HUMAN RESOURCE PLANNING AND PERFORMANCE OF NIGERIAN BREWERIES PLC, ABA

ABSTRACT
This research investigated Human Resource Planning and Performance of Nigerian Breweries Plc, Aba Abia State. Two research questions and two hypotheses were raised. The descriptive survey research method was adopted and a sample size of 80 respondents randomly drawn from the population of staff was used for the study. Frequency tables, percentages, and mean were used to analyse the data. Z-test was used for testing the hypotheses. The findings revealed among others that human resource planning has significant effect on the training programmes in the organisation, Responses from the respondent further indicate that that the organisation has a structured recruitment system, that is properly documented and encompasses a systematic approval of positions as well as have the required talent in time. Also, the organisation put in place induction training well planned out to benefit the new employees, provide an excellent opportunity for newcomers to learn comprehensively about the organisation. The researcher recommended among others that in other to improve the human resource planning and performance of the organisation, there is need for a fair and comprehensive recruitment system by the organisation. The organisation should train and retrain its employees to enable them improve on their productivity. The organisation should attach adequate importance to the induction of its new employees and also provide the employees good technical skills and knowledge through training relevant for their work


TABLE OF CONTENTS
Title Page i
Approval Page ii
Certification iii
Dedication iv
Acknowledgements v
List of Table xi
Abstract xii
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 4
1.4 Research Questions 4
1.5 Hypothesis 4
1.6 Significance of the Study 5
1.7 Scope of the Study 5
1.8 Limitations of the Study 6

CHAPTER TWO: LITERATURE REVIEW

2.1 Conceptual Review 7
2.1.1 Human Resources Management 7
2.1.2 Human Resource Planning 8
2.1.3 Objectives of HRP 8
2.1.4 Factors affecting Human Resource Planning 9
2.1.5 Importance of Human Resources Planning 10
2.1.6 Limitations of Human Resource Planning 11
2.2 Theoretical review of Human Resource Planning 12
2.2.1 Recruitment and Selection 14
2.2.2 Training 15
2.2.3 Performance Management 16
2.2.4 Benefits and Rewards 17
2.2.5 Compensation 18
2.2.6 Career Development (CD) 19
2.3 The importance of HR in Organisation 20
2.3.1 Advantages and disadvantages of HR 21
2.4 Strategic HR roles in dynamic and uncertainty environments 22
2.4.1 Employee satisfaction 22
2.4.2 Employee loyalty 23
2.5 Theoretical framework 25
2.6 Empirical Review 28
2.7 Summary of Review of Related Literature 30
CHAPTER THREE: METHODOLOGY
3.1 Research Design 32
3.2 Population of the Study 32
3.4 Sample Size and Sampling Technique 32
3.5 Method of Data Collection 33
3.6 Method of Data Analysis 35
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Bio Data of Respondents 36
4.2 Human resource planning and its effects on the recruitment process in the
organisation 39
4.3 Human resource planning and training programmes in the organisation 40
4.3 Test of Hypothesis 42
4.4 Summary of Findings 44




CHAPTER FIVE
DISCUSSION OF FINDINGS, CONCLUSION, AND RECOMMENDATIONS
5.1 Discussion of Findings 46
5.2 Conclusion 47
5.3 Recommendations 47
References 48
Appendix 55

LIST OF TABLES
Table No: Title Page
4.1 Distribution and Return Rate of Questionnaire 36
4.2 Demographic Distribution of the Respondents 37
4.3 Individual responses on the extent to which resource planning affects recruitment process in the organisation 39
4.4 responses and analysis of human resource planning and training programmes in the organisation 39
4.5 z-Test: Two Sample for Means 43
4.6 z-Test: Two Sample for Means 44

