Impact of Manpower Planning on Organization Performance in Nigerian Maritime Administration and Safety Agency

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CHAPTER ONE

INTRODUCTION

 1.1       Background to the Study

Manpower planning is the first and the most important function of management. The essence of manpower planning involves a critical analysis of the supply, demand, surplus, shortage and utilization of human resources. It is important to note that manpower planning is often taken as the most important resources of an organization because through it, other resources (material and financial) are harnessed to meet the need of man. The economic development of a country depends on the quality and quantity of its resources, the state of technology and efficient deployment of resources in both production and consumption process.

The place and value of manpower planning as a resource for organizational productivity and success cannot be overemphasized, we are concerned business resources, the organization of physical and financial resources cannot take place until manpower are organized, and the effectiveness of the organizational scheme depend on the manner in which manpower are utilized. Everything on power is a sense, therefore we do not organize physical and financial resources we organized people who in turn are responsible for the utilization of resources. That concept of manpower, planning must be applied to all resources or face the probability that their resources will not be maximized.

Manpower planning can be defined as planning for the requirement of personnel in an organization for the near future. It entails an analysis of current and expected vacancies due to retirement, discharges, transfers, promotions, sick leaves, leave of absence or other reasons. It is an analysis of current and expected expansions or curtailment in department (Onah, 2000).

According to Nwankwo (2000), manpower planning can be defined into macro and micro types. Macro planning refers to the nation labour force and plans to utilize its resources more effectively. It is concerned with training and development plans initiated by the federal and state governments, aggregate supply projectors and resolving unemployment problems. Micro planning on the other hand is concerned with providing the right number and kind of people to accomplish an organization’s objective. This includes the assessment of current human resources, forecasting future needs, designing programmes to recruit and develop personnel and implementing national manpower programmes in the organization.

Most organizations today is facing problems because they did not plan for their workforce neither do they have any systematic human resources management programs that consider organizational goals. Planning is the first and most important function of management. The essence is to prepare for and predict future events. Planning goes beyond attempting to attain stated organizational objectives. It involves the development of strategy and procedures required for effective realization of the entire plan.

One of the major problems confronting management in any organization is the most effective way of matching people with jobs. The process by which management attempt to provide for the human resources or manpower to accomplish its task is called œmanpower planning. Interesting, of all the tasks of management, managing the human component in an organization is the central and most important task, because all management depend on how it is done this reveal the obvious fact that all the activities carried out, performed or engaged in by an organization as well as the nation are initiated, determined, planned, implemented and evaluated by the manpower. It is the realization of the important of manpower to national development and attainment of set organizational objective that necessitated its planning and control.

Therefore, it is imperative and expedient for organizations to recognise manpower planning as an important aspect of its corporate planning process and so accord it the attention it deserves as well as giving the plan a financial effect on the annual estimates of the organization. As a result, most firms or organizations have gone a step further to appoint personnel advisers and directors. This underscores the strategic position of manpower in organization and the crucial desire by every organization to actualize their objectives.

Attainment of organizational objectives requires a lot of efforts on the part of management, having gotten the right type of materials to accomplish the task they have set out. The strategic problem of goal achievement is to get to the expected end without either being derail by poor management or dearth of expertise in the needed areas of the organization. Only a navigational instrument will surely help matters, this suggests the blending of the elements of good and effective management with the availability of skilful and talented manpower to achieve corporate objectives of enterprise. This underscores the strategic position of manpower planning; it is a core area which demands maximum attention from management. The fact is that manpower can make up an organization, manpower planning cannot be sideline in an effort to achieve organizational goals perhaps, and this explains the failure of many organizations, while others succeed in the competitive market. Against this background, the study examines manpower planning on organization performance in Nigerian Maritime Administration and Safety Agency

1.2       Statement of the Problem

One of the problems confronting management in any organization is the effective way of matching people with jobs. The perennial question that experts often ask is whether there should be a design job to suit the individual or get the individual fit into a job position. Despite the emphasis being laid on effective and efficient manpower planning, an organization still faces more problems in manpower planning. Among the problems are; increase of waste of materials, time and money in the organization, unnecessary breakdown in organizational operations, no clear-cut policies for the guidance and co-operations of all personnel who are accountable for day to day executive decision, no interpretations of what each segment of the organization must do so that every function will be integrated with all related activities and this resulted to gaps and duplications of work, no established administrative control in order to assume the attainment of desired results in conformity with approved objective, policies and programmes, no clarity results desired, criteria and schedules so that every manager in the system will know what is expected of the organization as a whole and his department, inter-departmental conflict and this resulted to staff alienation and finally,  confusion, misunderstanding and conflict about roles and responsibilities of people employed in the organization. This study therefore, examines manpower planning on organization performance in Nigerian Maritime Administration and Safety Agency.

