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HUMAN RESOURCE PLANNING AS A TOOL FOR MINIMISING PERSONNEL COST: A CASE STUDY OF NATIONAL DIRECTORATE OF EMPLOYMENT
ABSTRACT
The absence of a well defined human resource plan drawn according to the specifications of the National Directorate of Employment has brought about short-ages and/or excesses in human resources resulting into unmanageable and expensive imbalances in personnel quantity and quality. The end result is excessive expenses associated with excessive turnover and absenteeism, low productivity, inefficient manpower, unproductive training programmes and internal labour market inefficiency. This research work therefore, has been necessitated by the aforementioned.
To tackle this problem, a case study of the Directorate’s existing human resource programmes and strategies (if any) is hereby undertaken with the aim of revitalising them and thereby reduce personnel costs and improve performance. This is done by using a cross section of National Directorate of Employment, Jos office as a sample of the entire Directorate. Both the primary and secondary sources of data have been tapped especially through access to official records, administration of questionnaires, face to face interviews, and the observations and experience of the researcher. The quantitative data so collected is sifted, sorted and analysed using statistical calculations and observations. specifically, the simple percentage approach is utilised for such data. Also, where percentages can not be worked, quantitative data has been summarised in tables, figures and charts. However, qualitative data, because of its nature, has been grouped according to similarity of occurrence. Based on functional Human Resource plans drawn by experts as reviewed in chapter two (2), a model plan is drawn and practical situations/data of the Directorate are integrated into the model. The outcome is a future oriented, comprehensive and integrated
human resource plan. In conclusion, the research prove:; to be very effective as a surplus of more than N26 million is declared. Also, issues on staff welfare, control, discipline, performance evaluation, redeployment, retirement, recruitment and promotion are re-organised/revitalised to suit the practical realities of the Directorate.
TABLE OF CONTENT
Title page- – – – – – – – – i
Approval page – – – – – – – -ii
Dedication – – – – – – – – -iii
Acknowledgement – – – – – – – -iv
Abstract – – – – – – – – – -v
Table of content – – – – – – – -vi
CHAPTER ONE
INTRODUCTION – – – – – – – -1
1.0 Background of the study – – – – -1
1.1 Statement of the problem – – – – -5
1.2 Purpose of the study – – – – – -6
1.3 Significance of the study – – – – -8
1.4 Research questions – – – – – -9
1.5 Scope of the study – – – – – – -10
CHAPTER TWO
LITERATURE REVIEW – – – – – – -11
CHAPTER THREE
Research methodology – – – – – – -39
Design of study – – – – – – – -40
CHAPTER FOUR
Presentation, analysis and interpretation of data – -48
CHAPTER FIVE
Summary of findings – – – – – – -60
Conclusion – – – – – – – – -61
Recommendations – – – – – – – -62
Suggestions for further research – – – – -64
References – – – – – – – – -65
Appendix I – – – – — – – – -68
Questionnaire. – – – – – – – -69
