EVALUATION OF MANPOWER PLANNING (A Case Study of Ogbomosho South Local Government)
TABLE OF CONTENTS
Title Page
Certification
Dedication
Acknowledgement
Table of Contents
CHAPTER ONE
1.0 General introduction or background of the body
1.1 Introduction
1.2 Statement of the problem
1.3 Purpose / objective of the study
1.4 Scope and limitation of the study
1.5 Organization of the study
1.6 Definition of term or operation / term
References CHAPTER TWO
2.0 Literature Review
2.1 Introduction
2.2 What is manpower planning
2.3 Manpower planning procedure
2.4 The four C’s model for human resources
2.5 Selection
2.6 Training and Development
References
CHAPTER THREE
3.0 Methodology/Research Method
3.1 Introduction
3.2 Method and Data Analysis
3.3 Sources of Data
3.4 Research Problem
References
CHAPTER FOUR
4.0 Data Presentation/Analysis and Interpretation finding
4.1 Introduction
4.2 Brief History of the Cases Study
4.3 Summary of the Chapter
References
CHAPTER FIVE
5.0 Summary Recommendation and Conclusions
5.1 Summary of findings
5.2 Recommendations
5.3 Conclusions
5.4 Bibliography
5.5 References.
CHAPTER ONE
1.0 INTRODUCTION
1.1 MANPOWER PLANNING AND PRODUCTIVITY IN STATE ENTERPRISES
Manpower planning is a the personnel process which attempts to provide adequate resource to achieve future organization objective such as
a. Forecasting future needs of employment of various
Types
b. Comparing these needs with the present work force
c. Determine type of employment to be received or pleased of the
ORGANIZATION EMPLOYMENT ROLE
The most important resources, the people supply the organization with their work talent, creativity & objective.
One of the major problems of confronting management in any organization is the effective way of merging people with job, the perennial question that expert often which should design the job to suit the individual or get individual to fit into position.
The question underscore the value of manpower resource4s planning in any organization because it had to do with ensuring that the personnel needs of the organization as constantly and appropriately met at any given time and condition. There are two related factors V-12-internal factor that have often affected manpower planning 7 development
a.Internal factor –like current & expected skills, needs vacancies and deportment expansions & reductions
b.External factor environment population, education, government policy, cultural factor, technological innovations e.t.c and complexity of organization. Internal method of employment planning obsolete it is necessary in any employment planning process.
1.Examine the total environment in term of what the company is going to require loan resources
2.Analysis, The strategic advantages of the enterprise
3.Set its objective or the future period
4.Make the strategic and operative decision to achieve the objective of the enterprises manpower and also flourish the data analysis of supply side.
The process by which management attempts to accomplish the goals using its management resources is called manpower planning or employment planning. All enterprises most there plan their manpower planning flow chart below
EMPLOYMENT PLANNING FLOW CHART
Organization Objective
Gross Manpower Requirement
Manpower Investor
Net Manpower Requirement
Construction Expansion Adjustment
Manpower planning is necessary in all organization because it proceeds recruitment would per instance ordinary be difficult to know the member of personnel required recruitment ,due for promotion, to be retained for better utilization; As a result manpower could excessive recruitment training and transfer could be minimized saving management time & financial cost.
It is lower important to note lee that manpower planning is a continuous & it is an aspect of personnel function and service as a flood gate to other numerous personnel activities like employment recruitment, selection & orientation, career development and council performance evaluation and development compensation and protection, labor relation discipline, control and evaluation of personal function.
The primary an of manpower planning & productivity are:
1. To provide the enterprise is the trained and motivated employee.
2. To increase to the fullest employed job satisfaction & self activation.
3. To develop and maintain a quality of work life which makes employment in the enterprises a desirable social situation Due to the less importance attached to the manpower planning and development approach and technique a situation has Now arisen the scarcity if qualified manpower planning the is very complying if our economy in Nigeria must effectively and effectively whatever personnel that is available to us.
It is mainly in this way that the people in organization who need more training could be identified to upgrade their skill in order to of more responsible position. It would also and the organization to start early to seek and capable hands to replace those above to retire to caution the effect of their departure from establishing proper manpower planning improves performance and productivity. Productivity reaching the highest level of performance with the least expenditure of resources.