1.3       Objectives of the Study 

The aim of this study is to examine the impact of manpower planning on organization performance in Nigerian Maritime Administration and Safety Agency. Other specific objectives include to:

1. Examine the impact of manpower planning on organization performance in Nigerian Maritime Administration and Safety Agency.
2. Examine the impact of budgeting allocation on manpower planning in Nigerian Maritime Administration and Safety Agency.
3. Determine how manpower planning ensures the availability of the required manpower resources in Nigerian Maritime Administration and Safety Agency.
4. Proffer solutions to the problems of inadequate/lack of manpower planning in Nigerian Maritime Administration and Safety Agency.

 1.4       Research Questions

In order to achieve the objectives of this study, the following research questions were raised to guide the study:

1. How does manpower planning impact on organization performance in Nigerian Maritime Administration and Safety Agency?
2. What is the impact of budgeting allocation on manpower planning in Nigerian Maritime Administration and Safety Agency?
3. Does manpower planning ensures the availability of the required manpower resources in Nigerian Maritime Administration and Safety Agency?
4. What are the effective solutions to inadequate/lack of manpower planning in Nigerian Maritime Administration and Safety Agency?

1.5       Research Hypotheses

The following hypotheses were used for this study:

H₀:      Manpower planning will have no significant impact on organization performance in Nigerian Maritime Administration and Safety Agency.

H₁:      Manpower planning will have significant impact on organization performance in Nigerian Maritime Administration and Safety Agency.

H₀:      Budgeting allocation will have no significant impact on manpower planning in Nigerian Maritime Administration and Safety Agency.

H₂:      Budgeting allocation will have significant impact on manpower planning in Nigerian Maritime Administration and Safety Agency.

H₀:      Manpower planning will not ensure availability of the required manpower resources in Nigerian Maritime Administration and Safety Agency.

H₃:      Manpower planning will ensure availability of the required manpower resources in Nigerian Maritime Administration and Safety Agency.

 1.6       Significance of the Study

It is believed that this study when completed will be beneficial to the followings;

Firstly, the study will be of immense benefit to the company under study – Nigerian Maritime Administration and Safety Agency. It will help them know that they have to consult the previous manpower planning plan before determining whether to prepare new manpower planning and development.

Secondly, the study shall be of great help to managers in gathering information that will help them while planning for the manpower and its development.

Thirdly, this study will serve as an aid academically to widen the knowledge of the researcher in the field of business and it will serve as a reference source by future researchers.

Lastly, this study will also help the government in making their manpower planning and development budget estimates on yearly bases.

 1.7       Justification of Study

The main purpose of this study is to show the significant of manpower in an organization and indicate how it helps to improve organization performance. There is no gainsaying the fact that human resources or manpower is a vital asset to an organization it is worth noting however that it is an expensive asset demanding the application of policies and strategies that will lead to the recovery of amount invested and as well gurantee optimal return on investment.

Therefore, this study will be of tremendous help to both public and private organization to focus on effective manpower planning to achieve organization goals and objective and it’s also serves as academic discipline for other research.

1.8       Scope of the Study

It will not be economically wise to regard the entire firms as the case study of the project. Consequently, this study was restricted to Nigerian Maritime Administration and Safety Agency in Lagos State. Thus, the information that was obtained was based on the answers received from questionnaires with the staff.

1.8       Limitations of the Study

There are problems encountered by the researcher in the course of generating data for this project and they are:

• Secrecy of Respondents: The high rate of secrecy manifested by respondents in releasing of information as concerns the operations of the organizations contributed to the limitations of this study.
• Ignorance: Ignorance manifested itself in this study, it was most disappointing that even graduates who occupied responsible posts were among the respondents that needed a lot of persuasions before they agree to complete the questionnaires, others needed a lot of persuasions before they agree to complete the questionnaires. Some misplaced theirs which the researcher had to call several times at some for the collection of the completed and had to be rejected.
• Bureaucratic Red Tape: The researcher was made to call several times at the offices of the personnel manager and company secretary for the necessary permission. It was not an easy task for the researcher to set what was really needed for the work. But with the help of some staff of the company, the researcher was able to obtain the necessary information.
• Finance: Finance constraint was another problem faced by the researcher in the course of the study. As a result of the poor state of the economy, costs of almost everything especially transport had increased drastically. This made the researcher encounter heavy financial difficulties as a result of insufficient fund to meet the high cost of stationary and printing of study involved.
• Time: The time frame within which this work was allowed was quite limited for an intensive as well as extensive work to be accomplished and so forms a constraint on the work.

 1.9       Operational Definition of Terms

Management: This is a social process entailing responsibilities for the effective and economical manpower and development and regulation of the operations of an enterprise, in fulfillment of a given purpose or task.

Manpower: manpower in this research study/work means the human resource or human capital working or available for work in local government.

Manpower Planning: This means assessing organizational human resources needs in the light of organizational goal and making sure that competent stable workforce is employee.

Organization: Organization is a consciously co-ordinate social unit composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals. It other words of McShane (2000), an organization is a group of people who work interdependently towards some people.

Performance: Performance is an action or achievement considered in relation to how successful it is.

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