THE IMPACT OF EFFECTIVE HUMAN RESOURCES PLANNING IN THE ACHIEVEMENT OF THE ORGANIZATIONAL GOALS

ABSTRACT

As information is the life wire of any business organizations, so is human resource the blood of any business organization.

Planning the resources is a great tool in the achievement of organizational goals. But it is ironical to discover that many meaningful and strong organization do not see the need to carry out planning activities in human resources.

This has accounted for the continuous rise in conflicts in organizations, slow growth rate, poor productivity and low profitability. Many organizations have neglected this aspect of planning believing it cost much to embark on it, forgetting that it cost much more not to actualize a set goals. Therefore every organizations need to plan its manpower needs, so as to meet up their personal requirement and its over all goals and objectives effectively and efficiently.

CHAPTER ONE

1.0 Introduction

1.1 Background of the Study

An organizations most valuable resources is its human resources and work force that is the people who work for it, manager therefore need to give careful thought to the needs of the employees.

An organization can have all the latest technology, and the best physical resources, but unless it looks after its manpower, it will never achieve their optimum results.

According to Vetter (2001) Human resources or manpower planning is a technique for predicting how many and what types of staff will be required at specific time in the future.

This study introduced important aspect of human resources management, people are often the most expensive because other factor of production are human creations. They are made up people rather than material assets such as building and machinery. It is the individuals looking after an organization who produce the productions make the decision and devise strategies.

As the marketing officer plans on how to handle the marketing staff and product to increase profits, so does the personnel officer plan to see that the organization has the rightful employee planning in general futuristic, so manpower planning is expected to cover all the future human resources requirements of the organization.

Such planning is expected to cover long and short term plans Chikere (2002). In any country, the labour force is the greatest asset and of all the key market in any economy, the human resource market is the most important. No matter, how great our organization is equipped with most recent technology finances etc. It cannot operate without a good resources supply effectiveness in an organization as a result of talented skipped manpower. The machines do not operate themsleves rather human beings operate them. Increase of skilled labour and dedicated works make for increase in productivity.

Mullius (2006) defined manpower planning which also known as human resources is planning as strategy for the acquisition, utilization, improvement and retention of an enterprise human resources in the third world countries, particularly in Nigeria there are many organization that are established without proper manpower planning the general case is that the entrepreneur conceives the idea of the enterprise and figures out the needs of the forms in terms of plants and machineries, without giving good attention to human capital.

It is against this Background that the researcher wants to study the role of human resources planning in the actualization organization growth objective, using Unilever Nigeria Plc Aba, Abia State as the study organizations.

1.2 Statement of the Problem

The growth of an organization depends on several factors, but the most important is the employees or human resources.

Since human or manpower is very vital to growth of an organization, it then follows that there is every need to plan it well, if the aim of achieving organizational growth is to be attained. An organization that does not plan it manpower needs, will at last find out that it is neither meeting its personnel requirements Mr. its overall goals efficiently. No organization can survive or grow towards the achievement of its goal and objectives effectively and efficiently without a proper knowledge of its strength and weakness as far as its manpower requirement is concerned.

This could be appropriately predicted through manpower planning. Since it is the derive of every organization to grow and as pointed out above, this organizational growth depends so much on manpower planning. This study is therefore designed to ascertain the role played by human resources planning as it pertained to the growth of the organization.

The growth of an organization depends on several factors but the most important is the employees on human resources. Therefore the problem of this organization are exemplified as follows:

Lack of manpower planning needs, which thereby the achievement of organization goals.
Decrease skilled labour and dedicated workers hampers increase in productivity of the organization.
Lack of knowledge of the strengths and weakness of its staff the effectiveness and efficiency of the organization.
Inadequate talented skilled manpower hampers the operation of its machines and equipment.
Excessive wastage of resources are being witness in the organization as a result of non usage of result oriented staff.
High rate of labour turn over witnessed as a result of under employment.

1.3 Objectives of the Study

The major objective of this study is to determine the role of human resources planning in the actualization of organizational growth objective.
Specially the study is to access the extend to which poor human resources planning has hindered the achievement of corporate objective.
To determine the extend to which lack of planning has contributed to idle capacity that is not fully utilized.
To examine if there are inadequacy in human resources planning in the organization.

