Thesis Abstract

Thesis Overview

<p> <b></b></p><p><b><b>1.0 INTRODUCTION</b></b></p><p><b><b></b></b></p><b><b><p><b>1.1 BACKGROUND OF<br>STUDY</b></p><p><b></b></p><b><p>Human Resource<br>Management (HRM) is believed to be the understanding and also the application<br>of the policies and procedures that directly affect the people working within<br>an organization.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; According to Armstrong, (2007) stated<br>that the management of the workforce of a firm is very important in<br>guaranteeing sufficient staff levels with the adequate skills, properly<br>rewarded and motivated. Human Resource Planning (HRP) shows the present and<br>future human resources needs so as to enable an organization achieve its goals.<br>It is further stated that, HRP should create a nexus between HRM and the<br>overall strategic plan of an organization.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; According to Reilly (2003), in his<br>research work stated that human resource planning (HRP) practices help a firm<br>in estimating the demand for labour and also to evaluate the size, nature and<br>source of supply that is necessary to the demands of the organization. Human resource planning (HRP) practices<br>include strategies that will encourage employees’ retention; it will also help<br>enhance employees’ absence management, employees’ flexibility, talent<br>management, recruitment and selection in an organization. Human resource<br>planning (HRP) plays a significant role in the promotion of employer’s brand.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; Most organizations in Nigeria have<br>adopted various human resource management practices such as open management or<br>Management by Objectives (MBO) which encourage participative management and<br>helps with building trust and motivating staff; providing performance<br>incentives for completion of a task in an appreciable manner.</p><p>Other HR best practices include collecting performance feedback where<br>provision of constructive feedback from all other employees could be employed<br>as a tool to improve individual employee and organizational performance. In<br>order to position the organization for success, most organization in Nigeria<br>has enrolled in workforce management. It is further opined that there are three<br>key directions that have been identified to assist most firms in managing the workforce<br>changes. The directions are building the organization’s potential,<br>strengthening its competitiveness, and renewing its workforce. It is averred<br>that, when workforce and strategic objectives are aligned, they guarantee the<br>delivery of quality programs and services to the public since the planning<br>would essentially assist in positioning the public service for the future.</p><p>A study on the effect of employee resourcing strategies on the<br>performance of commercial banks in Nigeria (Ngui et al., 2014) established<br>that, employee resourcing strategies have a significant positive effect on<br>employees’ performance of the most organization in Nigeria. </p><p><b>1.2 HISTORY OF GUINNESS NIGERIA PLC</b></p><p><b></b></p><b><p>This is the<br>story of a truly successful company with a rich heritage and a great track<br>record of growth and strong performance. Guinness Nigeria is not only regarded<br>as an iconic African company, renowned internationally for its brands of<br>unmatched quality, but also as a company that believes in enriching the<br>communities within which it operates, through investment and active<br>participation in the positive evolution of society.</p><p>Guinness Stout<br>was first exported to Sierra Leone in 1827 and soon became popular across West<br>Africa. In 1963, Ikeja in Lagos Nigeria was chosen as the first location<br>outside the British Isles to brew the iconic dark beer. Two years later, in<br>1965, Guinness Nigeria was listed on the Nigerian Stock Exchange.</p><p>Steady growth in<br>markets for Guinness Stout and Harp Lager during the next 30 years prompted the<br>building of three more major breweries in Nigeria. In 1974, the company built a<br>second brewery in Benin, where it produced Harp lager beer. This facility was<br>later expanded to accommodate a second stout brewery, commissioned in 1978. In<br>1982, a fourth Guinness brewery was built in Ogba, Lagos to brew Harp Premium<br>Lager beer. This site too, was expanded to include Guinness Stout. Several<br>years later, in 2004, Guinness Nigeria commissioned a new brewery at Aba, Abia<br>State.</p><p>In 2011, the<br>Benin and Ogba breweries were expanded to further increase capacity and meet<br>the growing demand for Guinness Nigeria products which include the acclaimed<br>brands: Guinness Foreign Extra Stout, Guinness Extra Smooth, Malta Guinness,<br>and Harp Lager beer. Other brands include Gordon’s Spark, Smirnoff Ice,<br>Armstrong Dark Ale, Satzenbrau Pilsner, Top Malt, Harp Lime, Dubic Extra Lager<br>and most recently, Malta Guinness Low Sugar.</p><p>Guinness Nigeria<br>is committed to enriching the communities in which it operates and plays a<br>leading role in the socio-economic development of its host communities. To<br>ensure that efforts can be as effective as possible and are sustainable, the<br>company concentrates on these focus areas: the provision of clean potable water<br>(through the Diageo Water of Life initiative), Health and Education.<b></b></p><p><b></b></p><b><p><b>1.3 STATEMENT OF<br>PROBLEM</b></p><p><b></b></p><b><p>Most<br>organizations in Nigeria have experience negative feedbacks from their customer<br>in the areas of service delivery which may be as a result of poor performance<br>on the side of the employees and organizational policy. The human resource<br>department is a vital part of any organization but most organization neglect<br>the areas of human resource planning. Although the case of Guiness Nigeria plc<br>maybe different because of the size of the organization but where the<br>organization might have issues is the employees’ population; in this area the<br>human resource activities may not been have much effect on the employees due to<br>their number and various departments unless proper human resource planning<br>strategies is carried out. Secondly there have been series of studies on human<br>resource planning and employees’ performance but not even a single study has<br>been carried out on the impact of human resource planning on employees’<br>performance using Guinness Nigeria plc as the case study; hence a need for the<br>study.