CHAPTER ONE
INTRODUCTION
In this chapter, it is going to cover the followings: the background of the study, statement of the problem, objectives of the study, significance of the study, scope and limitations of the study and reference.
1.1 BACKGROUND OF THE STUDY
In an organizational set up, the personnel manager is expected to help formulate manpower policies. to emphasis on division of labour presently, the duty of the personnel and remunerate employees.
Management in an organization is affected mostly due to misplacement of workers. Constantly, due to misplacement of workers. Constantly, experts ask whether to get the individual to fit into a job position or to design the job to suit the individual.
From observation, the management is to determine its manpower needs, the process by which management attempts to provide for its human resources to accomplish its task is term manpower planning or employment needs planning for their manpower needs.
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 required for recruitment, to be reassigned, due to retirement or need to be retired for better utilization. Manpower planning reduces excessive recruitment training and transfer and thereby saves management cost and time.
‘Bruce’ observed that the major changes in population technological innovation, size and complexity of organizations have made informal methods of employment planning obsolete for all, but they very small and stand organization. In Nigeria where there is security of qualified manpower to fill existing positions the situation is more crucial.
Manpower planning aid an organization to start very early to seek for the positively of the future. It also helps in utilization of personnel available efficiently and effectively. Through this way, people in the organization that needs more training could be identified to upgrade their skill in other to assume more responsible positions.
1.2 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, efficient utilization of this 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 jobs in face 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, post work experiences and friend’s interest attest how they go about seeking for jobs.
Problem such as these factors 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.
1.3 OBJECTIVE OF THE STUDY
This project work is specifically aimed at discovering the implications of a well laid down manpower planning and training or development in an organization precisely scale industries. The study points out.
(a) The consequences of unplanned manpower recruitment process on the overall productivity of the organization.
(b) The constraints that could make an organization unable to develop plans for it manpower planning , training and development.
(c) The positive productivity level of an organization if there is a well manpower planning, training and development.
1.4 SIGNIFICANCE OF THE STUDY
Many scalars of management are of the view that manpower planning constitutes a basic resource of management. It assist to activate the art of human management through creative innovative and imaginative techniques aimed at improving productivity as an important management resources, it recognizes the role of trade unions and pares way for meeting of workers rights problems are solved managerially through manpower planning. Manpower planning is all embracing. It seeks to juxtapose the right people with befitting colleagues while ensuing that proper knowledge skills, experience training and development are matched up with the might placement at the period and cost rare all indicators of manpower, futuristic approach to management presupposed that there must be planning management is highly conscious of relevance of manpower planning especially in recent time when the needed for effective person el is highly relevant due to changes arising from technology and other environmental factors.
Modern organization is on longer rely on normal manpower planning even where organization are small and informal there is need to adopt a comprehensive manpower planning as issue like improvement in techniques good service, consumption techniques and organization structure which requires efficient resources management are tackled
1.5 SCOPE AND LIMITATIONS OF STUDY
This study is carried out to outline the role of manpower planning and development as a tool to higher productivity in an industry concentration on small-scale industries. Covering the importance of personnel recruitment, sources of applicants, qualities of good itself conditions for training ,objective of training, methods and techniques of training, importance of qualified manpower and self-development some difficulties were uncounted when conducting the research, the constants include,
TIME TABLE
the time limit allocated for the collection data and completion of the whole research work for the project made it impossible to gather information that will make room for a comprehensive study of the subject matter.
FINANCE
The student researcher encountered financial difficulties in carrying out this research due to the high cost in transportation cost of station and other materials used.
LABOUR MARKET
The researcher observed that the geographic area in which source of supply and demand operates determines the price or growing rate of a certain type of labour.
COMMUNICATION BARRIERS
Also, during the personnel interview
the researcher experienced a lot of communication problem with the individual and some company staff interviewed. Some are aware and acquainted with the task, but found it difficult to communicate effectively. This made the researcher’s work a bit tedious and cumbersome.
Also despite the simple nature of the questionnaire the few responses that were received were poorly made.
WHITE COLLAR JOB
The researcher observed that this describes jobs undertaken by workers who do predominantly on physical work, ranging from unskilled to semi-skilled jobs.
REFERENCES
DEJON,W.I (1979) The principle of management text and case. The Benjamin Cummings publishing companies UNRCO p.16 .
HEYEL,C. (1973) The encyclopedia of management. New York, UNRCO Press publication. P.233.
ONOCHA, B.CHIMA (1991) foundation of business and management in Nigeria. Asaba unique press publication LTD.
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