ABSTRACT
This research focuses on Manpower Planning and development as an effective fool for Achieving higher productivity in an organisation, Unilever Nigeria, Lagos state as a case study. The objective of this study is to map out enough manpower planning time and skills that will help managers 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 in which questionnaire method was employed, 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 the instrument for data collection. Recommendations and conclusion were made after careful analysis was done.
CHAPTER ONE
INTRODUCTION
- BACKGROUND OF THE STUDY
Manpower planning and development is the first and the most 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.
The economic 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 are 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. One 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 objectives. 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 differences.
Ehegbunna (1992), sees manpower planning as having the right person in the right number, in the right place and at the right time. 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. Manpower 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.
- STATEMENT OF THE PROBLEM
The role of manpower planning development in an industry cannot be over emphasized. Manpower as we know refer to all human resources in an organization. Eficient utilization of these human resources in an organization leads to achieving the organizational objectives. A well planned manpower recruitment and training is needed to be actualizing in order to meet its aim, but the problem has always been who is to be recruited in order to meet the demand of the organization. The recruitment process is faced with certain problem which could be either internal or both. The internal influences include the nature of the organization. This could be in terms of management. Applicants would not like to secure jobs in an organization where there is poor management. An organization with poor financial stand is likely to lack qualitative management. The quality of management is the primary factor in determining the degree of success of an organization. The nature of the work done is another problem. In most cases, applicants concern on their abilities interest, past work experiences and friend’s interest attest how they go about seeking for jobs. Problem such as these factors are to be considered when selecting manpower in the organization includes after the training, some of the employees still find it difficult to know what their duties and responsibilities are as staff. Also, some of the resulted staff are men of qualification rather than men of qualities, therefore, the statement of the problem of this work is to find out how manpower planning and development can effect productivity so as to find factors militating against its objectives, prospects, related problems and how it can be improved.
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