However, in view to diagnosing the problem areas and proper meaningful suggestion which will go a long way to alert the management of Ajaokuta steel company limited of passive approach to the issue of manpower planning and productivity in a high technology industry that embraces all field of academics endeavor and professionals.
1.2 STATEMENT OF THE PROBLEM
In a research work of this nature, use the existence of the object of the study is relatively in one is bond to be confronted with multiple problems ranging from inadequate data, lack proper record keeping.
Availability of every office to grant interview & the inconvenience official burclaycracy in getting information from government which would have been useful for detail analysis.
1.3 PURPOSE / OBJECTIVE OF THE STUDY
The purpose of the study of this project is to study manpower planning in Ajaokuta company limited and it’s overall effect on employees productivity, this study will attend much as possible to expose areas of inadequacy in the manpower planning program in Ajaokuta steel company limited and thee necessary advices on critical areas deserve immediate attention of the management.
To examine manpower development in Ogbomosho local government lastly to know the historical background of Ogbomosho local government.
1.4 SCOPE OF THE STUDY
The research intended to critically examine the manpower planning programme practiced by the management of Ajaokuta steel company limited for the past ten years ago appraise it’s position it could also and organization to start easily to seek and capable hands to replace those above to retime to caution the effect or their departure from establishing proper manpower planning improves performance and productivity. Productivity, really the highest level of performance with the least expenditure of resources.
However, in view to diagnosing the problem areas and proper meaning suggestion which will go a long way to after the management of Ogbomosho local government of parasite approach to the issue of manpower planning and productivity in a high technology industrial that embraces all field of academics endeavor and professions.
1.2 STATEMENT OF THE PROBLEM
In a research work of this nature, there the ethstente of the observe of the study is relatively in one is bond to be confronted with multiple problems ranging from inadequate data halt proper record keeping.
Availability of the offices to grant interview & the inconvenience official borcaycraly in getting information from government organization. Information which would have been useful for details analysis.
1.3 PURPOSE/OBJECTIVES OF THE STUDY
The purpose of the study of this project on employees production this study will attend ruel as possible ton expose areas of inadequacy in the manpower planning program in Ogbomosho south local government area the necessary advices on critical area deserve immediate attention of the management .
To examine manpower development in Ogbomosho local government. Lastly to know the historical back grand of Ogbomosho local government.
SIGNIFICANCE OF STUDY
This study contribute for the both of existing knowledge.
⦁ It will serves as guidance for executive committee and personal department.
⦁ It will sarre as material for other research and student of public administration impact on productivity.
This study is made relevant not least because the company relied leavily an experience (Russia ,dynes, team, Berger) in the construction & operation of the steel plants but important of the exist of compatriot will affect the manpower situation organization in the near future. It is therefore inevitable that a detail look into the manpower programmed of Ajaokuta steel company limited is conducted with a view of presenting a real and enduring manpower planning strategy for the company in its present situation & beyond. LIMITATION TO THE STUDY
The research work is limited to Ajaokuta steel company limited because of time and problem of some offices of the Ogbomosho steel company saying come back tomorrow , I am busy and am during the case study, I was financially land capped and friends lad to me more for taking care of my transport forces to and from in collection of data , from some offices saying come back tomorrow and write much pressure on them through the method applied in collecting while is personnel interview and questionnaire, I was still able to overcome the problem they believe that they will be similarity as expect the overall manpower planning of all the steel industries through out the federation.
1.4 ORGANISATION OF THE STUDY
It is to show the organization of the study.
This project consist of five chapters, However it consist the introduction of the subject matter, follow by the and object of the study. The scope of the study, methodology being by used in data collection, Lamentation to the study & the organization of the study.
