IMPACT OF HUMAN RESOURCE PLANNING ON EMPLOYEE PERFORMANCE (A CASE STUDY OF GUINNESS NIGERIA)

IMPACT OF HUMAN RESOURCE PLANNING ON EMPLOYEE PERFORMANCE (A CASE STUDY OF GUINNESS NIGERIA)

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CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF STUDY

Human Resource Management (HRM) is believed to be the understanding and also the application of the policies and procedures that directly affect the people working within an organization.

         According to Armstrong, (2007) stated that the management of the workforce of a firm is very important in guaranteeing sufficient staff levels with the adequate skills, properly rewarded and motivated. Human Resource Planning (HRP) shows the present and future human resources needs so as to enable an organization achieve its goals. It is further stated that, HRP should create a nexus between HRM and the overall strategic plan of an organization.

         According to Reilly (2003), in his research work stated that human resource planning (HRP) practices help a firm in estimating the demand for labour and also to evaluate the size, nature and source of supply that is necessary to the demands of the organization.  Human resource planning (HRP) practices include strategies that will encourage employees’ retention; it will also help enhance employees’ absence management, employees’ flexibility, talent management, recruitment and selection in an organization. Human resource planning (HRP) plays a significant role in the promotion of employer’s brand.

         Most organizations in Nigeria have adopted various human resource management practices such as open management or Management by Objectives (MBO) which encourage participative management and helps with building trust and motivating staff; providing performance incentives for completion of a task in an appreciable manner.

Other HR best practices include collecting performance feedback where provision of constructive feedback from all other employees could be employed as a tool to improve individual employee and organizational performance. In order to position the organization for success, most organization in Nigeria has enrolled in workforce management. It is further opined that there are three key directions that have been identified to assist most firms in managing the workforce changes. The directions are building the organization’s potential, strengthening its competitiveness, and renewing its workforce. It is averred that, when workforce and strategic objectives are aligned, they guarantee the delivery of quality programs and services to the public since the planning would essentially assist in positioning the public service for the future.

A study on the effect of employee resourcing strategies on the performance of commercial banks in Nigeria (Ngui et al., 2014) established that, employee resourcing strategies have a significant positive effect on employees’ performance of the most organization in Nigeria. 

1.2 HISTORY OF GUINNESS NIGERIA PLC

This is the story of a truly successful company with a rich heritage and a great track record of growth and strong performance. Guinness Nigeria is not only regarded as an iconic African company, renowned internationally for its brands of unmatched quality, but also as a company that believes in enriching the communities within which it operates, through investment and active participation in the positive evolution of society.

Guinness Stout was first exported to Sierra Leone in 1827 and soon became popular across West Africa. In 1963, Ikeja in Lagos Nigeria was chosen as the first location outside the British Isles to brew the iconic dark beer. Two years later, in 1965, Guinness Nigeria was listed on the Nigerian Stock Exchange.

Steady growth in markets for Guinness Stout and Harp Lager during the next 30 years prompted the building of three more major breweries in Nigeria. In 1974, the company built a second brewery in Benin, where it produced Harp lager beer. This facility was later expanded to accommodate a second stout brewery, commissioned in 1978. In 1982, a fourth Guinness brewery was built in Ogba, Lagos to brew Harp Premium Lager beer. This site too, was expanded to include Guinness Stout. Several years later, in 2004, Guinness Nigeria commissioned a new brewery at Aba, Abia State.

In 2011, the Benin and Ogba breweries were expanded to further increase capacity and meet the growing demand for Guinness Nigeria products which include the acclaimed brands: Guinness Foreign Extra Stout, Guinness Extra Smooth, Malta Guinness, and Harp Lager beer. Other brands include Gordon’s Spark, Smirnoff Ice, Armstrong Dark Ale, Satzenbrau Pilsner, Top Malt, Harp Lime, Dubic Extra Lager and most recently, Malta Guinness Low Sugar.

Guinness Nigeria is committed to enriching the communities in which it operates and plays a leading role in the socio-economic development of its host communities. To ensure that efforts can be as effective as possible and are sustainable, the company concentrates on these focus areas: the provision of clean potable water (through the Diageo Water of Life initiative), Health and Education.

