EFFECT OF MANPOWER PLANNING ON PRODUCTIVITY OF EMPLOYEES IN PUBLIC SECTOR

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EFFECT OF MANPOWER PLANNING ON PRODUCTIVITY OF EMPLOYEES IN PUBLIC SECTOR

(A CASE STUDY OF NASARAWA LOCAL GOVERNMENT COUNCIL NASARAWA STATE)

ABSTRACT

The essence of this research has it that manpower planning have been found to be capable of making positive impacts on the development in an organization and the quality life of the people by putting the right kind of employees to perform in an effective and efficiency manner toward the objectives of the organization. This assertion remain uncontestable given to its role its played toward the development of the organizational goals. However, poor level of training and development are attributed to the progress in achieving the organizational goals, it is to this end that this research work is being carried out with a view to identify the effect of manpower planning on productivity of employees in public sector. In gathering data for this work, the research made use of chi-square (X²) statistical techniques. It was found that manpower planning is very important in an organization by making positive impact on employee’s performance and contributing to the growth and development in an organization. The research equally found that employees are motivated to perform better. To this effort, the research recommends that organization should sees manpower planning as the live wire of the organization and to know how to tackle their problems in terms of decision making.

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

The aim and objective of any organization is to succeed. For that, the organization must follow laid down procedures that will contribute to the success. These are factors that contribute to the success of any organization. These factors are capital, equipment and manpower. These factors are important but the most relevant factors is the human factor (Human resource). Since it is the people that put the other resources to work, it should be viewed as such by management by giving it due attention in order to achieve its organization goals and objectives.

The manpower planning aimed at ensuring that the right person is available for the right job at the right time. This involves formulating a forward looking plan to ensure that the necessary human effort to make it possible for the survival and growth of the organization. It becomes imperative to develop the employees.

1.2     Statement of the problem

Human resources is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilize these available resource to being about the desired goals.

However, most organization plans meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail while rarely to such organization pay attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programme.

The few organizations that given thought to this very important aspect of staffing functions do so with lack of seriousness, all round attention and continuity. The programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation as a result of this lackadaisical attitude of management toward manpower planning and employee. There had been a progressive decline in the ability of manpower to cope with the challenges that resources management.

These emphases on manpower and employee influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relative neglected because every organization regardless of its size must provide for the needs interest and desire of its employee within the work environment if it is to earn loyalty, dedication, involvement and commitment necessary to compete effectively.

The human factor of production, manpower as it is alternatively called in the early 1960, has increasable been recognize as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although it might be tempting to attach more relevance to the availability of physical resources such as capital and equipment undermining that they are mere passive factors of production which depend on human intellectual which is the active agent to exploit them in order to achieve the objective of the organization.

The aim and objectives of setting a company is to make profit and achieve the organizational goal adequate manpower planning and employee programmes should be put in put place to enhance performance. Attend the over unfolding new dispensation in the industry, in the circumstance, what we find is the rise in industrial output is inconsequential in spite of the enormous wake of modern technology that now exist in industrial activities.

The opinion of industry observes that the poor performance of the organization workers follow from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against the background that the researcher considered the impact of performance manpower and employee on organization performance of this mission. However, the project used Nasarawa Local Government Council as references.

1.3     Objectives of the study

The researcher is not only interested on the study but what should be the objective of the research work. There is every reason as to why research of this nature is carried out at this present dispensation. However, the basic objectives of carrying out a research of this nature is not just for academic exercise but also for creativity and intellectual development and also to be able to identify new discoveries in this area of study.

• To conduct an empirical investigation through a review of the manpower planning and employee policy of the council.
• To identify some techniques of manpower training and development in the company and their relevance to the company rules and the industry at large.
• To highlight the need for manpower planning and employee in the company.
• To establish the relationship between personal training and development and staff performance.
• To access the staff recruitment, selection and training programmes and from it, establish some relationship between these programme and problem enumerated.
• To correct the belief that in this age of computerization and technological development, all that business units need to survive in the acquisition of up-to date capital equipment to the neglects of the power management of its human resources.
• To proffer solutions to the identified problems.

1.4     Significance of the study

This research work will be useful to the Nigeria youths and to the community of Nasarawa local government area council. It will serve as a good sources of data or reference for subsequent researchers who may intend to carry out study related to this topic.

It will also help the government and organization in policy making on manpower planning on productivity of employees. Truly the awareness of this work is to create and stimulate productivity of employees in public sector.

1.5     Research questions

Attempts will be made to provide answers to the following research questions:

• What is the value of manpower planning on productivity of employee in public sector?
• What are the factor responsible for inadequate manpower planning and productivity of employee in public sector?
• What are the employee attitudes towards training?
• Are there enough qualified manpower planning and productivity of employee in public sector?
• What are the methods/criteria used in manpower planning and productivity of employee in public sector?

1.6     Research hypothesis

The following statements of hypothesis are formulated to guide the researcher to use whether there is a relationship between manpower planning and productivity.

Hypothesis one

(Ho): There is no direct relationship between manpower planning and productivity in the local government.

(Hi): There is direct relationship between manpower planning and productivity in the local government.

Hypothesis two

(Ho): Lack of adequate manpower planning and productivity is not directly responsible for high labour turnover.

(Hi): Asdequate manpower planning and productivity is not directly responsible for high labour turnover.

1.7     Scope of the study

The study is aimed at investigating the effect of manpower planning and productivity of employees in public sector as it affects job performance.

The research work covered the effect of recruitment and selection for manpower planning on productivity of employee in public sector in Nasarawa local government council.

1.8     Limitation of the study

This project is limited to the challenges of manpower planning and productivity of employee in public sector with its impacts in Nasarawa local government council. The limitation the researcher had was difficulty in getting necessary information on time because of the responses from the organization was very low. They don’t want to release necessary information pertaining to the data collected, especially in the area of available resources.

Some of the limitations encountered by the researcher during the research of this study are:

• Financial constraint: Financial capacity plays a great role in carrying out the study especially with the present economic situation in the country. The cost involve in collecting the needed data in terms of transportation and getting the report typed out were relatively high.
• Secrecy: Many respondents were skeptical to reveal certain vital information that was important to the successful completion of the study, which they consider sensitive and private. Also the reference company fails to release certain data for strategic purpose.
• Lack of proper record: Lack of proper record keeping by the reference company contributes greatly to the researchers obstacles in gathering accurate data minimally free from error and means that will improve the company overall sale turn over.
• Time constraint: The time schedule for the coverage of the study is insufficient for detail collection and analysis of data. This also aggravate with the fact that researcher have some academic work to embark upon.

1.9     Definition of relevant terms

Effects were made at defining the terminologies used during this study to avoid ambiguity and elicit proper understanding.

Manpower: The human resource of a business concerned, these include unskilled, skilled, supervisory and management staff of a company.

Planning: Setting objective and deciding on the best ways of achieving the objectives.

Empirical: Empirical of people or method guided by practical experience rather than by scientific ideas.

Constraint: Restriction

Training: The process of importing new skills, ideas, knowledge and techniques into someone to bring that person to a deserved standard of behavior.

Productivity: is the output one is able to offer to the society or organization as expected achievement.

Employees: it simply refers to worker in an organization, they could be skilled and unskilled employees.

Organization: Can be defined as a group of person’s who form a business, clubs together in order to achieve particular aim.

Performance: Can be defined as the process in performing a task, an action or the act of putting a lot of effort.

Development: This is the acquisition of knowledge and skills that may be used in the present and the future.

Government: Those are the policy maker responsible in the enforcement of policy and decision making in a country.

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