Man-power Planning And Development In The Public Sector

Man-power Planning And Development In The Public Sector – (A Case Study Of Nepa In Abakaliki)

Man-power Planning And Development In The Public Sector – (A Case Study Of Nepa In Abakaliki)

In both the advanced and under-developed countries, active manpower policy has increasingly come to be regarded as an indispensable supplement to a policy of economic growth.

To place an order for the Complete Project Material, pay N5,000 to

GTBank (Guaranty Trust Bank)
Account Name – Chudi-Oji Chukwuka
Account No – 0044157183

Then text the name of the Project topic, email address and your names to 08060565721.  

In this regard, one can say that both advanced and under-developed nations have come around the perspective of the subject as concerned by the international labour organization.

Thus to check unemployment that might arise in the process of economic development, develop and utilize effective the available man-power resources, many countries have utility realized the need for the establishment of government machinery for manpower planning that should initiate training programme. And this can act as an influence to the educational training system.

The need for manpower can be categories into two part: the generation of skill and the utilization of skills. These can generally be regarded as the process of human capital formation of investment of human capital. Human capital may be effectively employed or it may be useful. Under utilized (according to Peter Drunker).

By definition human, capital or high level manpower is rather arbitrary for analytical purpose it is necessary to have some definitions in terms of bill occupation and education technique personnel, technicians, agriculture assistance, murices, engineering assistants, senior clerks, qualified teachers etc these people in general filled the strategic occupation in modern societies.

Since the supply of such manpower is related to the development of formal education from which these type of category of workers are trained. Also the system of vocational and technical education to be developed and alternative means of providing them have to be made. Rural-urban migration, the rate of population increase, the demands for early achievement of universal primary education which the planner can have little or no direct control play a major role in shaping the system.

1.2 STATEMENT OF THE PROBLEMS

Manpower, which is the first step in the process of procurement of human resources of an organization. It covers more than simply planning for the future manpower needs of an organization. Specifically, manpower planning has this following problem, which motives. According to Flippo (1984).

1. Inadequate right number of people-In an organization where there is adequate number of people (manpower) to carried out the essential duties that will hinder the work at hand and cause insufficient utilization of materials to personal or workers in the life-giving or even life wire of the organization for instance money on its own is nothing it is the number of people in an organization that uses money to actualize organizational goals. Material are used by staff, just as staff determines what methods to be employed in the discharge at functions. What time to discharge them and the like.

2. The way and manner personnel are manage: This effects performance of the organization where the personnel feel discontented or dissatisfied, the performance of that organization will be diversely affected. Implicit in this is, that personnel is a critical input for the growth, survival, development, regeneration and performance of an organization.

3. Improper promotion of staff: promotion of staff or employees should be carefully done. When properly planned, promotion can act as the required tonic for boosting the morale of employed and for ensuring efficiency and effectiveness of performance. But when not properly carried out or when it is abused promotion could engender suspicion and mistrust to the total disadvantage of the enterprise or organization.

1.3 OBJECTIVE OF THE STUDY

The objectives of the study areas follows:

1. To estimate the existing stage of manpower in specific occupations

2. To estimate the extent of shortage of the various category of manpower.

3. To collect necessary information on the manpower for estimating the future requirement for such category of manpower

1.4 RESEARCH QUESTION

When we are carrying out research on this topic, there are so many question that came out such as

1. Why do we have human resource management?

2. Why do we consider personnel or staff as the most potent and often times the most difficult of all organization resources to manage?

3. What is manpower planning?

4. What is selection in relation to the personnel function?

5. Why personnel is the life wire of the organization?

6. Who is a manpower planner?

Solution came up after we might have carried the research which include:

1. Why do we have human resource management: We have human resource management because they are responsible for planning, organizing, directing and controlling of the procurement, development compensation, integration and maintenance of people for achieving organizational goals.

