Impact Of Human Resources Planning On The Actualization Of Organizational Goal
(A Case Study Of Nigeria Breweries Plc And Guinness Nigeria Plc Both In Enugu, Enugu State)
Human resources planning plays a critical role in the achievement of organizational goals by aligning human capital with strategic objectives. Through meticulous forecasting of staffing needs, skill requirements, and talent development initiatives, HR planning ensures the efficient utilization of human resources. By identifying gaps between current and future workforce capabilities, organizations can proactively address recruitment, training, and succession planning to meet evolving business needs. Effective HR planning fosters workforce agility, enhances employee engagement, and cultivates a culture of continuous improvement, thereby driving organizational performance and success.
In any organization human resources are the most important assets or the corner stone of every organization. They are the most utilize their full potentials. Every organization is therefore human oriented a factor without which the organization is reduced to nothing. Planning the resources is a great tool in the actualization of organizational goal. It is ironical to discover that many meaningful and strong organizations do not see the need to carry out planning activities in human resources. This has accounted for the continuous rise in conflicts in organizations, slow growth rate, poor productivity and low profitability. Many organizations have neglected this aspect of planning believing it cost much to embark on it, forgetting that it cost much more not to actualize a set goal. Therefore, every organization needs to plan its manpower needs, so as to meet-up their personal requirements and its overall goals and objectives effectively and efficiently.
Title Page
Approval Page
Dedication
Acknowledgments
Abstract
Table of Contents
CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of the problems 2
1.3 Objectives of the study 3
1.4 Research questions 4
1.5 Research hypothesis 4
1.6 Scope of the study 5
1.7 Limitations of the study 5
1.8 Significance of the study 6
1.9 Definitions of terms 6
1.10 Brief history of Guinness Nigeria Ltd. 7
CHAPTER TWO
2.0 Literature Review 9
2.1 Introduction 9
2.2 Conceptual framework 11
2.3 Theoretical framework 17
2.4 Empirical framework 19
2.5 Researcher’s position 21
CHAPTER THREE
3.0 Research design and methodology 23
3.1 Introduction 23
3.2 Sources of data 24
3.3 Population of the study 24
3.4 Sample techniques / Procedures 26
3.5 Method of data collection 27
3.6 Validity and reliability of measuring instrument 28
3.7 Method of data /Statistical analysis 29
CHAPTER FOUR
4.0 Presentation and analysis of data 31
4.1 Introduction 31
4.2 Presentation of data 31
4.3 Analysis of data 32
4.4 Test of hypothesis 39
4.5 Interpretation of result(s) 44
CHAPTER FIVE
5.0 Summary of findings, Conclusion and
Recommendations 47
5.1 Introduction 47
5.1 Summary of findings 47
5.2 Conclusion 49
5.3 Recommendations 50
Bibliography 51
Appendices 53-55
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Human resources and work force is the most valuable resources in an organization. This talk about people who work for the organization, therefore managers need to give careful thought to the needs of the employees.
An organization can have all the latest technology, and the best physical resources, but unless it looks after its manpower, it will never achieve their optimum results.
According to Vetter (2001) human resources or manpower planning is a technique for predicting how many and what type of staff will be required at specific times in the future.
It ensures the right type of people, in the right number, at the right time and place, who are trained and motivated to do the right kind of work at the right time, there is generally a shortage of suitable persons.
This study introduced important aspect of human resources management people are often the most expensive because other factors of production are human creations. This planning is expected to cover both the short and long term plans.
It is against this background that the researcher wants to study the role of human resources planning on the actualization of organizational goal, using Nigeria Breweries Plc and Guinness Nigeria Plc both in Enugu, Enugu State as the comparative study.
1.2 STATEMENT OF THE PROBLEMS
The goal or objective of an organizational depends on several factors, but the most important is the employees or human resources.
Since human or manpower is very vital in achieving organizational goal. It then follows that there is every need to plan it well, if the aim of achieving organizational goal is to be attained, an organization that does not plan its manpower needs, will at last find out that it is neither meeting its personnel requirement and its overall goals efficiently.
This study is therefore designed to ascertain the role played by human resources planning as it pertained to the goal of the organization.
Therefore the problems of these organizations are exemplified as follows:
Lack of manpower planning needs
Decreased skilled labour and dedicated workers hamper increase in productivity of the organization.
Excessive wastage of resources is being witnessed in the organization as a result of non usage of result oriented staff. High rate of labour turnover witnessed as a result of under employment.
1.3 OBJECTIVES OF THE STUDY
The major objective of this study is to determine the role of human resources planning on the actualization of organizational goals.
The study is to assess the extent to which poor human resources planning has hindered the achievement of organizational goal.
To determine the extent to which lack of planning has contributed to idle capacity that’s not fully utilized.
To examine if there are inadequacy in human resources planning in the organizations.
1.4 RESEARCH QUESTIONS
The research questions on the impact of human resources planning on the actualization of organizational goals are as follows:
1. Does lack of human resources planning hinder the achievement of organizational goals?
2. Does lack of human resources planning lead to under utilization of labour?
3. Is high rate of labour turnover witness as a result of under employment?
4. Does poor resource planning bring about efficiency in utilization of manpower planning?
1.5 RESEARCH HYPOTHESIS
The following hypotheses were formulated for the study to be tested at 0.5 level of significance.