</p><p><b>1.4 AIM AND<br>OBJECTIVES OF STUDY</b></p><p><b></b></p><b><p>The main aim of<br>the research work is to determine the impact of human resource planning and<br>employee performance. Other specific objectives of the study are:</p><p>1. to<br>determine the relationship between human resource planning and employees’<br>performance in Guinness Nigeria plc</p><p>2. to<br>determine the extent to which human resource planning has influence employees’<br>performance in Guinness Nigeria Plc</p><p>3. to<br>investigate on the factors affecting human resource planning in Guinness<br>Nigeria plc</p><p>4. to<br>proffer solution to the problem facing human resource planning in Guinness<br>Nigeria plc</p><p><b>1.5 RESEARCH<br>QUESTIONS</b></p><p><b></b></p><b><p>The study came<br>up with research questions so as to ascertain the above objectives of the<br>study. The research questions for the study are:</p><p>1. What<br>is the relationship between human resource planning and employees’ performance<br>in Guinness Nigeria plc?</p><p>2. To<br>what extent has human resource planning influenced employees’ performance in<br>Guinness Nigeria Plc?</p><p>3. What<br>are the factors affecting human resource planning in Guinness Nigeria plc?</p><p>4. What<br>is the way forward to the problem facing human resource planning in Guinness<br>Nigeria plc?</p><p><b>1.6 STATEMENT OF<br>RESEARCH HYPOTHESIS</b></p><p><b></b></p><b><p><b>Hypothesis 1</b></p><p><b></b></p><b><p><b>H0:</b>&nbsp;there is no significant relationship<br>between human resource planning and employees’ performance in Guinness Nigeria<br>plc</p><p><b>H1</b>: there is significant relationship<br>between human resource planning and employees’ performance in Guinness Nigeria<br>plc</p><p><b>Hypothesis 2</b></p><p><b></b></p><b><p><b>H0:</b>&nbsp;human resource planning<br>does not influence employees’ performance</p><p><b>H1</b>: human resource planning influences<br>employees’ performance</p><p><b>1.7 SIGNIFICANCE OF STUDY</b></p><p><b></b></p><b><p>The study on<br>human resource planning on employees’ performance will be of immense benefit to<br>Guinness Nigeria Plc in the sense that the study will identify the nature of<br>human resource planning in Guinness Nigeria plc; the study will relate human<br>resource planning and employees’ performance in Guinness Nigeria plc. The study<br>will also educate Guinness Nigeria plc and other organization in the same<br>sector with the Guinness Nigeria plc on effective human resource planning. The<br>study will serve as a repository of information to other researchers that desire<br>to carry out similar research on the above topic. Finally the study will contribute to the body of<br>existing literature and knowledge in this field of study and provide a basis<br>for further research.</p><p><b>1.8 SCOPE OF STUDY</b></p><p><b></b></p><b><p>The study on human<br>resource planning on employees’ performance will focus on Guinness Nigeria plc because<br>it is the most suitable organization to elicit information on human resource<br>planning and employees’ performance in the study area. The study will cover on<br>human resource planning and employees’ performance in Guinness Nigeria plc but<br>the study will not go into the production activities in Guinness Nigeria plc.</p><p><b>1.9 LIMITATION OF STUDY</b></p><p><b></b></p><b><p><b>Financial constraint</b>– Insufficient fund tends to<br>impede the efficiency of the researcher in sourcing for the relevant materials,<br>literature or information and in the process of data collection (internet,<br>questionnaire and interview).<b></b></p><b><p><b></b></p><b><p><b>Time constraint</b>– The researcher will simultaneously engage in this<br>study with other academic work. This consequently will cut down on the time<br>devoted for the research work</p><p><b>1.10 DEFINITION OF TERMS</b></p><p><b></b></p><b><p><b>Concept</b><b>: &nbsp;</b>Refers to a broad guiding general principle affecting perception and behavior.<br>Confidentiality: Information not made available to the public.<b></b></p><b><p><b></b></p><b><p><b>Effectiveness</b>: Is<br>causing a result, especially the desired or intended result.</p><p><b>Employee</b>: A paid worker.</p><p><b>Management</b>: &nbsp; Is a<br>social process entailing the responsibility for the organizing and controlling<br>of affairs of a business or sector<br>towards the fulfillment of a given purpose or task.</p><p><b>Labor<br>turnover</b>: Is the change in<br>employees in an organization by the number who leave an organization and are<br>replaced in a given period. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p><b>Manpower</b>: The power in terms of the number of component &nbsp; &nbsp; &nbsp; &nbsp; people available or needed to carry<br>out a particular task.</p><p><b>Organization</b>: &nbsp; Refers<br>to the structure of relationship among individuals, employees and the<br>management within the society</p><p><b>Personnel<br>planning</b>: Is placing the<br>right people employed on the right job at the right time.</p><p><b>Productivity</b>: &nbsp; The<br>relationship between the amount been produced as an output and the work done<br>towards the production line.</p><p><b>Resources</b><b>: </b>Any available possession or means of an<br>organization</p><p><b>REFERENCES</b></p><p><b></b></p><b><p>Armstrong, M.<br>(2007). Human Resource Management Practice. (10th Ed.). London: Kogan Page<br>Limited.</p><p>Reilly (2003).<br>Research fundamentals. Am J Health-Syst Pharm, 65</p></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b></b><br> <br><p></p>