The quest for effective and efficient means through which an organization can achieve its pre-determine objective of efficiency and productivity has led to the propounding of various theories, principles, concepts etc. all geared toward accomplishing set objectives set objectives with case. In every productive situation they have to be design for the sole purpose of achieving group goal.
Organizational efficiency as a construct suffer from, problems of conceptual clarity in a number of areas. The first area is the definition of the construct. The term efficiency is often used indiscriminately to descried everything from effectively and effectiveness to improvement. An adequate definition or in this case, many similar yet different definitions practitioners use the term to describe a range of measurement including impute efficiency, output efficiency and earn transactional deficiency (Stanncck, 1996).
Efficiency has to do with accomplishment standard of accuracy, completeness, cost and speed. Efficiency is seemed to be the fulfillment of an obligation in a manner that release the performed from all liabilities under the contract.
Organizational efficiency therefore, is the organization’s ability to implement its plans using the smallest possible expenditure of resources. It is an important factor in the firm’s organizational effectiveness, this being the ease and degree of success with which the organization is able to accomplish its aims (Kaplan and Norton, 1996).
Finally, human capital planning is getting wider attention of the job market due to the downturn in the various economies of the world. Therefore we inclined to say that there as a relationship between human capital planning and organizational performance. In the next segment statement of the problem will be discussed.
Despite various government interventions through reform, poor performance and inefficiency still exist in organization. The cumulative effect on the sector is the closure or privatization and commercialization of several commercial Banks in Port Harcourt.
Also, organizations, still operates below expectation with low productivity, high rate of employee turnover and absenteeism. Where the human capital is not planned, organizations will be confronted with the problem of over or under staffing, inability to attract and retain pressure. Other problems will include the inability to provide realistic staffing projections, escalating personnel and the inability to utilize resources effectively and efficiently like the present situation in commercial banks in Port Harcourt where inefficiency and ineffectiveness abound and the supply of basic social amenities seem to imply the absence of proper human capital planning process it will therefore be pertinent to examine human capital planning process in commercial Banks in Port Harcourt with a view to highlighting the problems. The general thrust of this work therefore, is to critically evaluate human capital planning in commercial Banks in Port Harcourt therefore this work seeks to assess the prospect of human capital planning in the achievement of organizational efficiency.
The main objective of the study is to examine the relationship between human capital planning and organizational efficiency. The specific objectives are as follows:
iii. To examine the relationship between supply forecast and organizational efficiency.
In the next segment research question will be question will be discussed.
iii. To what extent does supply forecast affect organizational efficiency?
Arguably, it is acknowledge that a study of this nature is not basically out for it purpose but as a result of some associated benefits it can help to offer generally. The study will help employers to ascertain the need for carrying out effective human capital planning in their respective organizations.
The onions of this study will also open up future vents for young practicing managers to enhance human capital planning as a strategic and administrative tool for organizational effectiveness and continues process for business survival. Most importantly, this study will also provide useful information to other scholars in the academic field in topical area under investigation and finally, this study will also be useful guide and information to other students that will carry out their studies in the future.
The study is delimited under the following heading: content, scope, geographical and unit of analysis.
Content Scope: The content scope of this study involves an investigation to ascertain the relationship between human capital planning and organizational efficiency. The dependent variable is organizational efficiency. It is measures by effectiveness, innovativeness, productivity and Market share. While independent variable is Human capital planning. It is measure by scenario planning, demand forecast, supply forecast and Training.
Geographical Scope: This study is limited to some selected commercial Banks in port Harcourt metropolis, Rivers State Which include First Bank, Union Bank and Guarantee Trust Bank PLC.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study. The scope of this study is to ascertain the relationship between human capital planning and organizational efficiency. In the next segment Limitation of the study will discussed.
In carrying out an investigation of this nature the researcher must of necessity be faced with some constraints.
Firstly, the time constraint, the time frame provision for this study was short.
Secondly, financial constraints. Usually, a study of this nature involves some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study will be discussed. Lastly, poor measurement instrument.
EFFECTIVENESS: Doing the right thing.
MANAGER: This person who plan, organize, direct and control the rare resources of (Men, Money, Materials and Machines) in pursuit of the organizational goals.
MANPOWER: This is the number of workers available for industrial needs.
PLANNING: The process of setting goals and objectives and determining the process and strategies in achieving these goals.
PRODUCTIVITY: I the range at which a given company is able to cover with his product.
SUPPLY: it is the availability of competent persons in the labour market.
TRAINING AND DEVELOPMENT: A process of acquiring knowledge for improvement.
OTHER SIMILAR HUMAN RESOURCE MANAGEMENT PROJECTS AND MATERIALS