CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
There are number of factors that contribute to the success of any organization, these factors include, capital, equipment, manpower e.t.c all these factors are important but the most significant factors is the human factor since it is the people that will put the other resources to work, it should be viewed as such by management by giving it due attention in order to achieved it’s organizational goals and objectives.
Manpower training aimed at ensuring that the right person is available for the right job at the right time. This involves formulating a forward looking plan to ensure that the necessary human effort to make it possible for the survival and growth of the organization. It becomes imperative to develop the employee. Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow their jobs. It relates to series of activities which an enterprise would embark upon to improve it managerial capacity. Manpower development is important in any discussion of strategic human resources management.
These emphasis on manpower and development is influence by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication involvement and commitment necessary to compete effectively.
Since the early 1960, the human factor of production of manpower as it is alternatively called, has increasable been recognized as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although, it might be tempting to attach more important to the availability of physical resources such as capital and equipment undermining that they are mere passive factors of production, which depends on human intellectual which is active agent to exploit them in order to achieve the objective of the organization. Thus the human factor (manpower) is the main stage of the organization.
In order words the success of an organization depends on the ability and expertise of those who operate it both of the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge the possess and training received.
According to Harbison, F. H. (1973) human being constitutes the ultimate basis of a nation’s wealth. This proposition applies to the organization which implies that with daily increase and complexity in the organizational activities and the problem ensuring optimum productivity which is fast becoming a challenge as well as imperative for the management of the organization thus, training and development of staff on whom the huge responsibility of furthering these goals rest, must take top priority if the organization must continue to enjoy maximum performance from the staff.
The main objective of setting up a company is to make profit and to achieve this organizational goal, adequate manpower training and development programs should be put in place to enhance performance.
1.2 STATEMENT OF THE RESEARCH PROBLEM
The human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilize these available resources to bring about the desired goals. However, most organizational plans are reviewed with utmost attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.
The every few Organizations that give thought to this very important aspect of staff of staffing functions do so with lack of seriousness all round attention and continuity. The programmes are carried out not only once in a blue moon but are also sided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development. There had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the inducing the circumstance what we find is that the rise in industrial output is inconsequential in spite of the enormous wave of modern technology that now exist in industry activities.
It is the opinion of the industry to observe that the poor performance of the organization –workers follows from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of performance training and development on organizational performance of this mission, however the researcher used Guinness Brewery Plc as a reference.
1.3 THE OBJECTIVES OF THE STUDY
i). To conduct an empirical investigation through a review of the manpower planning and development policy of Guinness Plc.
ii) To access the staff recruitment, selection and training programs and from it, establish some relationship between these programmes and problems enumerated.
iii) To highlight the need for manpower planning and development in the company.
iv) To establish the relationship between personnel planning and development and staff performance.
v) To correct the belief that in this age of computerization and technological development, all that business units need to survive in the acquisition of up to date capital equipment to the neglects of the manpower management of its human resources.
vi) To proffer solution to the identified problems.
1.4 RESEARCH QUESTIONS
1. Does Guinness Brewery conduct any planning and development on their employees?
2. Are the employees of the Guinness Brewery satisfied with the placement and promotion procedure?
3. Are there development programmes for the employees?
4. How adequate in terms of content and relevance, are these development programmes relevant?.
5. Has the development process in the organisation improved employees performance?
6. Are the employees of the Guinness Brewery utilized after their planning and development programmes?
1.5 RESEARCH HYPOTHESES
A hypothesis is a tentative statement which shows causal relationship that exists between two or more variables. Such declared tentative statement is subject to acceptance (confirmation) or rejection, depending on the results that fall out from its empirical verification. (Dode, 2012)
The formulated hypotheses in this research work include:
Null Hypothesis:
Ho: Manpower planning and development has enhanced organizational effectiveness in Guinness Brewery Plc.
Alternate Hypothesis:
Hi: Manpower planning and development has not enhanced organizational effectiveness in Guinness Brewery Plc.
1.6 SCOPE OF THE STUDY
The study provides insight into the role of manpower planning and development on organisational effectiveness in Guinness brewery Plc. The study seeks to ascertain whether or not manpower planning and development has contributed to effective performance in the organisation as well as to understand the factors that have impeded the challenge against the successful adoption of manpower planning and development in Guinness Brewery Plc.
