ABSTRACT
The purpose of this research is to investigate on the use of manpower audit for efficient manpower planning in Enugu State Broadcasting Service.
In carrying out the research, the researcher used such instrument as questionnaires, interviews and published work to obtain all the relevant data required in the study.
A system of random sampling was used to select the respondent after determining the sampling size. The primary and secondary data types were used.
The research findings shows that lack of manpower audit is a serious threat to many organisations.
Hypothesis were formulated and chi-square was used, after a careful analysis, the study shows that it aimed for efficient manpower planning as a tool for achieving organizational objective in Enugu State Broadcasting Service (ESBS).
The researcher recommends that the organisation should give adequate staffing, that is to employ good hands, which will understand that achievement of organizational objective is a step towards achieving their personal goal.
However, the researcher further recommend that organisation should also adopt efficient way of communication to its employees for effective output.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Manpower is an essential element in any organisation. Therefore, for any organisation to survive, grow and equally make profit, it must possess good quality and reliable manpower. This is because man is the only factor of production most disposed to organize other factors to achieve optimum productivity.
Hence, an organisation can remain meaningfully competitive in the market only if it has quality manpower, which is able to articulate the objectives of the firm with the market opportunities and organizational resources.
However, in recognition of the dynamic nature of business environment and other prevailing circumstances, there is need for continuous evaluation of human resource. This underscores the necessity for human resource audit and it must be in every organisation irrespective of size and location.
Undoubtedly, many public sector companies and parastatals, information ministry inclusive suffered terribly from lack of accurate date of it’s employees, haphazard policy.
Implementation, engagement in irrelevant expenditures, Shaddy records etc. These cankerworms have succeeded in throwing few of the above mentioned sectors out of existence, drained the purse of some and stationed others at a point of collapse.
These problems were highly welcome due to lack of manpower audit in such organisations. No wonder Ibeku (1984:p 11) stated categorically that manpower audit reveals the actual numbers of employees in the establishment that will form the basis of operation.
This assertion brings to light the need for accurate information on the required number of employees in the organisation. It can then help to determine their pay, promotion scheme, performance appraisal, manpower forecast and avoidance or identification of ghost workers.
Besides, manpower audit provides a comprehensive perspective on current practices, resources and management policies regarding human resource management and identify opportunities and strategies for redirecting them.
Implicit is an assumption that opportunities are being missed by staying with current approaches and that the human resource management process is dynamic and must continually be redirected to be responsive to need (Walter 1980, p:361 – 362).
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