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Format: MS WORD
| Chapters: 1-5
| Pages: 73
MANPOWER PLANNING AND EMPLOYEE’S PRODUCTIVITY IN AN ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Given the increasing volatile and complex socio-economic structure of our Business Organization in Nigeria, two business factors are crucial for business success capital and human resources capital whether acquired through load or from private source, is by far easier to manage, control only when there is qualified and human resources organizations whether public or private are prones to Jeopardy when there is no adequate human resource or manpower planning It is from the for going premise that the compelling need arises for manpower planning and development as a sine-quanon for enhance productivity considering the fact that available human or man power organization in Nigeria have not been properly manage nor do the available human resource or improving our economic when organization one properly managed and the country will be badly affected.
According to (1974) Udoji report and quoted by Oshioneno (2011) the public services much be changed and strengthened to respond effectively to demand of development. They need qualified and skilled and motivated people at the right time to achieve objective to, to transfer paper plan into actual achievement of all aspect of personnel management, perhaps the most importance for us here in Nigeria today is training and planning. It is good to note that public sector has continued to accord appreciable attention to proper improvement of manpower of planning and staff development. In the wake of the professionalism introduced or reinforced by 1988 civil services reform, it was imperative for every Job incumbent to posses requisite knowledge, skills and attitudinal tendencies in specific job activity in government or other public sector service. Accordingly, we are the fold in other to improve economy and employment is to the minimum possible level of proficiency, ministry is to establish, operetta and maintain programmes or plan for the ministry (FRN1988).
Even government in experiencing serious revenue shortfalls to meet its development objectives, staff rationalization and other downsizing measures, have the consequence of the reverence shortfalls in both the public and private sectors as well as across economic sub-sectors. Human resource planning , according to Banjiko (2016) can therefore be seen as the overall organization planning process by which the organization tries to ensure that it has right number of persons and the person and the right kind of people and that the right time and that the right place performing functions which are economically usefully and which satisfy the need of the individual involved to have the right number and quality of people requires effective human resource planning and serious managerial and commitment. It is important for the following reasons:
First, for any organization to achieve a reasonable degree of success, it is important nether to planned with excess or inadequate manpower. Human resources are always costly to acquire and retain, therefore, making it economically difficult keeping excess manpower when to justify keeping excess employees, it can cause serious problems for an organization. Also the organization cannot keep or afford to keep too few employees as over-work by the few available employees may retard work progress and lead to a lot of days functional bahaviour in the part of employees. Effectives manpower planning and it utilization that takes into accounts the whole arranges of potentials planning facts or can help to determined the right quantity and kind of employees to keep.
Second, effective’s strategies for improving human resources planning can be useful for stabilizing employment levels. Thirds, the need to cope with possible changes and competitive forces in both the product and the labour markets, in technology and government regulatory requirement call for a realistic and effectives human resources planning. All said and done, for effectives manpower planning in Akwa Ibom state and to be precise in champion breweries, Uyo, it must consider the following factors: organizational changes, impending business decision and technology innovation.
1.2 STATEMENT OF THE PROBLEM
Manpower and utilization involves long term development of semi-skilled manpower requirement economy and to planned educational position and investments in human resources development so as to increase employment opportunities in the future. We must admit the facts that there are major defects in Nigeria’s manpower development performances. The manpower board “rule thumbs” guides line that higher institution environment should be share in ratio of 60:40 between the science and technology group of discipline have remained persistently unachieved.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Given the increasing volatile and complex socio-economic structure of our Business Organization in Nigeria, two business factors are crucial for business success capital and human resources capital whether acquired through load or from private source, is by far easier to manage, control only when there is qualified and human resources organizations whether public or private are prones to Jeopardy when there is no adequate human resource or manpower planning It is from the for going premise that the compelling need arises for manpower planning and development as a sine-quanon for enhance productivity considering the fact that available human or man power organization in Nigeria have not been properly manage nor do the available human resource or improving our economic when organization one properly managed and the country will be badly affected.
According to (1974) Udoji report and quoted by Oshioneno (2011) the public services much be changed and strengthened to respond effectively to demand of development. They need qualified and skilled and motivated people at the right time to achieve objective to, to transfer paper plan into actual achievement of all aspect of personnel management, perhaps the most importance for us here in Nigeria today is training and planning. It is good to note that public sector has continued to accord appreciable attention to proper improvement of manpower of planning and staff development. In the wake of the professionalism introduced or reinforced by 1988 civil services reform, it was imperative for every Job incumbent to posses requisite knowledge, skills and attitudinal tendencies in specific job activity in government or other public sector service. Accordingly, we are the fold in other to improve economy and employment is to the minimum possible level of proficiency, ministry is to establish, operetta and maintain programmes or plan for the ministry (FRN1988).
Even government in experiencing serious revenue shortfalls to meet its development objectives, staff rationalization and other downsizing measures, have the consequence of the reverence shortfalls in both the public and private sectors as well as across economic sub-sectors. Human resource planning , according to Banjiko (2016) can therefore be seen as the overall organization planning process by which the organization tries to ensure that it has right number of persons and the person and the right kind of people and that the right time and that the right place performing functions which are economically usefully and which satisfy the need of the individual involved to have the right number and quality of people requires effective human resource planning and serious managerial and commitment. It is important for the following reasons:
First, for any organization to achieve a reasonable degree of success, it is important nether to planned with excess or inadequate manpower. Human resources are always costly to acquire and retain, therefore, making it economically difficult keeping excess manpower when to justify keeping excess employees, it can cause serious problems for an organization. Also the organization cannot keep or afford to keep too few employees as over-work by the few available employees may retard work progress and lead to a lot of days functional bahaviour in the part of employees. Effectives manpower planning and it utilization that takes into accounts the whole arranges of potentials planning facts or can help to determined the right quantity and kind of employees to keep.
Second, effective’s strategies for improving human resources planning can be useful for stabilizing employment levels. Thirds, the need to cope with possible changes and competitive forces in both the product and the labour markets, in technology and government regulatory requirement call for a realistic and effectives human resources planning. All said and done, for effectives manpower planning in Akwa Ibom state and to be precise in champion breweries, Uyo, it must consider the following factors: organizational changes, impending business decision and technology innovation.
1.2 STATEMENT OF THE PROBLEM
Manpower and utilization involves long term development of semi-skilled manpower requirement economy and to planned educational position and investments in human resources development so as to increase employment opportunities in the future. We must admit the facts that there are major defects in Nigeria’s manpower development performances. The manpower board “rule thumbs” guides line that higher institution environment should be share in ratio of 60:40 between the science and technology group of discipline have remained persistently unachieved.
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