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BUSINESS ADMINISTRATION

PLANNING FOR HUMAN RESOURCES AND ORGANIZATIONAL PERFORMANCE IN LAGOS’ CLAN DEVELOPMENT COMPANY

PLANNING FOR HUMAN RESOURCES AND ORGANIZATIONAL PERFORMANCE IN ’ CLAN OPMENT COMPANY

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Abstract

This research aims to examine Human Resources Planning in relation to Private Sector Performance. As a Human Resource Manager, Human Resources Planning is an essential management activity in an organization for achieving predetermined goals and objectives. Human Resources Planning is the process of examining an organization’s evolving Human Resources needs and creating the activities required to meet those needs. Using primary and secondary data sources, Human Resources Planning will assist in identifying the actual issue affecting the management of a clan development organization. Better planning of is accountable for the private sector’s increased output. Organizations should have regular and adequate personnel planning to address any gaps or deficiencies that may exist.

 

CHAPTER ONE

 

 

Background of the study

The history of planning is as old as man himself. Planning began in the prehistoric past, when there were no industries or businesses. Planning is a fundamental management function, which implies that it permeates all management functional areas, including personnel, production, research and development, marketing, and finance. Through planning, an organization’s aims and goals are set; the available resources must be strategies for achieving the goals and objectives. What does planning provide answers for? How? When? And how they relate to organization-wide initiatives. Human resources panel is a fundamental role within the personnel management function. Human resources planning is sometimes referred to as workforce planning, which is described as the process of placing the appropriate amount of qualified individuals in the appropriate position at the appropriate time. To ensure an adequate workforce in the company, management must plan appropriately. Appropriate planning in this regard entails an accurate projection of the future, an inventory of the current workforce, a comparison of the new force with the existing force, and remedial action. Productivity refers to the output rate, degree of success, and degree of achievement, which are directly related to profitability and turnover. This study examines the potential impact of planning on employee productivity. Human resources refers to the organization’s personnel. Without them, production is impossible. Therefore, the firm must effectively plan for its people resources. A company’s productivity is increased by effective planning. How?

 

Planning assists in resolving an organization’s staffing deficit.

It also aids in determining and planning the capital, , equipment, and staff necessary for an organization to attain its goals.

Human resource planning that defines the roles and obligations of the employed staff and determines how their activities are to be integrated.

Human resource usage planning assesses external influences to assist the organization in coping with environmental unpredictability by mobilizing scarce or constrained resources to neutralize possible risks.

Planning enables control, which consists of comparing actual results to performance standards and taking corrective action if deviations exist.

Human resource planning management development by assisting managers to assume a proactive role in guiding the organization to its intended future state.

The final component of human resource planning is staffing, which entails acquiring a qualified and sufficient quantity of personnel for a firm, as well as determining and acquiring other resources and allocating them effectively. In order to increase productivity, human resource planning’s other primary objective is the coordination of the actions of all individuals and components of an organization.

 

1.2 MENT OF THE

 

The severe lack of qualified personnel is one of clan development company’s greatest challenges. The problem of insufficient trained labor in the Nigerian construction business may be traced back to a number of reasons, including colonial administration practices that afforded the indigenous population more opportunities to develop. The following are some of the challenges addressed by human resource planners:

 

Management of finances, including funds set aside for the effective planning and management of the business, are always converted by the top management to their personal use.

Due of a lack of motivation, our Nigerian experts have moved to a board where they will be paid and live in a comfortable house with a variety of perks.

The rate of labor turnover is increasing due to a lack of facilities in our higher education institutions and a curriculum that is irrelevant to the needs of the economy.

1.3 OBJECTIVES OF THE STUDY

 

The purpose of this study is to determine the effect of human resource planning on the organizational performance of a Lagos-based clan development enterprise. The particular aims are;

 

To investigate the obstacles preventing the adoption of human resource planning at clan development corporation, Lagos

On investigate the contribution of human resource management to an organization’s performance

To determine how human resource planning has altered the production of the Lagos clan development enterprise.

1.4 QUESTION

 

Exist impediments to the execution of human resource planning in Lagos’s clan development company?

Are there benefits of human resource planning to the performance of an organization?

Has human resource planning altered Lagos’s clan development company’s manufacturing ?

1.5  HYPOTHESES

 

The researcher formulated the following research hypotheses for the successful completion of the study:

 

H0: the execution of human resource planning at clan development business, Lagos is not hindered by any obstacles.

 

H1: There are obstacles impeding the of human resource planning at Lagos-based clan development company.

 

Human resource planning has little positive impact on organizational performance

 

Human resource planning contributes positively to organizational performance

 

Human resource planning has not altered the manufacturing capability of the Lagos clan development corporation.

 

Human resource management has altered the degree of production at the Lagos clan development firm.

 

1.6 Significance of the Research

 

This study is needed by the desire and necessity for researchers, readers, and companies in general to comprehend the benefits of implementing a productivity stem, which will act as a tool for increasing organization productivity. The relevance of study to the researcher is as follows:

 

To serve as a guide for corporate individuals, organizations, and students conducting research on the issue.

To assist the government in determining how productive the public and private sectors are of the economy.

To act as a resource for students who wish to perform similar research on this subject.

1.7 SCOPE OF STUDY

 

The scope of this study encompasses the effect of human resource planning on the organizational performance of a Lagos-based clan development firm. The research will be limited to Lagos clan development company.

 

1.8 LIMITATION OF STUDY

 

Financial limitation – Inadequate funds tend to impede the researcher’s efficiency in locating relevant resources, literature, or information and in collecting data (internet, questionnaire and interview).

 

Due to time constraints, the researcher will conduct this study alongside other academic duties. This will consequently reduce the time spent conducting research.

 

a) AVABILITY OF MATERIAL: The researcher has insufficient research material, consequently limiting the scope of the investigation.

 

 

1.8 DEFINITION OF TERMS

 

Human resource planning is the process of identifying an organization’s existing and future human resource needs in order to fulfill its objectives. Human resource planning should serve as a bridge between human resource management and an organization’s overall strategic strategy.

 

ORGANIZATIONAL PERFORMANCE:

 

Organizational performance is the comparison of an organization’s actual output or results to its expected outputs (or goals and objectives).

 

This is the process managers utilize to discover and select appropriate organizational objectives and courses of action. The plans that result from the planning process describe the organization’s objectives and the means by which they will be achieved. As with individuals, organizations cannot do everything, so they must identify their priorities and concentrate their time, energy, and other resources to achieve their goals (Stewart, 2011).

 

Organization: According to Stewart (2011), “organizations are established to attain goals that individuals cannot achieve on their own. Organizations provide a means of collaborating with others to reach a common objective. Organizations are distinguished by their complexity. Individuals in an organization rely on one another’s efforts through interactions that enable them to work toward a common objective. However, established frameworks determine how 11 they relate to one another. It can also be defined as a collection of people having common interests or goals, such as a business or a school.

 

Human Resource Planning is defined as a methodical approach to the effective recruitment, retention, and deployment of personnel within a business, as well as, if necessary, the termination of personnel. Therefore, it is concerned with the movement of individuals within and sometimes out of the organization. It is more concerned with the optimal deployment of people’s knowledge, talent, creative abilities, etc., and is therefore both qualitative and quantitative. Denisi and Griffin(2nd Edition) describe human resource planning as “the process of anticipating the supply and demand for within an organization and generating action plans to align the two.”

PLANNING FOR HUMAN RESOURCES AND ORGANIZATIONAL PERFORMANCE IN ’ CLAN OPMENT COMPANY

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