IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE IN CLAN DEVELOPMENT COMPANY LAGOS
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IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE IN CLAN DEVELOPMENT COMPANY LAGOS
Chapter one
INTRODUCTION
Background of the study.
Planning has a long history, dating back to the prehistoric period when there were no industries or firms. Planning is a fundamental function of management, which implies that it pervades all functional areas of management, including personnel, production, research and development, marketing, and finance.
Organisational goals and objectives are set through planning; the resources available must be used to implement strategies to attain the goals. What answers does planning provide? How? When? And their relevance to organisational activity.
The human resources panel is an essential component of the personnel management function. Human resource planning is also known as workforce planning, and it is defined as the process of placing the correct number of qualified people in the right jobs at the right times.
To ensure an appropriate workforce in an organisation, management must plan properly. Proper planning in this regard includes accurately projecting the future, taking inventory of the present workforce, comparing the force to the existing one, and taking remedial action.
Productivity is defined as the rate of output, degree of result, and success, which are all directly related to profitability and turnover. This research study focuses on the potential impact of human resource planning on employee productivity.
Human resources refer to the people who work in an organisation. They are necessary for production. As a result, the organisation must carefully plan its human resource needs. Proper planning improves an organization’s productivity. How?
Planning helps to overcome the problem of workforce shortage in the organisation.
It also aids in determining and planning whatever capital, material, equipment, and staff are required in an organisation to attain its objectives.
Human resource planning defines the roles and responsibilities of the workers employed and determines how their activities are to be integrated.
Human resource planning involves assessing external influences to assist the firm in dealing with environmental uncertainty by mobilising scarce or limited resources to neutralise potential risks.
Planning enables control, which entails comparing actual outcomes to performance standards and taking corrective action if variance exists.
Human resource planning management development involves assisting managers in taking a proactive role in guiding the organisation towards a targeted future state.
Finally, the human resource planning function includes staffing, which is the acquisition of qualified and adequate numbers of personnel for an organisation, as well as determining and acquiring other resources and allocating them properly.
Furthermore, another main goal of human resource planning is to coordinate the activities of all members and elements of an organisation in order to enhance productivity.
1.2 Statement of the Problem
One of the most important issues confronting clan development companies is a severe lack of qualified resources. The problem of insufficient trained workforce in Nigeria’s construction business may be traced back to a variety of factors, including colonial administration practices that provided the native populace more opportunities to develop. Some of the difficulties faced by the human resources planners is as follows:
Top management always converts monies held for the organization’s proper planning management to their private pockets.
Due to a lack of motivation, funds from our experts in Nigeria have gone to a board where they would be paid and live in a comfortable house with all kinds of fringe advantages.
The study aims to address the rising rate of worker turnover due to inadequate facilities in higher education and an unsuitable curriculum for economic needs (1.3).
The study aims to determine the impact of human resource planning on organisational performance in a clan development enterprise in Lagos. The precise aims are:
To investigate the obstacles that inhibit the implementation of human resource planning in clan development company, Lagos.
To investigate the benefits of human resource planning on organisational performance.
To observe how human resource planning has altered the degree of production capacity in the clan development firm Lagos.
RESEARCH QUESTION:
Are there any obstacles to implementing human resource planning in a clan development company in Lagos?
Is human resource planning beneficial to an organization’s performance?
Has human resource planning altered the degree of production capacity at the clan development firm Lagos?
1.4 Research Hypotheses
To ensure the study’s success, the researcher developed the following research hypotheses:
H0: There are no obstacles to the execution of human resource planning in the clan development company in Lagos.
H1: there are issues preventing the implementation of human resource planning in clan development company, Lagos.
H02: Human resource planning does not improve organisational performance.
H2: Human resource planning has benefits for organisational performance.
H03: human resources planning has not changed the amount of production capacity in the clan development firm of Lagos.
H3: human resource planning has changed the degree of production capacity in the clan development corporation of Lagos.
1.5 Significance of the Study
This study is compelled by the desire and need of the researcher, reader, and organisations in general to grasp the benefits of implementing human resources on productivity stems, which will serve as a tool for increasing organisational productivity. The following are the relevance of the study for the researcher:
To serve as a guide for corporate individuals, organisations, and students alike in furthering their research on the issue.
To assist the government in determining the productivity of both the public and private sectors of the economy
To act as a resource for students who wish to perform similar research on this topic.
1.6 SCOPE OF THE STUDY
The study’s scope includes the impact of human resource planning on organisational success in a Lagos-based clan development enterprise. The investigation would be limited to clan development companies in Lagos.
Limitations of the study
Financial constraints- Insufficient funds tend to restrict the researcher’s efficiency in accessing relevant resources, literature, or information, as well as in data collecting (internet, questionnaire, and interview).
Time constraints: The researcher will conduct this investigation while also working on other academic projects. This will reduce the amount of time spent on research.
a) AVAILABILITY OF RESEARCH MATERIAL: The researcher has insufficient research material, which limits the investigation.
1.7 Definition of Terms
HUMAN RESOURCE PLANNING: Human resource planning is the process of identifying existing and future human resource requirements for an organisation to fulfil its objectives. Human resource planning should integrate human resource management to an organization’s broader strategic plan.
Organisational Performance:
Organisational performance refers to an organization’s actual output or results as compared to its expected outputs (or goals and objectives).
Planning is the process by which managers define and select appropriate goals and courses of action for their organisations. The resulting plans from the planning process outline the organization’s aims and how they are intended to be achieved.
Organisations, like people, cannot do everything, therefore they must identify their pro-rates and focus their time, energy, and other resources to achieve their goals (Stewart, 2011).
Stewart (2011) explains that organisations exist to help individuals achieve their goals by collaborating with others. These goals are often determined by those with the most influence. Complexity is a significant attribute of organisations.
Individuals in organisations rely on each other’s efforts through interactions, allowing them to strive towards a common goal. Laid-down structures, on the other hand, determine how 11 they relate to one another. It can also be defined as a collection of people who share common interests or goals, such as business or education.
Human Resource Planning is defined as a reasonable approach to the effective recruitment, retention, and deployment of people within an organisation, including, when necessary, plans for staff dismissal.
is thus concerned with the movement of individuals within and sometimes outside of the organisation. It is, however, more than just a numbers game; it is concerned with the most effective use of people’s knowledge, skills, creative capacities, and so on, and is thus qualitative and quantitative.
Denisi and Gryphon (2nd Edition) define human resource planning as “the process of forecasting the supply and demand for human resources within an organisation and developing action plans to align the two.”
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