Use Of Manpower Audit For Efficient Man Power Planning (A Case
Study Of Enugu State Broadcasting Service)
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TABLE OF CONTENTS
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
INTRODUCTION
1.1
Background of the study
1.2
Statement of the problem
1.3
Purpose of the study
1.4
Scope of the study
1.5
Research question
1.6
Significance of the study
1.7
Limitation of the study
2
1.8
Definition of terms
Reference
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1
Literature review
2.2
Meaning and purpose of manpower audit
2.3
Steps in human resource audit
2.4
Approaches to evaluation of the human resources audit.
2.5
Communicating audit result
2.6
Manpower audit in Enugu State Broadcasting Service (ESBS)
References
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1
Research design
3.2
Area of the study
3.3
Population of the study
3
3.4
Sample and sampling procedure / technique
3.5
Instrument for data collection
3.6
Validation of the instrument
3.7
Reliability of the instrument
3.8
Method of data collection
3.9
Method of data analysis
References
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1
Presentation and analysis of data
4.2
Testing of hypothesis
4.3
Summary of result
References
4
CHAPTER FIVE
DICUSSIONS, RECOMMENDATION AND CONCLUSION
5.1
Discussion of results / findings
5.2
Conclusion
5.3
Implications of the research findings
5.4
Recommendations
5.5
Suggestions for further research
BIBLIOGRAPHY
APPENDAGES / APPENDICES
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
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Manpower is an essential element in any organisation. Therefore, for
any organisation to survive, grow and equally make profit, it must possess
good quality and reliable manpower. This is because man is the only factor of
production most disposed to organize other factors to achieve optimum
productivity.
Hence, an organisation can remain meaningfully competitive in the
market only if it has quality manpower, which is able to articulate the
objectives of the firm with the market opportunities and organizational
resources.
However, in recognition of the dynamic nature of business environment
and other prevailing circumstances, there is need for continuous evaluation of
human resource. This underscores the necessity for human resource audit and
it must be in every organisation irrespective of size and location.
Undoubtedly, many public sector companies and parastatals, information
ministry inclusive suffered terribly from lack of accurate date of it’s
employees, haphazard policy.
Implementation, engagement in irrelevant expenditures, Shaddy records
etc.
These cankerworms have succeeded in throwing few of the above
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mentioned sectors out of existence, drained the purse of some and stationed
others at a point of collapse.
These problems were highly welcome due to lack of manpower audit in
such organisations. No wonder Ibeku (1984:p 11) stated categorically that
manpower audit reveals the actual numbers of employees in the establishment
that will form the basis of operation.
This assertion brings to light the need for accurate information on the
required number of employees in the organisation.
It can then help to
determine their pay, promotion scheme, performance appraisal, manpower
forecast and avoidance or identification of ghost workers.
Besides, manpower audit provides a comprehensive perspective on
current practices, resources and management policies regarding human
resource management and identify opportunities and strategies for redirecting
them.
Implicit is an assumption that opportunities are being missed by staying
with current approaches and that the human resource management process is
dynamic and must continually be redirected to be responsive to need (Walter
1980, p:361 – 362).
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Therefore, then manpower audit has been successfully carried out in an
organisation. It will help for effective manpower planning. It is important that
organisation view human resource as a major part of the corporate planning
activity.
It x-rays itself in hiring, selection, utilization.
Motivation and
maintenance of quality manpower.
Hick and Gullet (1981, p. 252) is of the of the view that planning
coordinates the activities of the organisation towards defined and agreed upon
objectives consequently, manpower planning is an aspect of the total corporate
planning concept.
ORIGIN OF BROADCASTING IN NIGERIA AND BACKGROUND
INFORMATION ON ENUGU STATE BROADCASTING SERVICE (ESBS)
Broadcasting came to Nigeria in ages.
One of which was the
introduction of wired broadcasting more popularly known as ratio distribution
or rediffusion it was a service, which provided for the relay or distribution of
programmes by means of wires connected to loud speakers installed in the
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homes of subscribers.
This method of distributing programmes as wired
broadcasting, which is the transmission of programmes intended for reception
by means of radio waves.
The introduction of the radio to Nigeria was on initiative of the
engineers of the posts and telegraphs department in Lagos who had been
involved in monitoring the test transmission of the BBC on short wave.
Between 1929 and 1930 they had carried out experiment in local broadcasting
while monitoring the BBC.
The experiment showed that short wave
broadcasting were possible but the receivers necessarily would be just as
expansion as would be required for the reception of the high power station in
Britain. It was therefore, decided that the most likely development would be
the wired distribution of programmes from abroad, through a central receiver
experimental work on wired broadcasting then it stated in Lagos early in 1933,
and two years after. It was extended to Ibadan and Kano.
In 1963, the colonial office set up the Plymouth committee which in its
recommendation said that the establishment of wired broadcasting system will
be necessary (Ladele and other 1979, p. 20 -28) thus in Nigeria, the
establishment of a wireless broadcasting service come up the ten year plan of
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development and welfare, but the planners decided to defer it for time being, in
view of the need for other services and the limits imposed by financial
resources.
However, by 1988 when the government realized that Nigeria lagged
behind other African countries in the establishment of an efficient broadcasting
service, it decided that the installation of a national transmitter should no
longer be delayed.
