THE EFFECT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE: A STUDY OF SELECTED BREWERIES IN THE SOUTH-EAST, NIGERIA

This study examined the effect of manpower planning on organizational performance in the Brewery industry in South-East, Nigeria. The literature review section touched on all the four-main sections of the review which include conceptual review, theoretical framework, theoretical exposition and empirical review. The study adopted descriptive survey design and used summary and descriptive statistics as well as regression analysis as the main tools of analysis. All tests were conducted at 0.05 level of significance. Preliminary results indicated that F-Statistic of 18.029 is statistical significant and as such, the model was considered valid for predictions. The regression coefficient showed that 61.7 percent relationship exists between the dependent and independent variables. The coefficient of determination also showed that 52.9 percent variation in the dependent variable can be explained by the regressors. Major findings are that manpower planning in the area of forecasting to anticipate employees number and skills/expertise level have significant positive effect on organizational performance. It was concluded that human resource planning is very essential for optimal performance in the brewery industry. The study recommended among others that the issue of human resource planning should be treated in the organization with the seriousness that it deserves. Keywords: Human Resource Planning, Manpower Forecasting, Manpower Planning, Organizational Performance, Brewery Industry and Southeast Nigeria.

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From manpower planning to human resource planning

Human Resource Management ◽

10.4324/9780080517872-20 ◽

2012 ◽

pp. 225-244

Keyword(s):

Human Resource ◽

Resource Planning ◽

Manpower Planning ◽

Human Resource Planning

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Effect of Human Resource Planning on Organizational Performance of the Hospitality Sector in Nigeria

SSRN Electronic Journal ◽

10.2139/ssrn.3628753 ◽

2020 ◽

Author(s):

Friday Ogbu Edeh (PhD)

Keyword(s):

Organizational Performance ◽

Human Resource ◽

Resource Planning ◽

Human Resource Planning ◽

Hospitality Sector

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The Consequence of Human Resource Planning on Organizational Performance: An Ephemeral Review

Britain International of Humanities and Social Sciences (BIoHS) Journal ◽

10.33258/biohs.v1i2.35 ◽

2019 ◽

Vol 1 (2) ◽

pp. 50-61

Author(s):

Hasan Elsan Mansaray

Keyword(s):

Organizational Performance ◽

Human Resource ◽

Resource Planning ◽

Global Market ◽

Human Resource Planning ◽

Resource Needs ◽

Knowledge Requirements ◽

High Knowledge ◽

The Right ◽

Business Requirements

The drive for human resource planning in every single organization is to necessitate perfect use of human resource currently employed as well as, making provision for the future human resource needs regarding skills, quantities and ages. The purpose of this review is to ascertain the practices of HRP that can increase organizational performance. Consequently, the review discovered that HR planning ensures that organizations at all times have the right number of people, with the correct level of skills to do the right activities at the right time for the achievement of organizational objectives. Besides, human resource planning determines the right numerical strength of individuals that own these skills that are needed by organisations to meet the present and future business requirements. Based on this reality, organisations nowadays need to have employees that possess the right skills that could be place in the right places and at the right time they would be needed in organizations. In order to fulfill this condition, the study found out that HR planning ought to be part of any organization’s objective. Incredibly, many organizations have the tendency of overlooking the side of HR planning and more or less, organizations are even not totally conscious of it. Hence, it is essential to recognize that because of the high knowledge requirements in the global market, most organizations are determine to stimulate performance, which can engender surplus profit through the application of HRP philosophy.

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Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

Journal of Asia Business Studies ◽

10.1108/jabs-01-2019-0025 ◽

2020 ◽

Vol 14 (1) ◽

pp. 62-90 ◽

Cited By ~ 1

Author(s):

Debarun Chakraborty ◽

Wendrila Biswas

Keyword(s):

Organizational Performance ◽

Human Resource ◽

Succession Planning ◽

Resource Planning ◽

Equation Modeling ◽

Manufacturing Companies ◽

Human Resource Planning ◽

Content Type ◽

Analysis And Design ◽

Competitive Edge

Purpose The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge. Design/methodology/approach A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts. Findings The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm’s competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it. Practical Implications HRP activities sufficiently address the HR concerns facilitating the organization to coalesce the needs of the employees and the business. It helps to adopt a long term perspective to foster productivity, innovation and quality. It encourages employees to believe in their competencies to deliver their best. Such practices involve the workforce; coordinate their efforts to contribute meaningfully in this intricate business network. Thus, HRP practices drive to accomplish challenging tasks, focus on creative work-related projects, enhances an employee’s coping skills and morale to establish strategic sustainability for the firm. Originality/value The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees’ potential and will to fit into a firm’s business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.

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Effect of Human Resource Planning on Organizational Performance of the Hospitality Sector in Nigeria

Business Perspective Review ◽

10.38157/business-perspective-review.v2i1.71 ◽

2020 ◽

Vol 2 (1) ◽

pp. 1-12

Author(s):

Friday Ogbu Edeh ◽

Ikechukwu Dialoke

Keyword(s):

Organizational Performance ◽

Human Resource ◽

Resource Planning ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Human Resource Planning ◽

Adequate Funding ◽

Hospitality Sector ◽

Front Desk ◽

Hr Managers

Purpose: The study aims to investigate the effect of human resource planning on the organizational performance of selected hotels in Nigeria. Method: It is a cross-sectional survey research. A self-developed close-ended questionnaire was used to collect data from managers, supervisors, and front desk officers working in 15 selected hotels operating in Ebonyi state, Nigeria. Descriptive statistics were used to analyze participants' demographic characteristics while regression was used to analyze the hypotheses. Results: The study found that human resource planning dimensions, namely, adequate funding, competence, age, and cultural background have a positive significant effect on organizational performance. Implications: The HR managers must focus on the financial capability of the firm as well as the age, competence, and cultural orientation of the prospective employees while making the HR planning.

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Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

Jurnal Ilmu Pemerintahan Nakhoda ◽

10.35967/jipn.v10i1.1600 ◽

2013 ◽

Vol 10 (1) ◽

pp. 49

Author(s):

Muhammad Ridwan

Keyword(s):

Human Resources ◽

Human Resource ◽

Resource Planning ◽

Civil Servant ◽

Civil Servants ◽

Human Resource Planning ◽

Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

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