In chapter(II) deals with literature review where we study manpower planning, manpower procedure, selection, training & development, while in chapter (iii) consist of methodology research method, sources of data method & data analysis followed by the organization research problem. In chapter ( iv) consist of the presentation and analysis of the data and finally, in chapter (v) contain conclusion, summary on productivity this study is made relevant not least because the company relied leaving a experience (Russia, Dimes, Team, Berger) in the construction & selection of the plant but importantly low the exist of the comparators will affect the manpower situation organization in the near future it is therefore inevitable that a detail look into the manpower program of Ogbomosho south local government is inundated with a view of presenting a real and enduring manpower present situation & beyond.
LIMITATION TO THE STUDY
The research work is limited to Ogbomosho south local government because of the problem of some offices of the Ogbomosho south local government, is to mention some of the course of this project ranging from finance, uncompromising attitude of the respondents and inability to get vital information about the Ogbomosho south local government. This project is limitation to the operation of Ogbomosho south local government as it affect the public administration, However, during the study despite the problem face from offices to office in Ogbomosho south and will pressive on the method applied in colleting while is personnel interview and questionnaire, I was able to over come the problem they believe that will be similarities of expect the over all manpower planning of the organization through the federation.
SIGNIFICANCE OF STUDY
1.5 ORGANISTRATION OF THE STUDY
Here is to show the organization of the study this project consist of five chapters, However chapter one consist of the introduction of the subject matter, followed by the aim and objective of study. The scope of the study ,methodology being used in data collection, limitation to study & the organization of the study in chapter two deals with literature review where study manpower planning manpower procedure, selection training & development while in chapter three contains methodology or research method, source of data method & data analysis followed by the organization research problem. In chapter four consists of present the presentation and analysis of the data and in chapter five consist of summary recommendation and conclusions, recommendation
1.5 OPERATION OF THE TERM OR OPERATION TERMS MANAGEMENT SERVICE DEPARTMENT
This department is headed by a general manager and the department is responsible for general administration jobs as appointment of personnel, promotion, discipline & discharge, staff accommodation, catering service & industries relation matters. The division is headed by on assistant general manager, the division is responsible for training of staffs for better job performance in the fast overseas training was organized for different categories of staffs ranging engineer, technology creation e.t.c. between 1974/1994 a total of (924) staffs needed for effective operation of plant have been produced since inception, development & training of manpower is the blood of any organization, for meaningful result among others, the division organization orientation induction course, in house courses, study leave with pay without pay since employees training have direct effect in the overall productivity of any organization.
COMMERCIAL DEPARTMENT
The department is responsible for the procurement sale and shipping of all consumes finished products of the company inspection of plant equipment at both source and delivery and transportation of such to the steel plant from various seaports. The department sold product work 27million and 40million in 1985/86 respect from the finish products of the wire road mill and light section mill.
OPERATION DEPARTMENT
The department is headed by general manager charged with responsibility operation of all completed plants of the complex e.g. rolling mill, iron making, steel marketed other construction purpose in the country.
ENGINEERING SERVICE DEPARTMENT
The department is also headed by a general manager, the department is responsible for general supervision or all the civil, election, mechanical & structures are put in place according to the age design as stipulated in the working draw prior to the award of contract to construction engineering contractors. All needs within the steel territory are named by the department including the supervision of the via transport network, the maintenance of cranes and vehicles under the umbrella of the department.
FINANCIAL DEPARTMENT
The department is also headed by a general manager, it is responsible to prepare the company annual budget and the disbursement of fund as man be approved by the manpower director/ chief executive.
The reparation & payment of staff salaries and payment for contract executive private or various organization .finally, the deportment is the custodian of the financial record & cash control.
REFERENCES
Allan (1978)Personnel Journal 67, No 3 Tavisfock Publication, Ogbomosho Steel Company Limited.
Beath, G.M.C (1971) Organization & Practice ,New York, Alexon Publisher.
Burchard And Wezel (1976) Planning For Manpower Utilization, Usa Stock Role Book.
Farland M.C (1980) Foundation & Practice Management, New York, U.K Stock Role Book.
Fredrick,(1978) Human Resources Management Harford Business, Germany, Knoff Publisher.
Lynch J.J (1987) Making Manpower Effective, Harvard Business, Nigeria, Long Manpower Publisher.
Nwachukwu, C.C (1992) Public Administration, Nigeria, Macmillan Publisher.
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