1.4 The Research Question

The research question on the role of human resources planning in the actualization of organizational growth objective one as follows:

Does lack of human resources planning hinder the achievement of organizational corporate goal?
Does wastage of resources caused by non employment of result of underemployment?
Does high rate of labour turn over witness as a result of underemployment
Does lack of knowledge of strength and weakness of staff the effectiveness and efficiency of the organization?

1.5 Research Hypothesis

The following hypothesis were formulated for the study to be tested at 0.05 level of significance

Ho: Human resources planning has no positive effects on the achievement of Organisational goals.
Hi: Human resources planning has positive effect on the achievement of organizational goals.
Ho: Production level is not independent of proper human resources planning
Hi: Production level is dependent of proper human resources planning.

1.6 Significance of the Study

The findings of this study will significantly contribute to the appreciation of the role of human resources planning in the growth of the organization.

This project work will be specifically be relevant in those various ways: The outcome of the work will be useful for the human resources managers of organization for proper administration of the work force.

The employees of various organizations will find this study between their inputs and growth of the organization.

The work shall also serve as a reference material for further research in this area.

1.7 Scope / Delimitation of the Study

This study is on the role of human resources planning in the growth of an organization. It is narrowed down in Abia State and is further named to Unilever Nigeria Plc Aba.

1.8 Limitation of the Study

This study was limited by a number of factors as the case to one of these factors are. The time frame that this work is expected to be completed in short compared to the time study will take.

On the other hand, the finance to make some logistics expenses and to travel around was not always available.

1.9 Definition of Terms

Human Resources Planning:

This has been defined as having right number and the right kind of people, at the right places and at the right time. On the other hand, it is the process by which manager ensure that that they have the right staff at the right time who are capable of effectively and efficiently completing those tasks that will help the organizations achieve its overall objectives.

Organization:

An organization is a combination of people or individual efforts working together in pursuit certain common purpose known as organizational goals.

Planning:

Planning specifies what is to be done, how it is to be done, when it is to be done, and who is to do it in the organization, it is said to be a leading function and in practice precedes and transcends all the other functions

Growth:

Simply means increase in profit and services

Management:

It an be described as the act of working particularly through people for the achievement of the broad goals of an organization.

…

CHAPTER TWO

2.0 Literature Review

2.1 Introduction

The review of relevant literature is the main topic of this chapter. A literature review covers theoretical and methodological contributions to a certain issue in addition to the state of knowledge at the time of writing. It provides information about the state of the art in relation to the subject you are writing about. It examines the body of work on the chosen subject. The literature evaluation in this study comprises the …

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TABLE OF CONTENTS
PRELIMINARY PAGES

Title page
Approval page
Dedication
Acknowledgement
Table of Contents
Abstract

CHAPTER ONE

1.0 Introduction

1.1 Background of the study

1.2 Statement of the problems

1.3 Objectives of the study

1.4 research Question

1.5 Statement of hypothesis

1.6 Significance of the study

1.7 Scope / Delimitation of the study

1.8 Limitation study

1.9 Definition of terms

CHAPTER TWO

2.0 Literature Review

2.1 A brief history of human resource

2.1.1 Objectives of manpower planning

2.1.2 The role of human resource planning

2.1.3 The process of human resources planning

2.1.4 Steps involved in human resources planning

2.1.5 Benefits of human resources planning

2.1.6 Obstacle of human resources planning

2.2 Concept of human resources planning

2.3 Theoretical foundation

2.4 Contribution by other authorities

CHAPTER THREE

3.0 Research design and methodology

3.1 Introduction

3.2 Research design and method

3.3 Sources of data

3.4 Method of data collection

3.5 Population of study and sample size determination

3.6 Method of data / statistical analysis

3.7 Sampling technique /procedure

3.7 Validity and reliability of measuring instrument

3.8 Method of data / statistical analysis

CHAPTER FOUR

4.0 Presentation and analysis of data

4.1 Introduction

5.0 Summary of findings, conclusion and recommendations

REFERENCES

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