IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE
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IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE
Abstract
This study is intended to explore Human Resource Planning in Relation to Private Sector Performance. Human Resource Planning is a relevant function of management in an organisation for the aim of actualizing established goals and objectives as a Human Resource Manager.
Human Resource Planning is the process of analysing an organization’s Human Resources needs as they change and creating the activities required to meet those needs.
Using main and secondary data as a source of information, Human Resources Planning will assist in determining the actual problem affecting the management of the clan development organisation.
Higher productivity in the private sector can be attributed to better human resource planning. There should be regular and adequate personnel planning in the organisation to account for any shortcomings or shortfalls.
CHAPITRE ONE
INTRODUCTION
Background of The study
The history of planning is as old as man himself. Planning began during the ancient age, when there were no industries or firms. Because planning is a fundamental function of management, it pervades all functional areas of management, including personnel, production, research and development, marketing, and finance.
Organisational goals and objectives are set by planning; the resources available must be strategies to attain the goals and objectives. What does planning bring answers to? When and how? And their connection to organisational operations. Human resources panel is a fundamental role in personnel management.
Human resource planning, often known as workforce planning, is the process of placing the proper amount of qualified people in the right position at the right time. To ensure an adequate workforce in the organisation, management must plan appropriately.
Proper planning in this regard entails accurate future projections, taking inventory of existing workforce, comparing the force with the existing one, and taking remedial measures.
Productivity is defined as the rate of output, the degree of result, and the degree of success, and it is directly tied to profitability and turnover. This study focuses on the potential impact of human resource planning on worker productivity.
Human resources refer to the people who work in the organisation. There can be no production without them. As a result, the organisation must prepare carefully for its human resources. Proper planning boosts an organization’s productivity. How?
Planning aids in the resolution of the organization’s staff shortage problem.
It also aids in determining and planning the capital, materials, equipment, and staff needed by an organisation to attain its goals.
Human resource planning entails defining the functions and responsibilities of the workers employed and outlining how their activities will be interconnected.
Human resource planning is used to examine external factors in order to assist the firm in dealing with environmental uncertainty by mobilising scarce or limited resources to neutralise potential risks.
Control is made feasible by planning, which involves comparing actual results to performance standards and taking remedial action if there is a variance.
Management development in human resource planning by assisting managers in taking a proactive role in guiding the organisation towards a desired future state.
Finally, the human resource planning function includes staffing, which is the acquisition of competent and appropriate people for an organisation, as well as determining and procuring other resources, as well as the right distribution of these resources.
Furthermore, another main goal of human resource planning is to increase productivity by coordinating the activity of all members and elements of an organisation.
1.2 STATEMENT OF THE PROBLEM
One of the most important issues confronting clan development companies is a severe shortage of qualified resources. The problem of insufficient trained labour in Nigeria’s construction business may be traced back to a number of factors, including colonial administration policies that provided greater opportunities for development to the native populace. The following are some of the issues that human resource planners face:
Top management always converts monies kept for the appropriate planning administration of the organisation to their personal pockets.
Due to a lack of motivation, funds from our expertise in Nigeria have been transferred to a board where they will be paid and live in a comfortable house with a variety of fringe perks.
The rate of worker turnover is increasing due to a lack of facilities in our higher education institutions and an educational curriculum that is irrelevant to the needs of the economy.
The study’s goal is to determine the impact of human resource planning on organisational performance at a clan development enterprise in Lagos. The precise goals are as follows:
To investigate the obstacles to the adoption of human resource planning in a clan development company in Lagos.
To investigate the advantages of human resource planning for organisational performance.
To see how human resource planning has affected the degree of production capacity in the Lagos-based clan development enterprise
RESEARCH QUESTION
Are there any obstacles to the adoption of human resource planning in the clan development enterprise in Lagos?
Is human resource planning beneficial to organisational performance?
Has human resource planning affected the degree of production capacity at the Lagos clan development company?
1.4 RESEARCH HYPOTHESES
The researcher developed the following research hypotheses in order to successfully complete the study:
H0: There are no obstacles to the execution of human resource planning in the clan development company in Lagos.
H1: There are obstacles to the execution of human resource planning in the clan development company in Lagos.
H02: Human resource planning has little effect on organisational performance.
H2: Human resource planning can improve organisational performance.
H03: The amount of production capacity in the clan development company Lagos has not changed due to human resource planning.
H3: human resource planning has altered the degree of production capacity in the Lagos-based clan development enterprise.
1.5 SIGNIFICANCE OF THE STUDY
This study is motivated by the desire and necessity for the research, readers, and organisations in general to comprehend the benefits of implementing human resources on productivity stems that will serve as a tool for increasing organisational productivity. The following are the study’s implications for the researcher:
To act as a guide for corporate individuals, organisations, and students alike as they conduct study on the issue.
To assist the government in determining how productive the public and private sectors of the economy are.
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 effect of human resource planning on organisational performance at a clan development enterprise in Lagos. The research will be limited to the clan development company in Lagos.
LIMITATIONS OF STUDY
Financial constraint- A lack of funds tends to restrict the researcher’s efficiency in locating relevant materials, literature, or information, as well as in the data collection procedure (internet, questionnaire, and interview).
Time constraint- The researcher will conduct this investigation alongside other academic activities. As a result, the amount of time spent on research will be reduced.
a) RESEARCH MATERIAL AVAILABILITY: The researcher’s research material is insufficient, restricting the scope of the investigation.
1.7 DEFINITION OF TERMS
HUMAN RESOURCE PLANNING: Human resource planning is a process that identifies an organization’s existing and future human resource needs in order to fulfil its goals. Human resource planning should serve as a link between human resource management and an organization’s overall strategic strategy.
PERFORMANCE OF THE ORGANISATION:
Organisational performance is defined as an organization’s actual output or results as assessed against its expected outputs (or goals and objectives).
Planning is the process by which managers define and select appropriate organisational goals and courses of action. The plans that result from the planning process outline the organization’s goals and specify how they are to be achieved.
Organisations, like people, cannot do everything, thus on a scale of preference, they must select their pro-rates and concentrate their time, energy, and other resources to achieve their goals (Stewart, 2011).
According to Stewart (2011), “organisations are set up to achieve purposes that individuals cannot achieve on their own.” Organisations give a mechanism of working with others to achieve goals, such as determining who is in the greatest position to influence them. The complexity of organisations is a fundamental feature.”
Individuals in organisations rely on each other’s efforts through interactions, which allows them to strive towards a common goal. Lay out structures, but figure out how they relate to one another. It can also be defined as a collection of people who share a common interest or goal, such as a business or a school.
Human Resource Planning (HRP) is defined as a systematic approach to the effective recruitment, retention, and deployment of people within an organisation, including, when necessary, plans for dismissing employees. As a result, it is concerned with the movement of individuals within and sometimes outside of the organisation.
It is, however, more concerned with the optimal deployment of people’s knowledge, ability, creative capacities, and so on, and thus qualitative and quantitative. Denisi and Griffin(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 for aligning the two.”
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