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The success of any organization depends on the human resources and how they are treated in the organization. Many of the Japanese companies have proved that the success is achieved through the employees the organization possesses. Akio Morita the founder of Sony Corporation once said that ‘there is no “magic” in the success of Japanese companies in general and Sony in particular. The secret of their success is simply the way they treat their employees." (Reza et al, 2003).
We can say that it is the people, by making of other resources especially the information, make the difference in the organization. Hence, their selection to development plays a vital role in the organization. By having right mix of people in the organization, some organizations achieve the desired goals and success in spite of many obstacles and other fail.
The major investment is made on human resources in an organization. As per a Government report, approximately 73 per cent of national income is used to compensate its employees in addition to wages/salaries, recruiting, hiring, and training people to fulfil its need and possess well trained and skilled staff (Reza et al, 2003). Human beings are dynamic and flexible in nature. At the same time they are conforming, rigid, and sometimes unpredictable also. However, today people in an organization are considered as an asset than a liability. This demands proper planning of people in an organization which is an important aspect of human resource management.
The economic stability can be maintained by adding value to the current process and improving the human productivity. To add value to the process, technology has been adopted as a tool. Technology oriented organization demands for a trained and motivated work force to work and provide value added service
This calls for a better planning of human resources in an organization in the context of organizational culture. Organizational culture is set of traditions, values, habits, ways of organizing, and interpersonal relationships at work. Culture is reflected in organizational structure, strategy, systems, power and reward distribution, conformity, development processes, motivational dynamics, organizational clarity, warmth and support received by employees, leadership styles, standards of performance, and shared subordinate values. An effective work culture is flexible, integrated, decentralized, performance-oriented, quality conscious, co-operative, collaborative, and supportive. The major elements of Human Resource Management (HRM) strategy and functions can be related to organizational culture. In this volume, we provide the basic concept of human resource management and various aspects of human resource management (Reza et al, 2003)..
1.2 Statement of the Problem
Change has been one major challenges of human resource planning, with the changing business scenario and technology being a major tool used in business process for efficiency; this has led the organization to be renamed as 'Learning Organization'. There is the need of planning the human resource to meet the challenges of this constant change.
With the change in organizational functioning i.e. from departmentalization to participative approach, the HR department faces the challenges in establishing such system. As in future, human participation will be required not only in technical functions but also in establishing .the democratic humanistic system (Arthur, 1994).
The organizations are ever increasing in size and
complexity, multiplying the number of people working therein. The management of an increased workforce poses serious problems and challenges especially since the workers are becoming more conscious of their rights (Backer, 1996).
In the wake of technological advances new jobs will be created and many old jobs will become redundant. Unemployment resulting from modernization could be liquidated by properly assessing manpower needs and training of redundant employees in alternate skills.
This research as such intend to delve into impact of human resource planning with the aim of achieving maximal use of the human resource of the organisation through solving some the problems stated above.
1.3 Objectives of the Study
The major objectives of this study are to access the impact of human resource planning on the performance of Nigerian breweries. Specifically, it intends to;
a. Ascertain the extent to which human resource planning affects recruitment process in the organisation.
b. To determine if there is any significant relationship between human resource planning and training programmes in the organisation.
1.4 Research Questions
1. To what extent has human resource planning affect the recruitment process in the organisation?
2. What is the level of difference between human resource planning and the training programmes in the organisation?
1.5 Hypotheses
Hypotheses 1
Ho: Human resource planning has no significant effect on the recruitment process in the organisation
H1: Human resource planning has significant effect on the recruitment process in the organisation.
Hypotheses 2
Ho: Human resource planning has no significant effect the training programme in the organisation
H1: Human resource planning has significant effect the training programme in the organisation
1.6 Significance of the Study
This study is very significant to the organisations as well as researchers. To the organisation it will help them in planning their human resource in such a way that it will help them in achieving their set objectives and as such improve the organisational performance. The result from this study will also help them in assessing the level of their human resource planning.
To the researcher, it will contribute to the wealth of research materials written on this subject. It will contribute to the theoretical and as well as empirical evidence.
1.7 Scope of the Study
The research covers human resource planning and the performance of Nigeria Brewery in Aba. As such, special attention will be paid to the personnel department vested with the duty of planning and managing the human resources of the organisation.
1.8 Limitations of the Study
Finance problem is the fundamental problem that the researcher encountered. It is an unarguable fact that any worthy research is capital intensive. In fact for the researcher to accomplish this work he invested a lot of money on sourcing of various texts and necessary data which could not be readily found in the library. Much money was also needed for browsing and printing of valuable internet materials.
Insufficient time also impacted adversely on the work. This was as a result of the rush in the academic calendar.

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