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USE OF MANPOWER AUDIT FOR EFFICIENT MAN POWER PLANNING (A CASE STUDY OF ENUGU STATE BROADCASTING SERVICE)

CHAPTER ONE

 1.1     BACKGROUND OF THE STUDY

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 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).

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 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 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.

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.

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.

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.       There is also the problem of utilization of effective manpower.

 1.6     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.

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

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

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.

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.

 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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