate with organizational performance in some selected oil exploratory firms in Port Harcourt. Based on the findings of the study, we recommend that any organization that hopes to develop must first of all develop its crucial and most important resource that is human resources, training of employees is paramount to the achievement of organizational goals, both material and human resources of organization must be well managed especially human because they play pivotal role in the achievement of organizational goal and plan and this human resource can be develop through proper training of staff therefore both public and private organization should put proper training of staff in place so they can achieve their target as employee which will invariably lead to organizational target being achieved.
Table of Contents
Title Page i
Cover Page ii
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Abstract vii
Table of Contents viii
CHAPTER 1 10
INTRODUCTION 10
1.1 Background of the Study 10
1.2 Statement of Problems 11
1.3 Objectives of the Study 13
1.4 Research Questions 13
1.5 Significance of the Study 13
1.6 Scope of the Study 14
1.7 Limitation of the Study 14
1.8 Definition of Terms 15
Organizational Performance 15
CHAPTER 2 16
LITERATURE REVIEW 16
2.1 Conceptual Framework 16
2.1.1 Concept of Manpower Planning 16
2.1.2 Dimensions of Manpower Planning 20
2.1.3 Organizational Performance 21
2.1.4 Measures of Organizational Performance 23
2.2 Theoretical Framework 26
2.2.1 Human Capital Theory 26
2.3 Empirical Review 27
CHAPTER 3 30
RESEARCH METHODOLOGY 30
3.1 Research Design 30
3.2 Population 31
3.3 Sample and Sampling Techniques 31
3.4 Data Collection 32
3.5 Data Analysis 33
CHAPTER 4 34
DATA PRESENTATION AND ANALYSIS 34
4.1 Questionnaire Administration and Retrieval 34
4.2 Data Analysis 35
4.3 Discussion of Findings 40
CHAPTER 5 43
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 43
5.1 Summary 43
5.2 Conclusion 43
5.3 Recommendations 43
References 45
Appendix II 48
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
Organizational performance is an approach that creates long-term stakeholder value by implementing a business strategy that considers every dimension of how a business operates in the ethical, social, environmental, cultural, and economic spheres. It also formulates strategies to build a company that fosters longevity through transparency and proper employee development. Organizational performance is an evolution on more traditional phrases describing ethical corporate practice. The phrase is derived from two keys sources. This desire to grow without damaging future generations’ prospects is becoming more and more central to business philosophies.
Elkington (1997) developed the concept of the Triple Bottom Line which proposed that business goals were inseparable from the societies and environments within which they operate. Whilst short-term economic gain could be chased, a failure to account for social and environmental impacts would make those business practices unsustainable.
Measuring organizational performance is possible through composite indicators which aggregate environmental, social, corporate governance and economic measures, e.g. complex performance indicator. Man power planning is one construct that can enhance organizational performance.
Until recently there has been a general resistance to investment in training and development in the civil service because of the belief that “employees hired under a merit system must be presumed to be qualified, that they were already trained for the jobs, and that if this was not so it was evidence that initial selection of personnel was at fault” (stahl, 1976). In line with this if the human capitals in an organization are ineffective problems arises and in order to alleviate these problems in the organization, manpower training becomes necessary.
One the major problems confronting management in most organizations is the best possible way of watching people with jobs. The question often asked is whether we should design the job to suit the individual or get individual to fit into a job position?
The answer to this question is the basic fault that the function of management is to determine its manpower needs. One of the reasons for management development is to enhance the employee’s chances of promotion in the organization whereas in training the employee is made to perform a specific task, in development, he is made to assume more responsibility.
The need for management development in Nigeria has been succinctly summed up by the National Manpower Board. From the foregoing therefore, the study seeks to examine the relationship between manpower planning and organizational performance in some selected manufacturing firms in Port Harcourt.
1.2 Statement of Problems
Manpower planning has been considered or described by many Manpower planning writers as the most valuable resource of an organization. Despite the complex nature of human beings, which is their personality, character and the ability to achieve goals, people differ in all aspects.People are in constant demand, but, cannot be easily replaced by technology or moved around like finance. Again, the manpower planning is underpinned by Government’s priorities to provide tangible improvements in services to citizens and to build strong, interconnected and sustainable communities. A systematic approach to Manpower planning is needed to ensure that the public service is made up of the right people, in the right place, at the right time to deliver high quality, value for money services in partnership with communities, all the time.
The issue of manpower Planning raises series of questions. For instance, how effective is manpower Planning policies and practices in the banks? How do they address human capital challenges that hamper the execution of service delivery initiatives and interventions in union bank? How effective is the Human Resource Planning practices and procedures in the banking sector?, is there adequate training and development in the banking sector? Does the bank make use the recruitment and selection process in recruiting their staff, are workers compensated properly? From the foregoing therefore, the study is determined to examine the relationship between manpower planning and organizational performance in some selected manufacturing firms in Port Harcourt.
1.3 Objectives of the Study
The main objective of the study is to examinethe relationship between manpower planning and organizational performance in some selected manufacturing firms in Port Harcourt. The specific objectives are as follows:
1. To examine the relationship between scenario planning and organizational performance of small scale businesses in Port Harcourt.
2. To examine the relationship between demand forecasting and organizational performance of small scale businesses in Port Harcourt.
3. To examine the relationship between supply forecasting and organizational performance of small scale businesses in Port Harcourt.
1.4 Research Questions
The following research questions will be used to guide the study:
1. To what extent does scenario planning associate withorganizational performance of small scale businesses in Port Harcourt?
2. To what extent does demand forecasting associate withorganizational performance of small scale businesses in Port Harcourt?
3. To what extent does supply forecasting associate withorganizational performance of small scale businesses in Port Harcourt?
1.5 Significance of the Study
This study is significant in the following ways;
Firstly, it will assist the organization to continually plan for the good of their employee’s and also make use of skilled manpower for the good of the organization.
Others who will benefit from this study include, managers, business organizations, higher institutions and the society in general.
1.6 Scope of the Study
The scope of this study is delimited into the followings:
Content Scope: The specific areas of manpower planning and organizational performance the study investigated include;Organizational performance which measures goal achievement, effectiveness and efficiency. Whereas, the areas of manpower planning includes scenario planning, demand forecasting and supply forecasting.
Geographical scope: This study covers an examination of strategic contributions of manpower planning and organizational performance.
Unit of Analysis: This is a macro study because it is interested in ascertaining the survival of an organization in this direction. Hence, it is a micro level study.
1.7 Limitation of the Study
The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study. The fund available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.
Another limitation is the difficulties, encountered by the researcher in obtaining all needed information and materials from the right source and computation of data for the project.
1.8 Definition of Terms
Effectiveness
It is the capability of producing a desired result or the ability to produce desired output. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression.
Efficiency
It is the ability to avoid wasting materials, energy, efforts, money, and time in doing something or in producing a desired result. In a more general sense, it is the ability to do things well, successfully, and without waste.
Organizational Performance
Productivity is a measure of the quantity and quality of work done, considering the cost of the resources used.
Goal Achievement
A goal is a desired result or possible outcome that a person or a system envisions, plans and commits to achieve: a personal or organizational desired end-point in some sort of assumed development. Many people or organizations endeavor to reach goals within a finite time by setting deadlines.