HUMAN RESOURCES PLANNING AND CONTROL STUDY OF RIVERS STATE TRANSPORT COMPANY.
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HUMAN RESOURCES PLANNING AND CONTROL
STUDY OF RIVERS STATE TRANSPORT COMPANY.
The purpose of this study is to determine the present human resources planning and control programme at Rivers State Transport Company Limited Port Harcourt. How it can help the company to sustain growth and survival. Survey method was used to obtain the primary data used for this study. A structured questionnaire designed for both junior and senior staff, was issued to 120 respondents, and the method used for the study include research design, sampling procedure, data collection and data analysis technique, a simple random sampling was used to ensure distribution of questionnaire and that each department of the company has equal chance of being selected. On the basis of findings, some recommendation were made which include managers should always get their subordinate involved in decision making and managers should be friendly with their employees.
TABLE OF CONTENTS
Title Page i
Table of Contents vi
CHAPTER ONE: INTRODUCTION
1.0 Background of the study 1
1.1 brief history of rivers Transport Company, port Harcourt 3
1.2 Statement of the problem 8
1.3 Purpose of the study 9
1.4 Research question 9
1.5 Hypotheses 11
1.6 Significance of the study 11
1.7 Scope of the study 12
1.8 Limitation of study 13
1.9 Definition of terms 13
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 16
2.1 overview of the human resources planning and control 17
2.2 the concept of human assets 18
2.3 need for human resources 21
2.4 planning functions 23
2.5 control function of human resources 25
2.6 setting goals and objectives 26
2.7 accounting techniques of human resources and control 27
2.8 budget of changes affecting human 30
2.9 sources of changes affecting human resources
2.10 The concept of performance appraisal 37
2.11 summary of literature review 38
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction 41
3.1 Research design 41
3.2 Population and sample size 42
3.3 Sources of data/data collection procedure 42
3.4 Method of data analysis 43
CHAPTER FOUR: PRESENTATION, ANALYSIS OF DATA AND TEST OF HYPOTHESIS
4.1 Data presentation 45
4.2 Analysis of data 52
4.3 Test of hypothesis 57
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary 64
5.2 Conclusion 65
5.3 Recommendations 66
Appendix 1 71
1.0 BACKGROUND OF THE STUDY
An organization is established for a purpose which in most cases is profit making. Though many resources are required in the operations of an organization, most of these resources together. In this respect, no organization can operate alone without human resources. The extent of achievement of result in human resources depends on how well it is managed.
According to Decenzon and Robbins (1989) the success of any organization depends on a combination of human, financial, physical and material resources, which are known in economic as the factors of production. The purpose of human resources management, planning and control is to ensure that the employees of an organization, its human resource are utilized and human need may be satisfied.
According to Baridan (2002), although many recognize that the principal basis by which we can survive in both environment and economic terms in the conservation of our resources, the desired conservation behaviour still remains a problem coping with the conservation problem requires effective utilization of human resources management tactics and policies.
In involves the provision of a climate in which individuals can experience satisfaction and development. This can only be achieved through changes at both the attitudinal and structure levels. There is always total lack of managerial sensitivity. Too much is attempted too quickly and with little concern for human resources. Sensitivity is prompted through awareness and understanding, and these can occur with exposure to the potential target person both through dialogue and through other forms of communication.
Management has the responsibility of determining the desired behaviour within its human resources system unfreezing the individual within that system, using appropriate tactics and polices to guide the development of the desired behaviour and maintaining the desired behaviour by using adequate human resource conservation variables to effect conservation.
1.1 BRIEF HISTORY OF RIVERS TRANSPORT COMPANY, PORT HARCOURT
Upon the creation of Rivers State the First Military Governor of the State, Commander A.P. Dieter-Spiff, established a number of parastatals, to complement government efforts in service to the people. One of such parastatals was the Rivers State Transport Corporation, created in 1970.
The corporation existed until 1983, when following a combination of factors it could no longer operate. Thus between 1983 and 1988 public transportation was entirely in the hands of private commercial vehicle operators.
Following the outcry of comments all over the federation on the exploitation tendencies of the private commercial vehicles operators, the federal government established in 1988 the Federal Urban Mass Transit Agency (FUMTA) with companies in all the States of the federation, including the Federal Capital Territory (Abuja). A taskforce on mass transit soon followed.
In October 1999, the taskforce on Mass Transit was dissolved, and replaced with the Rivers State Transport Service (RSTS), which was saddled with the responsibility of both Marine and Road passengers’ transportation.
However, following operational problems often encountered due to the fusion of both responsibilities in one organ and the need to narrow the scope of operations and make for specialization for effective and efficient transportation system, the company was restructured into two units, land Transportation and Marine Service. These two were alter incorporated as two distinct limited liability companies known today as the Rivers Transport Company Limited and Rivers Marine Transport Services Limited.
The goals of the company include:
i. To cater for the transportation in the needs of commuters within and outside the state.
ii. To enhance effectiveness in the transport service delivery system of the state.
iii. To operate a reliable and dependable mass transit system.
iv. To provide gainful employment for rivers state indigenes.
v. To serve as a consultancy/training center on transport,
RTC at a glance statistic unit (1999).
However, with the coming into office of a new team in July 2004, the company has been better positioned.