1.7 SIGNIFICANCE OF THE STUDY
The following are the significance of this study
This research work will be a useful guide to all business organizations both private and public and the economy as a whole as it exposes the impact of manpower planning and development on organizational effectiveness as well as noting the major factors that could militate against its successful application.
This study will also serve as a benchmark especially to managers as it will help them to facilitate attainment of goals efficiently and helps to adjust and adapt to change in the dynamic business environment.
It will further call to the attention of the government to discover the impact of manpower planning and development and its related importance as a tool for attaining good efficiency, productivity and accountability in the any organization as well as the country and economy.
Finally, it will also serve as a backbone and an eye-opener to other scholars and researchers interested in carrying out further research in this or related domain subsequently, if applied will go to an extent to provide new explanation to the topic.
1.8 LIMITATIONS OF THE STUDY
In the course of this research several factors posed a limitation to its success.
Finance was one of the major factors that played a devastating role in preventing the researcher to use certain approaches and methods in the course of the study. Also, the researcher had a time problem because the available time was share between academic work, domestic responsibilities etc. it was not easy to attain a perfect balance among these activities as such very little time was available for the conduct of this study.
Availability of material were among the limitations encountered by the researcher because The employees are unable to disclose some information about the company which made some difficulty in writing the research work. They refused to give out some information which they considered confidential, hence the bulk of materials used were limited to the ones available that the researcher could assess.
1.9 DEFINITION OF TERMS
• Training: training is the process of preparing somebody or being prepared for job. In manpower development, training is therefore an indispensable element and at the same time, a vehicle for development.
• Development: Development generally means the process of causing somebody or something to grow or making something to become larger gradually, but in relation to manpower development can be seen as a process of increasing the quality or value or skill of an employee (personnel).
• Management: this is the application of human and material resources in achieving the objective and efficiently through planning and forecasting.
• Planning: - it is the act or process of making plan. Planning is a major component of the management process, which is concerned with defining ends, means and conduct at every level of organization life.
• Organisation: - it is a system of behaviour designed to enable human and their machines accomplished goals. Organisation is also defined as the sum total of the way in which it divides the labour distinct tasks and them achieves co-ordinates between them.
• Business: - this is any economic activity oriented towards producing goods and services at profit for the satisfaction of mankind.
TABLE OF CONTENT
PAGE
TITLE PAGE i
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENTS iv
ABSTRACT v
RESUME vi
TABLE OF CONTENTS vii - x
CHAPTER ONE: INTRODUCTION 1
1.1 Background to the study 1 - 3
1.2 Statements of the Research problems 4 - 5
1.3 Objectives of the study 5 - 6
1.4 Research questions 6 - 7
1.5 Research hypothesis 7
1.6 Scope of the study 8
1.7 Significance of the study 8 - 9
1.8 Limitations of the study 9 - 10
1.9 Definitions of terms 10 - 11
CHAPTER TWO: LITERATURE REVIEW 12
2.1 Introduction 12
2.2 Historical development of Guinness Brewery Nigeria 12 - 14
2.3 Concept of planning 14 - 30
2.4 Overview of manpower planning 31 - 32
2.5 Meaning of training 33 - 35
2.6 Overview of development 35 - 46
2.7 Planning and development 36 - 37
2.8 The role of manpower planning and development
In organizations 38 - 40
2.9 Challenges of manpower planning and
Development 40 - 41
CHAPTER THREE: RESEARCH METHODOLOGY 42
3.1 Introduction 42 - 43
3.2 Research method 43
3.3 Population 43
3.4 Method and source of data collection 43 - 44
3.5 Research instrument 44
3.6 Administration of the instrument 45
3.7 Method of Data Analysis 45 - 46
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND
INTERPRETATION 47
4.1 Introduction 47
4.2 Data Presentation 47 – 48
4.3 Data analysis and interpretation 48 - 54
4.4 Test of Hypothesis 55 - 57
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATION 58
5.1 Summary 58
5.2 Conclusion 59
5.3 Recommendation 60 - 61
Bibliography 62 – 64
Appendixes 65 - 67