Effects Of Manpower Planning In The Management Of Government Owerri Establishment

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Manpower resources are different from all the other resources in the organization, in the sense that if mobilizes the other resources and Employs and deploys them, if all the other resources are scarce human resources or labour is more scarce. It is like the saying in the ancient marine, which goes like this, “water everywhere but not even enough to drink, labour abounds everywhere but you are looking for the right type of labour in their various kinds and degree but may not be seen, moreover, the making or production of labour costs a fortune.
To produce a qualified personnel manager takes a lot of time to train a doctor until he qualifies will stretch the sponsor to a breaking point, even when a production Engineer or an accountant is employed in an Organization. It becomes a delicate issue to retrain him or her, labour is expensive and delicate, labour should be used with care and respect, organization that do not understand this finds it difficult getting the right type of employees whenever they needed them.
This lack of understanding of the nature of labour has significantly contributed to the downfall of many organizations with attendant colossal loss in profit. Labour can work out organization can as well matter of how well the human factor in the enterprise is taken care of.
As a result of the above considerations and understanding of the vital role manpower plays in any organization there should be a systematic planning of its requisition deployment and utilization in the enterprise. This in essence is what manpower planning involves.
Manpower planning reduces excessive recruitment, training and random transfer of workers and thereby saves management time and money moreover, major changes in population, technological innovations, size and complexity of the organization have made informal methods of manpower planning obsolete and less rewarding.
The situation is more crucial in Nigeria where there is scarcity of qualified manpower to fill existing positions. Manpower planning is very compelling to effectively and efficiently utilize whatever personnel are available. It is only in this way that people in the organization who need further training could be identified to up grade their skills in order to assume more responsible positions. It would also aid the organization to start very early to seek and find capable hands to replace those about to retire to cushion the effect of their departure from the establishment.
Manpower planning is part of the management activity; it is a part of organization planning. it should therefore be seen not in isolation but in context of the growth of the enterprise. It covers more than simply planning the future manpower requirements of an organization since it hinges on all aspects of the business.
There is need to maintain adequate balance in all categories of staff of a given enterprise. A cleaner is as important as the chief executive the chief executive cannot function in his office it if is not properly cleaned, similarly communication may be hindered and slow if the typist and secretaries are not there, moreover, a receptionist may snub you if you delegate her to do the work of a cleaner so for an organization to remain healthy, all necessary vacancies and positions should be filled.
These are the hallmark of manpower planning if government’s organizations or corporate bodies are to accomplish their set goals and objectives greater emphasis has to be laid on enhancing its manpower resources which is sequel to adequate manpower planning. Hence, these and other effects of manpower planning in an organization establishment shall be the primary focus of this research work.

1.2 STATEMENT OF THE PROBLEM
From the foregoing, manpower planning plays a significant role in the overall well being of every organization especially government owned establishment manpower planning covers all the sections, departments and units of any given enterprise.
One problem that confronts manpower planners in the management of government owned establishments is whether to design the job that will suit the individual or to fit the individual to suit the job. To the researcher a compromise must be struck between the two, one cannot go on designing jobs which are meaningless to the individual and full of abstraction. Similarly, we cannot please the individual and defect the goals and objectives of any given enterprise by simply designing jobs that are not result- oriented.

Thus, man and the jobs should be the barometric interments for manpower planning. manpower planning should consider all the skills,age,men and women, religion, nationality economic ,environment, technology, political climate and all other factors essential for the survival of the organisation hence;
(i) What is the state or position of manpower planning in an organization?
(ii) What is the relationship between manpower planning and the level of productivity of an organization?
(iii) What are the significant effects of manpower planning in an organization?
(iv) What are the factors militating against the effectiveness of recruitment, selection and manpower policy in the government owned establishment?
(v)What are the problems associated with manpower planning in government owned establishment and how can these be solved?

1.3 PURPOSE/OBJECTIVES OF THE STUDY
The study will address the following purpose/ objectives.
(i) To ascertain the state or position of manpower planning in some government owned establishments.
(ii) To evaluate the significant effects of manpower planning in some government owned establishments.
(iii) To examine the relationship between manpower planning and productivity level in an organization.
(iv) To examine the factors militating against the effectiveness of recruitment, selection and manpower policy in some government owned establishments.
(v) To examine the problems associated with manpower planning is some government owned establishments and make recommendations on how these problems can be solved.

1.4 RESEARCH QUESTIONS
The study will address the following questions.
(i) What is the position of manpower planning in government owned establishment?
(ii) Is there any significant effect of manpower planning in government owned establishment?
(iii) Is there any relationship between manpower planning and productivity in government owned establishment?
(iv) What are the factors that militates against effective recruitment selection and manpower policy government owned establishments?
(v) What are the problems that militates against manpower planning in government owned establishments and how can these problems be solved?

1.5 RESEARCH HYPOTHESES
The following hypotheses will be used in the study:
Ho 1: Manpower planning does not enhance significantly the level of productively in government owned establishments
Hi 1: Manpower planning enhances significantly the level of productivity in government owned establishments
Ho2: There is no significant relationship between manpower planning and workers level of performance in government owned establishments.
Hi 2: There is significant relationship between manpower and workers performance level in government owned establishment.

1.6 SIGNIFICANCE OF THE STUDY
The study is very timely especially at this point in time when all hands are on deck to enhance the productivity level in most government owned establishments. This is because despite the efforts being made by the governments to enhance the productivity level in it’s corporations through organizing seminars and workshops for it’s workers, the public sector still records low productivity level especially when compared with the private sectors. There is general laxity among workers who believe that government work is nobody’s work. This research work is aimed at addressing these abnormalities.
Thus, the study will be of immense benefits to the heads of government parastatals as the research work gives them better insight on the need for proper manpower planning in their organizations. The study will also look into the problems militating against affective manpower planning in some selected government owned establishment and make recommendation and suggestions on how these problems can be solved.
This study will equally look into the important roles manpower planning plays in enhancing productivity in an organization and workers level of performance.
It will also be very relevant to the government, as she tends to understand better the need for efficient manpower planning especially in most of her own establishments, if she hopes to achieve the goals and objective of her corporations.

1.7 SCOPE/DELIMITATION OF THE STUDY
The study is concerned with the effect of manpower planning in the management of government owned establishments, but because of time and cost the study will be limited to some selected government owned establishments in Imo state such as Imo concord Hotel, Imo transport company.
The researcher were of the view that since these corporations are located in the same geographical and socio- economic conditions, the constraints and challenges affecting one also affects others.
The study covered areas like technical and managerial competence, capital, work force, production capacity and strategies involved in the business activities within the area of study.

1.8 LIMITATION OF THE STUDY
Many constraints such as time, finance, and materials were encountered in collecting data for the research work. While distributing my questionnaire, some workers were sceptical or rather afraid of giving or answering the question initially, but with much conviction, I was given the needed co-operation.
Despite all these constraints, the research work was successfully carried out.

1.9 DEFINITION OF TERMS
(i) MANPOWER: Is the effective way of matching people with jobs. Or the number of workers needed to a particular job.
(ii) OBJECTIVES: These are the targets which an organization hopes to achieve
(iii) ORGANIZATION: Refers to a group of individuals who are bound together for unity of action and for the achievement of a predetermined objective through individual effort.
(iv) RECRUITMENT: This involves searching for prospective employees and stimulating them to apply for the job openings in the organization.

(V) MANPOWER PLANNING: The process by which management seeks to maintain and improve an organization’s ability to achieve corporate objectives or accomplish its tasks.
(iv) STRATEGY: Is a comprehensive approach, covering all parts of the organization, to achieving organization goals.