1.3 STATEMENT OF PROBLEM

Most organizations in Nigeria have experience negative feedbacks from their customer in the areas of service delivery which may be as a result of poor performance on the side of the employees and organizational policy. The human resource department is a vital part of any organization but most organization neglect the areas of human resource planning. Although the case of Guiness Nigeria plc maybe different because of the size of the organization but where the organization might have issues is the employees’ population; in this area the human resource activities may not been have much effect on the employees due to their number and various departments unless proper human resource planning strategies is carried out. Secondly there have been series of studies on human resource planning and employees’ performance but not even a single study has been carried out on the impact of human resource planning on employees’ performance using Guinness Nigeria plc as the case study; hence a need for the study.

1.4 AIM AND OBJECTIVES OF STUDY

The main aim of the research work is to determine the impact of human resource planning and employee performance. Other specific objectives of the study are:

1.  to determine the relationship between human resource planning and employees’ performance in Guinness Nigeria plc

2.  to determine the extent to which human resource planning has influence employees’ performance in Guinness Nigeria Plc

3.  to investigate on the factors affecting human resource planning in Guinness Nigeria plc

4.  to proffer solution to the problem facing human resource planning in Guinness Nigeria plc

1.5 RESEARCH QUESTIONS

The study came up with research questions so as to ascertain the above objectives of the study. The research questions for the study are:

1.  What is the relationship between human resource planning and employees’ performance in Guinness Nigeria plc?

2.  To what extent has human resource planning influenced employees’ performance in Guinness Nigeria Plc?

3.  What are the factors affecting human resource planning in Guinness Nigeria plc?

4.  What is the way forward to the problem facing human resource planning in Guinness Nigeria plc?

1.6 STATEMENT OF RESEARCH HYPOTHESIS

Hypothesis 1

H0: there is no significant relationship between human resource planning and employees’ performance in Guinness Nigeria plc

H1: there is significant relationship between human resource planning and employees’ performance in Guinness Nigeria plc

Hypothesis 2

H0: human resource planning does not influence employees’ performance

H1: human resource planning influences employees’ performance

1.7 SIGNIFICANCE OF STUDY

The study on human resource planning on employees’ performance will be of immense benefit to Guinness Nigeria Plc in the sense that the study will identify the nature of human resource planning in Guinness Nigeria plc; the study will relate human resource planning and employees’ performance in Guinness Nigeria plc. The study will also educate Guinness Nigeria plc and other organization in the same sector with the Guinness Nigeria plc on effective human resource planning. The study will serve as a repository of information to other researchers that desire to carry out similar research on the above topic. Finally the study will contribute to the body of existing literature and knowledge in this field of study and provide a basis for further research.

1.8 SCOPE OF STUDY

The study on human resource planning on employees’ performance will focus on Guinness Nigeria plc because it is the most suitable organization to elicit information on human resource planning and employees’ performance in the study area. The study will cover on human resource planning and employees’ performance in Guinness Nigeria plc but the study will not go into the production activities in Guinness Nigeria plc.

1.9 LIMITATION OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work

1.10 DEFINITION OF TERMS

ConceptRefers to a broad guiding general principle affecting perception and behavior. Confidentiality: Information not made available to the public.

Effectiveness:  Is causing a result, especially the desired or intended result.

Employee: A paid worker.

Management:   Is a social process entailing the responsibility for the organizing and controlling of affairs of a business or sector towards the fulfillment of a given purpose or task.

Labor turnover: Is the change in employees in an organization by the number who leave an organization and are replaced in a given period.                                                   

Manpower: The power in terms of the number of component         people available or needed to carry out a particular task.

Organization:   Refers to the structure of relationship among individuals, employees and the management within the society

Personnel planning: Is placing the right people employed on the right job at the right time.

Productivity:   The relationship between the amount been produced as an output and the work done towards the production line.

Resources: Any available possession or means of an organization

REFERENCES

Armstrong, M. (2007). Human Resource Management Practice. (10th Ed.). London: Kogan Page Limited.

Reilly (2003). Research fundamentals. Am J Health-Syst Pharm, 65


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