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In a modern organization that emphasis division of labour, the function of the personnel officer to select, train, develop, assimilate and remunerate employees. The personnel manager is expected to help formulate manpower policies.

One of the major problems of management in an organization is placing the right person at the right place. The perennial question that experts often ask is “whether we should design the job to suit the individual or get the individual to fit into a job position”.

Before this question is answered, it should be observed that one of the functions of management is determine its manpower needs, the process by which management attempts to provide for its human resources to accomplish its task is called manpower planning or employment planning.  All enterprise must plan their manpower needs formally or informally.

Manpower planning is necessary in all organization because it is required for recruitment, without it, it would be difficult to now the number of personnel required for recruitment to be reassigned, due to retirement or needed to be retired for better utilization. Manpower planning reduces excessive recruitment, training and transfer and thereby saves management cost and time. “Bruce” observed that the major changes in population technological innovation, size and complexity of organizations have made informal methods of employment planning obsolete for all, but very small and stable organization.

This situation is more crucial in Nigeria, where thee is security of qualified manpower to fill existing positions. Manpower planning is very compelling to effectively and efficiently utilize whatever personnel is available. It is mainly in this way that people in the organization that needs more training could be identified to upgrade their skills in other to assume more responsible positions. It would also aid the organization to start very early to seek and find capable hands to replace those about to retire to caution the effect of their departure from the establishment.


The role of manpower planning development in an industry cannot be overemphasized. As already said manpower refers to all human resources in an organization, efficient utilization of these human resources in an organization leads to achieving the organizational objectives. For this to be realized there must be a very well planned manpower recruitment and training, but the problem has always been who is to be recruited who can meet the demand of the organization.

The recruitment job is face with certain problems which could be either internal or both. The internal influences include the nature of the organization. This could be in terms of management applicants would not like to secure jobs in an organization where there is poor management. The quality of management is the primary factor in determining the degree of success of an organization. An organization lacking a qualitative management is also likely to have poor financial stand.

Another problem is the nature of the work done. In most cases, applicants concern on their abilities, interests, post work experiences and friend’s interests attest how they go about seeking for jobs. Problems such as these factors to be considered when selecting manpower in the organization includes after the training some of the employees still find it difficult to know what their duties and responsibilities are as staff.

Also, some of the resulted staff are men of qualification rather than men of qualities, therefore the statement of the problem of this work is to find out how manpower planning and development can effect productivity so as to find factors militating against its objectives, prospects, related problems and how it can be improved.


This project work is specifically aimed at discovering the implications of a well laid down manpower planning and training or development in an organization precisely scale industries.

The study tries to

(1)     Find out the constraints that could make an organization unable to develop plans for it manpower planning, training and development.

(2)     Examine the consequences of an unplanned manpower recruitment process on the overall productivity of the organization.

(3)     To examine the different methods use by organizations in improving productivity.


1.       Does manpower planning improve productivity of an organization?

2.       Does lack of manpower planning and development have any effect in organization?

3.       How does organization improve his productivity?

1.5        SCOPE OF STUDY

The scope of this study focused on analysis of manpower planning and development as a tool for enhancing productivity. This study is limited to Life Flour Mill, Sapele.


Many scholars of management are of the view that manpower planning constitutes a basic resource of management. It assist to activates the art of human management through creative innovative and imaginative techniques aimed at improving productivity as an important management resources, it recognizes the role of trade unions and paves way for meeting of workers rights problems are solved managerially through manpower planning.

Manpower planning is all embracing. It seeks to juxtapose the right people with befitting colleagues while ensuring that proper knowledge skills, experience training and development are matched up with the right placement at the right period and cost are all indicators of manpower, futuristic approach to management presupposed that there must be planning management is highly conscious of relevance of manpower planning, especially in recent time when the needed for effective personnel is highly relevant due to changes arising from technology and other environmental factors. Modern organization no longer rely on normal manpower planning; even where organizations are small and informal, there is need to adopt a comprehensive manpower planning as issues like improvement in techniques, good services, consumption techniques and organization structure which requires efficient resources management are tackled.


Some of the limitations of this study include time, finance and unavailability of related literature.

Finance: Inadequate finance hindered the possibility of a larger sample size which may have helped the work in being more objective and accurate

Time: The time limit allocated for the collection data and completion of the whole research work for the project made it impossible to gather information that will make room for a comprehensive study of the subject matter.

Communication barriers: During the personnel interviews the researcher experienced a lot of communication problem with the individual and some company staff interviewed. Some are aware and acquainted with the task, but found it difficult to communicate effectively. This made the researcher’s work a bit tedious and cumbersome. Also despite the simple nature of the questionnaire the few responses that were received were poorly made.


Labour: Labour used in this project to mean duties which are performs in an organization.

Productivity: Productivity is efficiency, especially in an industry, measured by comparing the amount produced with the time taken.

Organisation: The activity of organizing something.  It is used in this project as an enterprise set up for the purpose of doing business with the aim of making project.

Investor: Investor is used in project to mean somebody who have set aside to reasonable of money to start of business with aim of making profit.

Social Responsibility: The obligation of organization management to make decisions and take actions that will enhance the welfare and the interest of the society as well as the organization.

Manpower: Human resources needed to run organization effectively.

Development: This is the growth and increment in the practice of entrepreneurship, as well as increment in the size of business and infrastructure. 

Planning:  The process of determining the policies and programmes that will develop, utilize and distribute manpower with a view to achieving a country’s aim socio economic and political development.

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