1.1 Introduction
Human Resources Development is the process of combining Human Resource Management (HRM) functions to prepare staff and organization based on organizational activities (organizational development, career development, and training and development). However the actual planning process will vary a great deal from one organization to another. Even though various definitions of Human Resources Development and Planning have been given by some schools of thought such as James Walker, Pattern, and Fayana (2002), however, it is a broad process addressing multiple levels of increasing organization effectiveness on the management of Human Resources and people management.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.
1.2 Background of Study
The concept of Human Resources Development and Planning in any organization is an issue which deserves attention because it constitutes a major focus on the objective of an organization which is meant to foster effectiveness in the collective use of human talents for the overall benefit and interest of the employee and the organization . Consequently, for any organization to survive the changing needs in manpower utilization acquisition from excessive labor turnover low productivity, it has become paramount to imbibe a vibrant Human Resources Development and Planning strategy by closely forecasting the present and future levels of employees required for its sustainability in the rapid changing society. Human Resources Development and Planning has to do with forecasting demand for manpower based on its business needs and employing strategies required to meet these needs. The dimensions for the study include forecasting manpower demand and strategic action. Forecasting manpower demand involves the estimation of the number and type of human resource required at different levels in different departments in an organization (Pradeesh, 2011).
Increasing and intense competitiveness in the market has made performance the most important issue for profit and non-profit organizations for businesses. It comprises of three specific areas of firm outcome which includes financial performance, product market performance and shareholder return (Richard, Simon & Brut, 2009). It is very vital for managers to know which factors influence an organization’s performance in order for them to take appropriate steps to initiate them. Organizational performance guarantees the continuity of the organization to be competitive in a global market place. Organizational performance can be seen as a multi-dimensional construct consisting of more than simply financial performance (Baker & Sinkula, 2005). It describes the extent to which the organization is able to meet the needs of its stakeholders and its own needs for survival (Griffin, 2003). In this sense, organizational performance depicts that an organization is achieving its mission and goals.
The term people management embraces the two related concepts of human resource management (HRM) and human capital management (HCM). HRM aims to ensure that the organization obtains and retains the skilled, committed and well- motivated work force it needs. This means taking steps to access and satisfy future people needs and to develop their inherent capacities, potentials and employability.
The process of HCM is closely associated with human resource management. However the focus is more on the use of metrics (measurements of HR and people performance) as a means of providing guidance on people management, strategy and practice.
Consequently against this background, this project is determined to further expose you to those aspects of Human Resources Development and Manufacturing Projects especially as it relates to a Research and Academic Institution such as the National Water Resources Institute in Kaduna, Nigeria. This project seeks to deal specially with the meaning, need, importance and process of Human Resources Development and Planning.
1.3 Statement of Problems
This study is concerned with the Human Resources Development and Planning and productivity issue in an institution and to further identify how Human Resources Development and Planning effectively contributes to the attainment of its objectives in the National Water Resources Institute, Kaduna. It is worthy of note that research activities, periodic scientific journals or publications of the National Water Resources Institute, Kaduna have not rendered much impact over the years on the overall abundant water resources of the nation Nigeria which could be attributed to constraints in the aspect of a vibrant personnel management policy or deficiency of a sound Human Resources Development and Planning programme which might have been contributory to the resultant consequential effects on the overall targeted performance of the organization. Hopefully, it is the desire of this study to investigate the immediate and long time problems which could have militated on the low output in the institute and to further make a positive impact on the attainment of higher productivity in consolidating its Human Resources Development and Planning.
1.4 Aim and Objectives of Study
The aim of the study is to scrutinize the Human Resources Development and Manufacturing Projects using National Water Resources Institute Kaduna as a case study. In achieving this aim, the following specific objectives were laid out as follows:
- To identify the methods and stages of Human Resources Development and planning being adopted by the institute.
- To determine the impact of Human Resources Development and Planning on the organizational productivity.
- To ascertain if there exists any relationship between Human Resources Development and Manufacturing Projects in National Water Resources Institute Kaduna State
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Is there any relationship between Human Resources Development and Manufacturing Projects in National Water Resources Institute Kaduna State?
- What are the methods and stages of Human Resources Development and Planning being adopted by the National Water Research Institute, Kaduna?
- What are the impacts of Human Resources Development and Planning on the organizational productivity?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
- H0: Human Resources Development and Planning has no impact on workers’ productivity in Manufacturing Projects.
- H1: Human Resources Development and Planning has impact on workers’ productivity in Manufacturing Projects.
1.7 Significance of Study
The study will potentially serve as a reference point to the human resource strategies of the National Water Resource Institute in its drive towards achieving excellence in service delivery and effective, productive personnel management structure. It is also expected to be a rallying point for other human resource managers who may wish to carry out a study of the institute and its productivity concept.
Another significance of this study would be as a guide to students of human resource management who may wish to undertake a project study of the institute or any other organization of interest, and to other researchers in the field of human resource management.
Also it is a prerequisite for the award of Post Graduate Diploma (PGD) in Human Resource Management. Organizations both private and public sectors will also benefit from findings of this study. This study undertaken by the researcher on the Human Resources Development and Planning and productivity of the National Water Resources Institute, Mando, in Kaduna will be of outmost importance not only to the researcher but to the organization under study which is expected to generate future strategies from the findings.
1.8 Scope of Study
The study focuses on the Human Resources Development and Manufacturing Projects using National Water Resources Institute Kaduna as a case study. It also examined the effect of human resource issues regarding Human Resources Development and Manufacturing Projects.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- 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).
1.10 Definition of Terms
- Concept: Refers 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.
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