In November 1948, the colonial office invited the BBC to carryout a
survey of broadcasting in Nigeria and other countries, in the light of the above,
the report concluded that there was no urgent need to establish a proper
wireless broadcasting service in Nigeria.
The arrival of MESSIS W. CHALMERS and TOM CHALMERS
heralded the beginning of broadcasting service, and was the western Nigeria
broadcasting service (WNBS) located in Ibadan.
1.2
STATEMENT OF THE PROBLEM
There is no organisation without a problem that affects it either directly
or indirectly.
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This work is concerned with the problems that affects the use of manpower
audit for efficient manpower planning in Enugu Sate broadcasting service.
The problems that are associated with Enugu State Broadcasting Service are:
In Nigeria where the level of unemployment is high, manpower planning is
regarded as a luxury. It is very unfortunate that most organisations in Nigeria
have not availed themselves the opportunity and usefulness of proper
manpower audit. It is an essential activity even in Nigeria as the high type of
manpower may not always be available.
There is the problem of over staffing or under staffing.
There is the problem of corrupt auditors which leads to ineffectiveness and
unsatisfactory in their job description.
There is also the problem of inadequate material resource that leads to in
effective auditing.
1.3
PURPOSE OF THE STUDY
This work will aim to achieve the following objectives.
1.
To determine whether the organisation engage in informal
manpower audit.
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2.
To ascertain who has the responsibility for manpower audit in the
organisation.
3.
To find out the necessity for engaging in manpower audit.
4.
To identify the major constrains to manpower audit.
5.
To know the information input for manpower audit, time horizon
and techniques of manpower audit.
1.4
SCOPE OF THE STUDY
This research work tries to cover the use of manpower audit for effective
manpower planning in Enugu State Broadcasting Service.
It intends to uncover the importance of manpower audit for effective
manpower planning that has been neglected.
It intends to study the financial involvement in relation to auditing and
planning.
Also, the study will go a long way in finding out the constraints that
militates against the application of manpower audit.
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More over, the study is expected to unravel the techniques and processes
involved in manpower audit with special reference to Enugu State
Broadcasting Service.
1.5
RESEARCH QUESTION
1.
There is the problem of under staffing or over staffing of
employees
2.
There is the problem of recruitment unskilled workers that are not
required in the organisation.
3.
1.6
There is also the problem of utilization of effective manpower.
SIGNIFICANCE OF THE STUDY
It is important that the use of manpower audit for effective manpower planning
is employed in any organisation or group for the purpose of:
a.
Providing an avenue through which the image of the services of
the organisation could be improved.
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b.
Determining the principles or procedures where by effective and
efficient personnel management will be of interest to the
organisation.
c.
Exposing the corruptive nature of personnel that leads to
ineffectiveness in discharging of their duty.
d.
Ensuring how best effective manpower utilization can be ensured
and equally improved.
e.
The use of manpower audit for effective manpower planning is
very much essential and significant since it goes a long way in
controlling the staff strength of any organisation with regards to
its cost and management.
More also, the study is significant in that it will help any organisation benefit
immensely because of the analysis that will be carried out in the auditing
processes, and this will help in highlighting the pros and cors and even
suggesting on how best an organisation should be runned.
1.7
LIMITATION OF THE STUDY
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It is unusual toe encounter certain problems in the course of accomplishing this
research problems encountered manifest themselves in various shapes and
manners.
FINANCIAL CONTRAINTS
Judging from the fact that the researcher is a student, adequate fund necessary
to ensure successful completion of this project cannot be raise. Besides, the
researcher faced other financial challenges, in terms of feeding, transportations
and other contingencies.
TIME CONSTRAINT
In as much as we are made to understand that time should not be considered a
constraint due to recognizance of the fact that academic work which was also
undertaken by the researcher by way of lectures, writing assignments and term
papers could be seen to have limited time.
BEAURACRATIC CONSTRAINT
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Under this limitation, concrete attempts made to interview some top officials
attracted postponement, because of principles guiding official engagement and
procedures in official secrets of the company.
ATTITUDE CONSTRAINT
In the course of using questionnaires to collect data, it was observed that the
attitudes of some respondents were not quite encouraging.
Some of the
questionnaires distributed were not completely filled and in other instance they
were rejected for empirical reasons.
1.8
DEFINITION OF TERMS
1.
Organisation – An economic establishment set up with the aim of
maximizing profit.
2.
Audit – This entails evaluation
3.
Planning – This involves selection of mission and objectives and
the action to achieve them.
4.
Manpower – Human element in organisation. All employees in
an organisation from Chief executive officer to driver.
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5.
Productivity – It is an output – input ratio within a period with
due consideration for quality.
REFERENCES
Essien, M (1997); Commissioner Warns Fraudulent Teachers. In Akwa Ibom,
Guardian.
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Hannagan, T. (1995); Management Concept and Practices, London Pitman
Publishers.
Olu, Ledele and others (1979); History of the Nigerian Broadcasting
Corporation, Ibadan, Ibadan University press.
Walker, J. W. (1980); Human Resource Planning: New York, MC Graw Hill
Company.
Ubeku, A. K. (1984); Personnel Management in Nigeria. Macmillan
publishers.
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