Impact Of Effective Manpower Planning And Development On The Overall Achievement Of Organizational Goals

1.0 Introduction

1.1 Background to the Study

In today’s climate of uncertainty, declining productivity and standard of education, hopelessness and perhaps unstable political system, Nigeria needs a functional, effective and efficient human resources management. This so because, although the relative contribution of labour, capital and technology to productivity are unclear, the utter dependence of socio- economic growth and development of skilled and motivated work force is certain. The human resources organize the processes and perform the work to produce goods and services. It becomes imperative therefore that all effort should be geared towards an effective human resources development utilization to engender high productivity which is the pivot for rapid socio-economic growth and development of any nation. In his contribution, Udo-Aka Udo (1999;63) perceived human resource as ‘the management, scientific, engineering, technical, craft and other skills which are developed and employed in creating, designing and developing organizations and in managing and operating productive and service enterprises and economic institutions’. Also for the purpose of clarity he added ‘Human Resources development is inclusive of education and training and emphasizes on unfolding process as well as carries an implication for growth and maturation through the lowest formal education level and the development of leadership skills and knowledge in commerce and public service.
Human resource management deals with the establishment of procedures employment and payment of workers or staff. It is the arrangement of conditions which make possible greater self direction by staff in the performance of their duties. It is, therefore, an important function in the general context of all administrative responsibility of managing staff. However, in Nigeria, the Ministries of Education, Civil (Public) Service Commission are very much involved in a number of policies affecting teachers. Areas of such involvement, for example, include recruitment, staff development, transfers and promotions, staff evaluation, dismissal and general discipline, salaries and pensions. Thus, the life of the school teacher is affected by the activities of officials in the Ministries of Education or their agencies. Consequently, the interaction of the two becomes essential if teaching is to become effective. It should also be remembered that the major premise of staff or human resource management in schools is that the end results of the educative process will be determined by the effectiveness of the school teachers.

For human resource to be functional and adequate, the institutions that provide formal and informal education/learning environment be carefully established and effectively serviced and managed (Mbat 1999). In the words of Ogunbayo (2002:110) “Education is the most critical instrument for change in any society. Therefore, the quality of education provided in any society and the nature of change effected by that education are both dependent on the quality of the teacher and the effectiveness of their teaching in the schools”. Some of the major factors according to Torngee (2001:15) that make or mar effective performance of the teacher and mount pressure on human resource management in secondary schools in Nigeria includes: facilities, equipment and infrastructure, the state of the school building, teaching materials, equipment, laboratories, workshops and school furniture are in various stages of disrepairs and teacher cannot function effectively in that type of environment .

Another factor that influences the management of human resource is the morale of teachers. This has to do with the state of mind of the teacher (or staff) with respect to his work. This involves the degree of participation in policy making and administration opportunity for advancement and the intelligence and constructiveness of supervision, pension benefits, salary adequacy tenure conditions. Recruitment, selection and orientation of staff. Of all tasks faced by the principal (or Head teacher) none is more important than the acquisition, maintenance and retention of a qualified and productive teaching staffs. Moreover, Staff/Teachers Promotion has an effect on the motivation of teacher/staff. This if wrongly used will have negative impact on morale and motivation.

Staff transfer, that is the movement of staff from one position, office, department or school to another which may not involve increased responsibilities or compensation also influence the management of human resources in the school system. Every educational system at every level depends heavily on teachers for the execution of its programmes. Maintaining and improving educational standards is only possible through teachers. The teacher, therefore, is the most indispensable entity in the school. He is the greatest aid to learning. Thus as far as possible, he should be thoroughly trained and supported in his work. It is against this background that this study seeks to investigate the impact of effective manpower planning on teaching and learning process.

1.2 Statement of the Problem

Human resources are essentially the most active organizational resource, while other resources like money, material, machinery, capital are passive, and only to be activated by the human resources. The productive capacity of human resource is no longer in doubt among organizational practitioners. In retrospect, there is need for proper planning of human resources in organization. This according to Robins(1982:125) “Is the process by which organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will aid. Since efficiency of any staff is linked to his acquisition of proper skills, knowledge and experience, it is imperative to consider and compare the quality of training and retraining of teachers in public secondary schools, the availability of basic infrastructures and teachers adequately remunerated.

