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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
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