Steven
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
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.
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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