MANPOWER PLANNING AND DEVELOPMENT AS A TOOL FOR HIGHER PRODUCTIVITY
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MANPOWER PLANNING AND DEVELOPMENT AS A TOOL FOR HIGHER PRODUCTIVITY
CHAPITRE ONE
INTRODUCTION
This chapter will go over the following topics: the study’s background, the issue statement, the aims of the investigation, the significance of the study, the scope and constraints of the study, and references.
1.1 BACKGROUND OF THE STUDY
The personnel manager is intended to help establish manpower policies in an organisational setting. Currently, the emphasis is on division of labour, staff duties, and remuneration of employees.
Management in an organisation is mostly impacted by worker misplacement. Constantly, due to worker misplacement. Experts are frequently asked if it is better to fit an individual into a professional position or to create the job to fit the individual.
Management is to determine its manpower needs based on observation; the process by which management strives to provide for its human resources to fulfil its mission is referred to as manpower planning or employment needs planning for their manpower demands.
Manpower planning is important in all organisations since it is required for recruiting; without it, it would be difficult to know the number of individuals required for recruitment, reassignment, retirement, or retirement for better utilisation. Manpower planning eliminates unnecessary recruiting, training, and transfer, saving management money and time.
‘Bruce’ noticed that huge changes in population, technological innovation, organisational size, and complexity have rendered informal methods of employment planning outmoded for everybody, yet they are extremely small and stand organisation. The problem is more critical in Nigeria, where skilled personnel are available to fill current roles.
Manpower planning enables an organisation to begin looking for favourable outcomes early on. It also aids in the efficient and effective utilisation of existing staff. People in the organisation who require additional training might be identified in this manner in order for them to accept more responsible responsibilities.
1.2 STATEMENT OF THE PROBLEM
The importance of labour planning and development in an industry cannot be overstated.
As we all know, manpower refers to all human resources in an organisation; optimal utilisation of these human resources in an organisation contributes to the achievement of organisational goals.
A well-planned manpower recruitment and training programme is required to reach its goal, but the challenge has always been determining who should be recruited to match the organization’s demand. The recruitment jobs are confronted with a difficulty, which could be either internal or external.
The character of the organisation is one of the internal influences. This could be due to inadequate management; applicants would not want to work in an organisation with poor management.
A company with a bad financial standing is likely to have inadequate management. The major determinant determining an organization’s level of success is its management quality.
Another issue is the nature of the work. Most applicants’ concerns about their talents, post-work experiences, and friends’ interests witness to how they go about looking for jobs.
Problems such as these aspects to consider when selecting manpower in the organisation include the fact that even after training, some employees still do not understand their obligations and responsibilities as employees.
Furthermore, some of the resulting staff are men of qualifications rather than men of qualities; thus, the stated problem of this work is to determine how manpower planning and development can affect productivity in order to identify factors militating against its objectives, prospects, related problems, and how it can be improved.
1.3 OBJECTIVE OF THE STUDY
This project effort is specifically intended to identify the ramifications of well-planned workforce planning and training or development in an organisation with precise size industries. According to the study.
(a) The impact of an unplanned workforce recruitment procedure on the organization’s overall productivity.
(a) The constraints that may prevent an organisation from developing plans for personnel planning, training, and development.
(c) An organization’s good productivity level if workforce planning, training, and development are well-executed.
1.4 THE SIGNIFICANCE OF THE STUDY
Many management scalars believe that workforce planning is a fundamental management resource. It helps to activate the art of human management through creative, innovative, and imaginative techniques aimed at improving productivity as an important management resource, it recognises the role of trade unions, and it paves the way for meeting workers’ rights problems through managerial manpower planning.
Manpower planning is all-encompassing. It seeks to match the right people with the right colleagues while ensuring that proper knowledge skills, experience, training, and development are matched up with the might placement at the period and cost rare all indicators of manpower,
futuristic approach to management presupposes that there must be planning management is highly conscious of the relevance of manpower planning, particularly in recent times when the need for effective person el is highly relevant due to ch
Modern organisations no longer rely on traditional manpower planning, and even small and informal organisations must adopt comprehensive manpower planning as issues such as improved techniques for good service, consumption techniques, and organisational structure that necessitate efficient resource management are addressed.
1.5 SCOPE AND LIMITATIONS OF THE STUDY
This study is being conducted to define the role of manpower planning and development as a strategy for increased productivity in a small-scale industry. Covering the importance of personnel recruitment, sources of applicants, good itself conditions for training, objective of training,
methods and techniques of training, importance of qualified manpower, and self-development, some difficulties were encountered while conducting the research, the constants include,
TIME TABLE
The time constraint set for data collection and completion of the entire research work for the project made it difficult to obtain material that would allow for a thorough examination of the subject.
FINANCE
Due to the high cost of station transportation and other supplies required, the student researcher had financial challenges in carrying out this investigation.
THE LABOUR MARKET
According to the researcher, the geographic area in which the source of supply and demand operates impacts the price or growth rate of a specific type of labour.
DIFFICULTIES IN COMMUNICATION
Furthermore, during the personnel interview
The researcher had numerous communication issues with the individual and certain firm employees interviewed. Some are aware of the work and are familiar with it, but they have found it difficult to communicate effectively. This made the researcher’s job more difficult and time-consuming.
In addition, despite the simplicity of the questionnaire, the few responses obtained were of poor quality.
JOB WITH A WHITE COLLAR
The study found that this describes jobs that are mostly physical in nature, ranging from unskilled to semi-skilled.
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