IMPACT OF HUMAN RESOURCE PLANNING ON THE PERFORMANCE OF AN ORGANIZATION – Business Administration Projects

CHAPTER ONE

INTRODUCTION

Although the understanding of human resources planning (HRP) differs from person to person, the overall goal is to know how to effectively use the scarce talent, in the interest of work and organization. Human Resources planning can be considered in its entirety as an effort to anticipate the future of the organization and to provide personnel to respond to this organization and the demands of customers.

In order to secure viability and growth, a crucial goal for any organization is to perform well and achieve good results. There can be several means to achieve this, and one possibility is to manage the organization’s human resources in such a way that they give rise to increased

organizational performance. Organizations have increasingly acknowledged the opinion that the company’s human resources are valuable and can be a unique source for competitive advantage. As Barney (1991) notes that the people working in organizations can be a source for competitive advantage unlike any other resource, in the way that they can be rare and hard to imitate by competitors. We now see nearly all larger companies having departments and employees exclusively dedicated to the management of their human resources. Furthermore, we can also observe a more extensive involvement of the HR function in organizational strategic planning. Human Resource Planning (HRP) has increasingly become a strategic contributor that, in principle, could add significant value to the organizations.

According to Bulla and Scott (1994) “as the process of ensuring that human resource requirements of an organization are identified and plans are made for satisfying those requirements”. This view suggests several specific, interrelations activities that together constitute HRP which include personnel inventory, human resource process, action plan, control and evaluation.

Human Resource Planning is also the personnel process that attempts to provide adequate HR to achieve future organizational goals. It includes forecasting future needs for employees of various kinds, comparing these needs with the present workforce and determining the numbers and types of employees to be recruited or phased out of the organization’s employment group.

Human resource planning has two core objectives; the optimum utilization of currently employed human resources and providing future HR needs in the areas of skills and numbers (Harvey & Bowin, 1996).

HISTORICAL BACKGROUND OF THE UNILEVER PLC ABA

Unilever Nigeria plc was formally registered as lever Brothers Nigeria plc, lever Brothers plc was incorporated as Lever Brothers (West Africa) LTD on 11^th April 1927 by Lord Lever’s picture and have a business in Britain.

Willian Hesketh levers, the founders of lever Brother Nigeria, whose part of his basic philosophy was to produce soap of high quality and levers registered a trademark in SUNLIGHT. Unilever Nigeria plc strengthened its foothold in the food and drinks business by mergers with Lipton Nigeria limited on July 1985 and chase brought proceed industries December 1988 to become a giant in the manufacturing business.

In accordance with the Nigeria enterprise promotion   with the Nigeria enterprise promotion decree of 1972 and 1977 sixty percent of the company’s equity is did by Nigeria citizen white party percent is had by foreign investors

Today, Unilever Nigeria plc is a leading company in the industrial sector, engage in the manufacturing and marketing of a wide range of house hold products which includes soup and powered soap as its product link. The Unilever Nigeria plc offers close –up paste for sale in different sizes like large size, medium size, small size, sachet and these sizes are regarded as its product item.

Initially when the question of development of a new factory house four alternative location was considered. They include Onitsha Aba, Umuahia and Port Harcourt. Aba was chosen in preference to others because of its strategies location within the eastern region and also had easy access road facilities to the Owerri and Calabar areas and the Southeastern regions.

1. STATEMENT OF THE PROBLEM

Human resources department of some organization perform various function but much is yet to be desired in the area of human resources planning which has led to the following

• Poor recruitment and selection policies and procedure
• Inadequate and storage of personnel with requisite skills
• Low productivity
• Inability to cope with change
• Poor training and development programmes.
  1. OBJECTIVE OF THE STUDY

To find out the level of human resource planning practised.

To examine the procedural steps involved in human resource planning

To ascertain how human resources planning is related to recruitment and selection.

To profer a solution on how to use human resources planning to improve the quality of personnel in the organization.

1. RESEARCH QUESTIONS

1. What is involved in human resources planning?
2. how are the recruitment and selection done in the company
3. how does training and development  facilities human resources planning in an organizations
4. What factors militate against human resources planning in an organization.
5. Does human resource planning enhance employees’ performance in an organization?
6. Do effective human resources planning and development programme improve production efficiency?
7. What is the major use of human resource planning in an organization?
8. do human resource planning censure efficient recruitment and selection of employees in an organizations
   1. RESEARCH HYPOTHESIS

The following hypotheses were formulated to determine the validity and reliability of the study. Null hypothesis

Hi: human resources planning do not enhance employee’s performance in an organization.

Alternative hypothesis

Ho:  human resources planning enhance employees’ performance in an organization.

Ho: human resource planning does not ensure efficient recruitment and selection of employee in an organization

Hi: human resource planning efficient recruitment and selection of employees in an organization

1. SIGNIFICANCE OF THE STUDY

This research work will be immense value to Unilever Nigeria to update its personnel management programme items

In establishment team to realize that that there were major or key to human resource planning tools for worker effective management

It will also make the manager to beat advantage to know and understand subordinate strength and to know the weakness the needs to overcome.

This will contribute greatly to future research in this field and other related fields as reference material.

In addition, it is a cone of the pre-requisites for the award of National Diploma (ND) in Business Administrations

1. SCOPE OF LIMITATION OF THE STUDY.

This study on the impact of human resource planning on the performance of the organization will help Unilever Nigeria plc. One of the limitations of this research is having a difficult time finding the information. And the lack of finance is another limitation of this research.

The researcher analysis was limited to the answer gotten through the questionnaires other limitations, encountered included but not restricted to time and money.

1. DEFINITION OF THE TERMS

HUMAN RESOURCE PLANNING: this is the forecasting of staffing needs determining the steps needed to fulfil those needs in personal management.

RECRUITMENT: this is the process ascertaining the manpower needs of the organization and communicating these needs to the labour market so that those who meet the requirement of job opening can apply

TRAINING AND DEVELOPMENT: Training is the process of acquiring specific skills, knowledge and attitudes need to solve some specific organization problems development include training to improve skill in the performance of a specific job.

MOTIVATION: This is the process of changing the individuals’ behaviours to a direct end.

PERFORMANCE APPRAISAL: This is a systematic evaluation of the individual with respect to his potential for the development.

COMPENSATION PROGRAMME: A programme designed to attract capable employees to the organization to motivate them towards superior performance and retain their service over an extended period of time.

MANPOWER: This refers to the human resource in an organization, capital of effectively and efficiently completing those tasks that will help the organization achieving its overall objectives.

ORGANIZATION: This is a group of people coming together to achieve a particular goal.

PROMOTION: This is a process of changing a staff level as a pre-requisites of  motivating him/her in the organization

PLANNING: This is predicting future happening and based on the prediction put in plan activities that will enable the organization to realize its goals.