2. Why do we consider personnel or staff as the most potent and often times the most different of all organizations resources to manage: Because its special nature, they are given special attention in most organization in practice how personnel are managed differs from one another or even in the same organization at different time. Undoubtedly, the personnel function and management to pervasive in all organization.

3. What is manpower planning: It is simply planned for the future man-power needs of an organization. It seeks to make sure that an organization has the right number of people at the right time, place and point and engage in activities that are economically useful and viable.

4. Why personnel is the life wire of an organization. Money and material on its own cannot make out something. It is the staff of an organization that uses money to actualize organizational goals materials are used by staff. The staff determine what method to be adopted as to discharge of functions.

5. Who is manpower planner: Manpower planning is an emergent processing without accepted theory and techniques, entry requirement a profession ethics or professional society planning as a profession is on more than two generation old, with most of its growth accurring in past quatic-country.

Is the manpower planner, a planner applying the feels of the trade to manpower problems? A specialist in labour economic industrial relations applying analytical abilities to solution of labour market or work force problem? A behavioural scientists concerned about the welfare of culturally deprived people?

The answer to these question, not only affect the way the manpower planner approaches the assignment and the tools used in search of solutions they are precedent such cruel question as:

a. Who is the client of the manpower planner? If the government body with which employs him? The political leadership of jurisdiction? Labour market institution? The body of personnel directly suffering from labour market dysfunctions.

b. Who can speak for client? The planner, The elected official? The programme administer? The community based organization.

c. What are the responsibility of manpower planner to the client? Professionally, ethically?

d. To liasisons really precede action.

1.5 SIGNIFICANCE OF THE STUDY

It will enable organization to put in place the adequate manpower in the right time, because with these aforementioned, the organization will be viable and also have objective to achieve

1.6 SCOPE OF THE STUDY

The research work is limited to NEPA that is situated at Ebonyi voice Abakaliki in Izzi Local Government Area, this is because of good number of records gotten from the NEPA office. The research work is to investigate the improper utilization of manpower in a public sector, precisely in NEPA and also to identify the cases and solution to problem in the area concerned

1.7 LIMITATION OF THE STUDY

The researcher encounter a lot of hiccups in an attempt to meet a satisfiable standard in this project work. The transportation cost borders heavily on the researcher due to financial constraint which are the major hindrances.

Death of accurate reliable and up to date statistics not being available made the work cumbersome. Not including the health problem of the researcher while writing the research essay.

REVIEW OF RELATED LITERATURE

This chapter review some previous studies and theories which are very relevant to manpower planning and development in public sector, as well provide some form of framework essential an organizing device to aid the analysis of the impact of manpower planning and development in public sectors.

2.1 CONCEPT OF MANPOWER AND DEVELOPMENT

The term manpower planning and development is insteading. The term manpower planning is simply planning for the future manpower (worker, employees) need of an organization while development according to Sanni Amiv (1878) must be seen in terms of structural and fundamental changes in the economy. Society, military, culture and so on..

Though the term manpower planning and development in misleading, it can be clearly and precisely defined.

Peter Drucker (1977) in his book, opines that the term manpower planning consists of structures for planning, organizing, directing, controlling of procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational goals.

According to Flippo etal (1984) in his book, he stated that manpower in the life giving or even life wire of the organization. For instance, money on its own makes no meaning. It is the personnel in the organization that uses money, materials to actualize organizational goals. materials are used by staff, just as staff co-ordinator control and also determine what method should be adopted Peter Drucker made us to understand that manpower planning and development in public sector has some key points that put into consideration. When this are put in place, you will have activities that are viable and economical. The way personnel are managed mature. This affect the performance of the organization. While personnel in the organization feel discontent or dissatisfied, the performance of that organization will be diversely affected. Implicit in this is that personnel is a critical input for growth, survival and development, regeneration and performance of an organization.

