THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE


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THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

 ABSTRACT

this research is designed to cover human resources planning in relation to performance in the private sector. as a human resource manager, human resources planning is a relevant function of management in an organization for the purpose of actualising set goals and objectives. human resources planning is a process of analysing an organization human resources needs under changing conditions and developing the activities necessary to satisfy these needs. human resources planning to aid in finding out the 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 where 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

Planning has existed for as long as man has.  Planning began in antiquity, when there were no businesses or firms.  Planning is a fundamental function of management, which implies that it pervades all functional areas of management, including personnel, production, research and development, marketing, and finance.

 Organisational goals and objectives are set through planning, and the resources available must be strategised to attain them.  Planning provides solutions to what and how?  When?  and their impact on organisational activity.

 Human resource planning is an essential component of the people management function.  Human resource planning is also known as workforce planning, which is the process of putting the correct number of qualified people in the right jobs at the right times.  To guarantee that the organisation has adequate personnel, management must plan properly.  Proper planning in this regard includes accurately projecting the future, taking inventory of the present workforce, comparing it to the existing workforce, and implementing remedial actions (Ojo & Olarewaju, 2020).

 Productivity is defined as the rate of output, degree of result, and success, which are all directly related to profitability and turnover.  This study focuses on the potential effect of human resource planning on worker productivity.

 Human resources refers to the individuals in the organisation.  They are required for production to occur.  As a result, the organisation must do careful human resource planning.  Proper planning improves an organisation's productivity.  How?

 Planning contributes to the resolution of the organisation's workforce shortfall.

 It also aids in determining and planning the capital, materials, equipment, and staff necessary for an organisation to attain its goals.

 Human resource planning describes the roles and obligations of employees, as well as how their activities will be interrelated.

 Human resource planning aids in the assessment of external factors, allowing the firm to deal with environmental uncertainty by mobilising scarce or limited resources to neutralise prospective risks.

 Planning enables control, which is the process of comparing actual outcomes to performance standards and taking corrective action if a discrepancy exists.

 Human resource planning promotes management growth by enabling managers to play a proactive role in developing the organisation towards a desirable future state (Ogunjobi & Durojaiye, 2021).

 Finally, human resource planning duties include staffing, which is the acquisition of qualified and adequate quantities of personnel for an organisation, as well as determining and acquiring other resources and allocating them properly.  Furthermore, human resource planning serves the important aim of coordinating the activity of all members and elements of an organisation in order to increase productivity.

1.2 statement of the problem

one of the most serious problems facing total Nigeria is the acute shortage of qualified resources. the problem of inadequate skilled manpower in Nigeria limited sector could be traced to a number of factors, which include the colonial administrative policies which gave the local population more opportunity to develop. some of the problems faced by the human resources planners are as follows:  

1. management of fund, funds kept for the proper planning management of the organization is always converted to their private pocket by the top management. 

2. as a result of lack of motivation, money of our expertise in Nigeria have gone to a board where they will be paid and live in a comfortable house with all kinds of fringe benefits

3. the rate of labour turnover is increasing because of lack of facilities in our higher institutions and the irrelevance of the educational curriculum to the need of the economy.

1.3 objective of the study

this study is of the view that human resources are a very important factor in the production, management and government as a whole. human resources will not be of any value if they are not productive. therefore, to identify factors which hamper the effective and efficient operation of total Nigeria plc, the management of total Nigeria plc   must strategise using all the resources available in their care to make sure that their objective is achieved in the long run. in order to guide the study, the following objectives are put forward:

1. to determine how employees are being compensated as well as the fringe benefit received

2. to ascertain whether the service rendering to customers is of optimum quality

3. to find out the actual problem affecting the management of sonal system association business management limited.

4. to find out the level of the labour turnover and how it affect on the productivity in the organisation. 

5. to see how human resources planning has change the level of production capacity in the total Nigeria plc.

1.4 significance of the study

this study is necessitated by the urge and the need for the research, readers and organisations in general to understand the advantages of the implementation of human resources on productivity stems that will serve as a tool for achieving higher organization productivity. the following are the significance of the study to the researcher:

1. to serve as guide to corporate individuals, organization and students alike in furtherance to their research on the subject matter. 

2. to help government in the determination of how productive is both public and private sector of the economy are. 

3. to serve as reference materials for students who will wish to conduct similar studies on this topic.

1.5 research questions

1. what is the nature of human resources in an organisation? 

2. is human resource planning relevant to organisational productivity? 

3. is there any relationship between productivity and organization human resources in total Nigeria plc?

4. what are the criteria and conditions for the impact of human resources organization?

5. in what ways can the problem observed be tackled?

1.6. Statement of  hypothesis

h0: there is no impact of human resource planning on organisational performance.

h1: there is an impact of human resource planning on organisational performance.

1.7 scope of the study

the study is restricted to the impact of human resources on productivity in total Nigeria plc  Lagos as a source of data, and it will cover the period from 2005 to 2010.

1.8 limitation of the study

the study was constrained; some of these constraints are:

⦁ finance: it was no doubt a great limitation of factors for this project considering the worldwide economic recession and the particular financial squeeze within the country. all these combined together bear on me.

⦁ time limit: there is also a limited amount of time in the course of investigation. this based on the fact that the researcher will have other tasks to perform; these often include assignments in the school going for lectures, preparation for tests, examinations and others to maintain, but few.

the school authority imposed a time limit on the submission of the complete work. based on the submission of the completed work. Based on these, the project will cover those areas that are very crucial to the problems under investigation.

- lack of trust: another limitation is that i was not permitted to make use of certain documents for security purposes because the organization would not like its secret to leak out despite the backup letter given by the project coordinator.

Reference  Ojo, O., & Olanrewaju, D. A. (2020). The role of human resources planning in enhancing organisational performance. Journal of Business and Management, 45(3), 67-81. 

Ogunjobi, D. M., & Durojaiye, J. S. (2021). Strategic planning in human resource management: Implications for organisational success. International Journal of Human Resource Management, 15(2), 50-65. 

Adeyemo, S. A. (2022). Human resources planning and employee productivity in Nigerian organisations. International Journal of Productivity and Performance Management, 71(5), 1027-1042. 

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