Manpower planning is an essential cornerstone in the efficient management of personnel in an organization. Manpower planning is not all about number, it involves distribution, quality and productivity. In essence, man power planning is concerned with getting the right number of staff, in the right places, at the right time, doing the right job, with the right motivation, at the right cost. Within many educational systems worldwide, increased attention is being focused on human resources management (HRM). Specifically, human resource is one of the three principles of health system inputs, with the other two major inputs being physical capital and consumables.
Manpower planning becomes a necessity and a possibility for two reasons; first the education and training of personnel is a time consuming and costly affair. Trained personnel are highly educated and therefore highly specialized. Acquiring other skill is difficult, time consuming and signifies a waste of effort and money. Secondly, the availability of manpower has been cited as the most important influence of service delivery in any organization (Clark, 2012). Institutional effectiveness was not remain unhindered when poor quality work environment thus cause employee dissatisfaction with job with the usual resultant high turnover which can force a reduction in job performance. The work environment can involve the social interactions at the workplace, including interactions with peers, subordinates, and managers. Generally, and within limits, employees are entitled to a work environment that is free from all forms of harassment.

In Nigeria, scarce data on the availability, distribution and trends in manpower for health has been a barrier to effective manpower planning. This situation couple with lack of conducive work environment usually results to poor service delivery in the educational sector. Therefore, it is very important for school management board and government to understand the factors influencing the effectiveness of manpower planning in educational institutions and how to curb it in order to increase staff effectiveness efficiently.

1.3 Objectives of the Study

The aim of this study is to investigate the impact of effective manpower planning on teaching and learning process in selected secondary schools in Enugu State. The specific objectives hence are:

To examine the impact of recruitment, training and development on the performance and productivity of public secondary school teachers.

To identify ways in which poor infrastructural facilities and teaching materials influence human resources effectiveness and efficiency.

To highlight the impact of transfer and promotion, on human resources in public secondary schools.

To identify other factors that impact on the teaching and learning process in Secondary Schools in Enugu State

To suggest ways on how to improve manpower planning in secondary schools

1.4 Research Question

The following research questions are formulated to guide this research:

What is the impact of recruitment, training and development on the performance and productivity of public secondary school teachers?

In what ways do poor infrastructural facilities and teaching materials influence human resources effectiveness and efficiency?

What is the impact of transfer and promotion, on human resources in public secondary schools?

What are other factors that impact on the teaching and learning process in Secondary Schools in Enugu State?

What are the ways to improve manpower planning in secondary schools?

1.5 Research Hypothesis

HO1: There is no relationship between training and development, and the performance and productivity of human resources.

HO2: The state of infrastructural facilities and teaching materials does not Influence human resource effectiveness and efficiency.

HO3: There is no relationship between transfer and promotion and human resource productivity.

HO4: The nature of recruitment does not influence human resource performance.

HO5: There is no relationship between manpower planning and motivation.

1.6 Significance of the Study

The point that there are teachers in the public secondary schools who are not highly committed with their work force in their work place due to ineffective and inefficient management of human resource is a vital issue to look upon. Thus, the study will therefore help to offer assistance to educational planners by providing a guide and knowledge on how to manage available human resources, and also how to design efficient system of manpower planning to optimize human resource development as well as teaching and learning process in secondary schools. The study will also be a lesson to private schools other than public schools. The knowledge acquired by such schools will help them to consider their human resource as human beings having unlike any other resource, personality, citizenship, and also advocates investment in training and development of them.

1.7 Scope of Study

This research will be restricted to public secondary schools in Enugu South, Enugu State, Nigeria. Emphasis is on examining the impact of effective manpower planning on teaching and learning process.

1.8 Limitation of the Study

As the researcher carried out this study, there are some vital things which may tend to limit the researcher on the study some of which are:

Time:

Time is a factor which limits an individual to do what you want. The researcher has a lot to carry on with little time.

Finance:

During the course of this study, the researcher tends to spend money more than he bargained for at the end of the day.

Inadequate Information:

At times, the information being disclosed to the researcher is little or not sufficient-enough and the researcher is to strive and source for information from all directions.

1.9 Definition of Terms

Manpower Planning:

Manpower Planning which is also called as Human Resource Planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.

Secondary Education:

Is the form of formal education children receive before proceeding to tertiary or high institution.

Human Resources:

Refers to the personnel, staff or workers in an organization.

Management:

Management means the methods by which the leader utilizes material and human resources to achieve predetermined organizational goals.

Productivity:

The measure of how well resources are brought together in organization and utilized for accomplishing a set goal.

1.10 Organisation of the Study

This research work will be organized in five chapters, for easy understanding, as follows;

Chapter one will be concerned with the introduction, which will consist of the (overview, of the study), background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.

Chapter two will highlight the theoretical framework on which the study is based, thus the review of related literature.

Chapter three will deal on the research design and methodology adopted in the study.

Chapter four will concentrate on the data collection and analysis and presentation of finding.

Lastly, Chapter five will contain the summary, conclusion, and recommendations of the study.