The Impact of Manpower Planning on Employee Productivity
Abstract of The Impact of Manpower Planning on Employee Productivity
This study is titled the impact of manpower planning on employee productivity. The aim is to examine roles planning by planning of manpower on employee productivity. This study was carried out at Oxford University ‘Press, Ibadan. Total number of 100 questionnaires was administered on survey population and simple percentage was used to analyses the gathered information.
The researcher concluded from his finding that: (i) Organization must be. Conscious about staffing level,’ (ii) that organization should consider how long a particular job would exist (iii) That organization must invest in developing and maintaining the skills of its entire workforce, not only a few people at the top and that the nature of the reward system must be examined.
Chapter One of The Impact of Manpower Planning on Employee Productivity
INTRODUCTION
Manpower planning may be defined as the strategy for acquisition, utilization, improvement and preservation of an enterprise’s human resources in order to achieve an organization’s goals and objectives.
Once a company has developed a long range strategy known as “Corporate Planning”, it becomes possible to estimate the number of people of all types and categories that may be required over the following years. At the time that these estimates are made, some companies take the opportunity to review their staffing criteria as well as the mere members required in each category. Thus, it may desirable to evaluate the performance of men with different qualifications who have been doing the same job over a period of time. Any conclusion arrived at would be taken into consideration when preparing a long-term Manpower plan.
Also, Manpower planning is functionally, indicating how many employees ought to be selected, trained, promoted, retired, dismissed and so on over the following years and hence, an estimate of the personnel facilities that will be required can be made. The factors that are usually taken into consideration in making up Manpower plan includes:
· The changing nature of business.
· The rate of retirement and other causes of staff lose.
· Changes in social employment conditions.
· Changes in education.
· Changes in job condition
· Changes in company’s organization.
· Promotion pattern.
Personnel or labour is considered an essential factor in the production of goods and services, for its need to blamed (with) other factors of production or inputs appropriately for optimal productivity.
Labour, under the capitalist system is a means of workers existence, provided the worker is prepared to sell his “labour power” to the capitalist, otherwise he belongs to the unemployment market.
STATEMENT OF THE PROBLEM
Labour is the most crucial of all the factors production, of its operationally defective, the organization sustains a vicious cycle of ineffective and inefficient management procedure with resultant macro effect on the level of productivity. In his words, A.K Ubeku 1975 noted:
The Manpower requirement of any organization has to be planned for just as we budget Economic purposes. In a dynamic situation like the one in which we are now find ourselves in this Country, no Organization can grow effectively unless the functions of Manpower planning are carried out effectively. Some organizations without well-established personnel department fall into the error of looking for staff as when necessary. This is bad management. In every aspect of running a business, forward looking should be the rule, and this is even more important when we talk about adequate Manpower and the right type of Manpower in a country like Nigeria where Managerial and technical skills are few.
The derivation from standard manpower planning system with resultant effect on productivity led by a study carried out by Kalby (1980) on “Nigeria Worker”. It emerged as an established fat that “The Nigerian worker is capable of producing as much as his counterparts in Europe or Asia but for some limiting factors which are functions of management inadequacies”. Also, in the National development plan, the problem of manpower gap has been repeatedly predicted. In the light of the above -identified problems and the relevance of efficient manpower planning to productivity, this study wants to examine the extent to which effective manpower planning can eliminate the problem of manpower gap as well as the attainment of the goals and objectives of the company.