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HUMAN RESOURCES PLANNING AND CONTROL
STUDY OF RIVERS STATE TRANSPORT COMPANY.
ABSTRACT
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
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
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
Environment 31
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
References 68
Appendix 1 71
CHAPTER ONE
INTRODUCTION
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.
Service
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
ORGANIZATIONAL
STRUCTURE
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.
Staff
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?
1.5 HYPOTHESES
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.
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