Improper promotion of staff or workers lead to down fall of public sectors. Because promotion of employees should be carefully done and planned, when properly panned, promotion can act as the required tonic for boosting the moral of the employee and for ensuring efficiency and effectiveness of performance. But when not properly carried out or when his abused, promotion could engender suspicion and mistrust to the total disadvantage of the enterprises or organization.

Okafor et al., (2002) opines that when we adopt the broad definition of the term manpower planning and development, we are primarily concerned with the total utilization of material, money land by the help of personnel who are the life wire of organization

2.2 ESSENCE OF THE MANPOWER PLANNING AND DEVELOPMENT

If we are to search for a single word that captures of essence, the reason for being, of the manpower planning and development in the act of planning and development. The manpower and planning development in act of planning for future manpower need of organization. It is also where the reactment, selection transfer, promotion, demotion and performation appraisal are put under consideration first before establishing any business or public sector.

Aside from aforementioned reason, manpower planning and development enables its participants with knowledge of managing the personnel in a meaningful way that will be appealing.

Talking on the essence of the manpower planning and development. It plays an important role in the upliftment of public sector in our economy. Earlier before now when manpower was not introduced, were we have many setbacks in our public sector due to the fact that our workers are not planned, motivate and manage the way they are supposed to be handled.

According to Chief Nome (2005), the existence of a well manpower planning and development to necessary for the growth; smooth operations of public sector: because with manpower the organization goals can be achieved. And it can be lead to effectiveness and efficiencies

The service which the money market renders to the public sector, is of utmost importance where a personnel does not exist, an organization will cease to function.

2.6 IMPACT OF MANPOWER PLANNING AND DEVELOPMENT IN PUBLIC SECTOR

It is worth recalling that the reasons for setting up manpower planning and development in public sector were to:

1. To plan for future manpower need of the organization.

2. To ensure effectiveness and efficiency of resources.

3. To achieve organizational goals.

4. To increase productivity

5. To avoid wastage

2.7 MACRO MANPOWER PLANNING

It is useful to think of economic planning as manpower so long as its primary goal is employment. The employment act implied the task of establishing the number of person likely to be seeking work and devising policies for sufficient economic growth and job creation absorb them. The employment out look is a key consideration in economic and political policy making, and despite the need to temper the employment goal with other goals, some action is always recommended. Manpower consideration need not dominate but at least these should be some focal point of recognition of manpower consequence with sufficient about to get its voice heard.

2.8 PRINCIPLES AND TECHNIQUES OF PLANNING

The job of the planning is to plan. And planning is an art of itself, with certain well-developed parties and techniques which are applicable to all planning public and private for education health or any set of objectives, but with adapting to particular objectives, system analysis, management by objectives, critical path method, cost effectiveness and cost benefit analysis for instance, are familiar to the planner trade wherever his practices.

A goal is an end result sought, objectives are intermediate and point to be achieved on the way to the goal. Strategic planning is the master plan to achieve what you want to achieve, the day to day programme for achieving objectives. Clearly defined goals and establishing objectives are the most critical and yet neglected ship in the planning to the best hope for gaining greater efficiency in most forms of human activities.

A necessary step in any planned programmes is to identify and define, in as depth and detail as possible, the alternative causes of action which could be adopted to achieves the objectives. The search will be for most cost effective solution.

Planning is a cyclical and continuous process, with the result of one cycle influencing what is included in subsequent round of planning.

Planning is standing on present, broking at the present, to determine the future. It is the monetary, evaluation and feedback function that gives a substance life to planning, and makes planning a continuing tool for meaningful policy and programme management.

2.9 PREREQUISITES FOR EFFECTIVE MANPOWER PLANNING

Manpower planning programmes is modern times adopt system which must be integrate in order to increase the effectiveness of manpower planning specialist training and development professionals, researcher, consultants, company executives and nation builders should make a consented effort to integrate manpower planning programmes with the organization design and change.