Ho1: Human resources planning have no positive effect on the achievement of organizational goal.
Hi1: Human resources planning have positive effect on the achievement of organizational goal.
Ho2: Production level is independent on proper human resources planning.
Hi2: Production level is dependent on proper human resources planning.
1.6 SCOPE OF THE STUDY
This study is on the impact of human resource planning in the growth of an organization. It is narrowed down in Enugu State and is further named to Guinness Nigeria Plc and Nigerian Breweries Plc, Enugu.
1.7 LIMITATIONS OF THE STUDY
This study was limited by a number of factors limited resources and time constituted constraints to the research work. The researcher did not have adequate fund at her disposal for logistics, researcher materials and literature, during the time of the research. However, the work was carried out successfully.
1.8 SIGNIFICANCE OF THE STUDY
The findings of this study will significantly contribute to the appreciation of the role of human resources planning on the organizational goal. This project work will be specifically relevant in these various ways:
The outcome of the work will be useful for the human resources managers of organization for proper administration of the workforce. The employees of various organizations, the work shall also serve as a reference material for further research in this area.
1.9 DEFINITION OF TERMS
Human Resources Planning: This has been defined as having right number and the right kind of people, at the right place and time.
On the other hand, it is the process by which manager ensure that they have the right staff at the right time who are capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.
Organization: An organization is a combination of people or individual effort working together in pursuit of certain common purpose known as organizational goals.
Planning: Planning specifies what is to be done, how it is be done, when it is to be done, and who is to do it in the organization, it is said to be a leading function and in practice proceeds and transcends all the other functions.
Goal: Simply means a result an organization is attempting to achieve.
Management: It can be described as the act of working particularly through people for the achievement of the broad goals of an organization.
1.10 BRIEF HISTORY OF GUINNESS NIGERIA LTD
Guinness Nigeria, a subsidiary of Diageo Plc of the United Kingdom, was incorporated in 1962 with the building of a brewery in Ikeja, the heart of Lagos. The brewery was the first outside of Ireland and Great Britain. Other breweries have been opened overtime – Benin City brewery in 1974 and Ogba Brewery in 1982.
Guinness Nigeria has since transformed itself into a manufacturing operation, whose principal activities continue to be brewing packaging, marketing and selling of Guinness foreign extra stout, Guinness extra smooth, Harp lager, Satzenbrau, Gordon’s spark, Smileoff ice, top malt, Armstrong Dark Ale and Malta Guinness. Guinness stock, Harp larger and Malta Guinness strong demand in market.
In 2011, the capital employed by Guinness was financed by a mix of equity and long-term liabilities in the proportion of 72.40% and 27.60% respectively.
Human resources planning, often referred to as workforce planning, plays a crucial role in the actualization of organizational goals. It involves assessing an organization’s current and future human resource needs, and then developing strategies to meet those needs efficiently. Here are some key ways in which human resources planning impacts the actualization of organizational goals:
- Talent Acquisition: Human resources planning helps organizations identify the skills and competencies needed to achieve their goals. By understanding these requirements, Human resources can actively seek and recruit employees with the right skills and qualifications. This ensures that the organization has the right people in place to execute its strategies effectively.
- Workforce Productivity: When Human resources planning is aligned with organizational goals, it can improve workforce productivity. By ensuring that employees are well-suited for their roles, have access to training and development opportunities, and are motivated to perform at their best, Human resources contributes to increased productivity and efficiency.
- Cost Control: Effective Human resources planning helps control labor costs. By forecasting staffing needs accurately, organizations can avoid overstaffing or understaffing, which can be costly. Overstaffing leads to unnecessary labor expenses, while understaffing can result in high turnover and decreased productivity.
- Employee Retention: Employee turnover can be costly and disruptive. Human resources planning can help identify strategies to retain key talent, such as career development opportunities, competitive compensation packages, and a positive workplace culture. Retaining skilled employees is essential for achieving long-term organizational goals.
- Succession Planning: Part of Human resources planning involves identifying potential leaders within the organization and developing them for future roles. Effective succession planning ensures that there is a pool of qualified internal candidates to fill critical positions, reducing the risk associated with leadership changes.
- Adaptation to Change: Organizational goals may change in response to internal or external factors. Human resources planning allows for flexibility in the workforce, making it easier to adapt to new strategic directions or market conditions. This agility is essential for long-term success.
- Diversity and Inclusion: In today’s diverse world, Human resources planning should also include strategies for building diverse and inclusive workforces. Diverse teams bring different perspectives and can lead to better decision-making, which can positively impact the achievement of organizational goals.
- Legal Compliance: Human resources planning ensures that the organization complies with labor laws and regulations. Non-compliance can lead to legal issues, fines, and reputational damage, all of which can hinder the pursuit of organizational goals.
- Employee Engagement: Engaged employees are more committed to their work and the organization’s goals. Human resources planning can involve strategies to improve employee engagement through initiatives like regular feedback, recognition programs, and opportunities for skill development.
- Performance Management: Human resources planning often includes the establishment of performance management systems. These systems help align individual and team goals with the organization’s objectives, ensuring that everyone is working towards the same outcomes.
In conclusion, human resources planning is a fundamental process that directly impacts an organization’s ability to achieve its goals. By aligning workforce strategies with the organization’s strategic objectives, Human resources can ensure that the right people are in the right roles, working efficiently, and contributing to the overall success of the organization.