(i) To enhance transport safety consciousness and promote better driving habits.
(ii) To improve vehicle performance and life span;
(iii) To equip interested person with automobile maintenance skills;
(iv) To facilitate timely mail and package delivery in state in southern Nigeria, Lagos and FCT.
Towards achieving the goals set out above, RTC limited provides quality and professional services in the following:
i. The city service: satisfies the needs of commuters within Port Harcourt metropolis and its environments. Indeed RTC is the largest single provider of this service in Port Harcourt.
ii. The intra-state transportation service
iii. The Inter-state transport service
iii. The vehicle leasing service
v. The parcel Delivery service
vi. The automobile maintenance workshop
vii. The automobile training school
viii. The franchise scheme
ix. The car wash
The company’s organization is carefully structured to optimize performance as the bedrock for complete customer satisfaction and company growth. The structure comprises six (6) major departments namely:
Administration, commercial marketing unit, operations, business development unit, maintenance, audit and accounts.
The company has staff strength of 200, comprising management, senior and junior staff. Welfare and regular training of staff is of paramount concern to the RTC management, deriving from the realization that exposing staff to new and better techniques of job executive is the key to greater productivity.
1.2 STATEMENT OF THE PROBLEM
Human resource is very important in the achievement of organizational goals. The problem therefore, is that human resources in Nigeria organizations are fraught with some difficulties ranging from government regulations (Federal Character), labour unions interference in human resource matters. The emphasis here is to show that human resources management problems cannot be treated in a vacuum. The importance of social economic, political and legal environments that influence the organization and in turn the workers have been stressed. Illustrations have been judiciously selected to buttress the fact that organizations whether large or small, public or private, profit making or nonprofit making, have unique human resources problems which must be addressed properly for the organization to achieve its desired goals.
1.3 PURPOSE OF THE STUDY
The objectives of this study are:
i. To investigate the company’s current human resource policy and how it can help in its growth and survival.
ii. To examine and evaluate the company’s human resources, planning and control methods of determine conformity with known theories and principles.
iii. To determine how the human resource audit is used as an effective control device on manpower resources.
iv. To examine the management problems (if any) in the organization under study.
v. To proffer solution or suggestions through which such management problems could be alleviated.
1.4 RESEARCH QUESTION
For the purpose of achieving the objectives of the study, it is imperative to formulate some research questions base on the research objectives.
1. What attitude has the functional managers towards human resources budget and how effective do they implement the budget?
2. Is the relationship between the company management and the workers union representative cordial?
3. Do external factors such as government legislation and local community, socio-cultural tendencies influence the company’s human resource policy or it is purely on professional basis?
4. Does the planning and acquisition of manpower for the company involve obtaining the right people in the right number, at the right time and at the right cost with the knowledge, skill and experience, in the right job and in the right place?
5. Are the people audit and control mechanism to ensure proper utilization of people as budgeted?
For the purpose of achieving result in this work, it is considered necessary to work on the following hypotheses.
H01: The efficient performance of an organization has no direct relationship with effective planning and control.
H02: There is no significant relationship between human resource management and workers cordial relationship.
1.6 SIGNIFICANCE OF THE STUDY
This study is significant in many aspects, first, it will help reveal some of the problems facing human resource planning and control in Nigeria organizations. It will be useful for functional and line managers in their daily implementation of the company policies and plans on planning and control methods.
Again, this study will enable Nigerian organizations to know some of the tools or measures to use in tackling human resource problems in their various organizations. This study will attempt to proffer solution to some of the problems facing human resource planning and control in Nigeria organization.
Finally, this will help students hoping to research work on this subject matter to have basic for takeoff their research work.
1.7 SCOPE OF THE STUDY
The scope of the study was limited to Rivers Transport Company Limited and covered manpower planning and control policy matters on areas concerning selection, development of personnel, wages and salaries, employment, labour relations, motivation of workers, appraising system and various fringe benefits.
1.8 LIMITATION OF STUDY
The major constraints in this research work are as follows.
1. Insufficient time factor: Due to time frame given the research could not covered the area of interest in order together information needed.
2. Inadequate Finances, to meet up the research materials and requirements.
3. Biases on the part of respondents or interviewees. They are at best reluctant to provide the needed information for the study.
4. Fallibility of human knowledge: This is responsible for all errors that inhibit the presentation of a complete and perfect research report that I have been able to present.
1.9 DEFINITION OF TERMS
The following definitions of terms represent the specific meaning (s) that are given to them in this study.
Human Resources Baridan (2002), defined human resource as a part of management which is concerned with people at work and with their relationship within an organization.
Planning: Planning is looking ahead, a drawing board, the process of setting targets. (Baridan 2002).
Control: This is the process of measuring and correcting activities of subordinates to ensure that events confront to plans. (Nwachukwu 2000).
Management: Is the process of utilizing human, materials, physical plants, equipment, information, time and money efficiently getting activity done to the achievement of organizational goals and objectives (Nwachukwu 2000).
Efficiency: This denotes the extent to which the result was achieved. (Baridan, 2002).
Human Relation: Is an act of interaction and treatment of individual in organization. (Nwachukwu 1988)
Nwachukwu (2000) Organization: Is a social unit, composed of two more people, who is relatively to achieve a common goal or objective of the organization.