Manpower planning has gained the attention of many countries and organizations particularly the developed nations. In today’s ever competitive environment, genuine foundations must be paid to bring about effective manpower planning. The following prerequisites are necessary.

 System development capacity: Recruitment and training development performance appraisal job analysis, job evaluation, reward and compensation management must all be developed.

 Forecasting and predict techniques must be reburst.

 Ability and strength to appreciate and develop sensitivity to needed values, orientation strength and weakness.

 Retraining system must be oiled and constantly be in place

 There must be increase mobility of manpower. The idea of ‘no Go Area’ must be abolished, it must be go every where

 Wages and income policy must be an effective tod to influence the allocation and utilization of manpower

 Manpower machinery must be improved both at the national (macro) and every organization (micro). For example, national manpower board and personal development of various organization and industries.

 Genuine population census: There is no way we can plan our manpower without knowing in Nigeria, at the macro level the population growth. It would remain a futile exercise and a waste of money, unless we actually know how many we are.

2.10 DEVELOPING MANPOWER STRATEGY

In assessing future manpower requirement estimates depend mostly upon the nature of manpower strategy and vice-versa .

Three approaches could be considered while developing genuine manpower strategy.

a. Zero budgeting: This is an approach which compels manager or other department in the organization to justify their over all operation from zero. This approach encourage origination and concept of what is our own as against what is copied. This would enable those in charge to think seriously in their present activities, taking into consideration some limitation pose a problems regarding the practicability of this approach in developing manpower strategy.

b. The idea approach: The approach concerns mainly the new units it is difficult to decide what constitutes an idea approach which regard an idea in enabling them to carry out their various activities. Taking decision off-loading and sub-contracting some function like maintenance production, ledrology etc. may depend on the perceived nation of what constitute an idea approach for the organization

c. The realistic approach: It is called realistic because organization was existing information and data in their various manpower planning activities. For example any organization which operates a two years planning cycle, may record manpower levels it would be easy to monitor and hold manager responsible.

Organization which choose to supplement and manpower ratios for example, gross value added per employ, have to be. About the fact that the future may follow the adjustment and amendments may have to be made, for variation. Deviations, pervasive imponderable and unpredictable.

SUMMARY, CONCLUSION AND RECOMMENDATIONS

SUMMARY

This topic which is manpower planning and development in public sector, a case study of NEPA in Abakaliki, it studies the cause and incidences of inadequate number of people. Lack of maintenance of manpower and unavailability of resources. All those measures the rate of failure in manpower planning in organization.

CONCLUSIONS

From this study which concern manpower planning and development in public sector, A case study of NEPA in Abakaliki. Majority of organizations collapsed due to lack of manpower in our organization and make the objective of the organization not to be achieved

RECOMMENDATIONS

Since the various factors that lead to the inadequate planning of manpower in the organization and the cause of it being discussed, the researchers come up with the following recommendations/suggestion.

1. The organization see manpower as the live wire of the organization. Also see it as the most potent. Because they are given special attention in the organization.

2. They should also know that the way the personnel is managed differs from one organization to another. Undoubtedly, the personnel are pervasive in all organization.

3. They should try to understand manpower planning very well before they estimate the requirement for such category of manpower.

The government should help to carry out public enlightenment programme encouraging public sectors to know the needs of manpower in the organization and also to know how to tackle their problems in terms of decision making

 

Man-power Planning And Development In The Public Sector – (A Case Study Of Nepa In Abakaliki)

To place an order for the Complete Project Material, pay N5,000 to

GTBank (Guaranty Trust Bank)
Account Name – Chudi-Oji Chukwuka
Account No – 0044157183

Then text the name of the Project topic, email address and your names to 08060565721.  

Enter your email address:

Delivered by FeedBurner

Comments

  1. Manpower Planning says:

    Interesting information on manpower planning, people planning or employee planning is also the politically correct name for what we understand to be manpower planning. Good post!

Speak Your Mind

*