EFFECT OF HUMAN RESOURCES PLANNING

ON ORGANIZATION PERFORMANCE

AYODELE MARY RONKE

HND/FT/SMS/BUS/19/096

A RESEARCH PROJECT SUBMITTED TO THE

DEPARTMENT OF BUSINESS ADMINISTRATION
SCHOOL OF MANAGEMENT STUDIES (SMS)
THE POLYTECHNIC IGBO-OWU, ILORIN KWARA STATE

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF

HIGHER NATIONAL DIPLOMA (HND) IN BUSINESS ADMINISTRATION

AUGUST, 2019

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 TABLE OF CONTENT

Title page i

Table of content ii

CHAPTER ONE
1.0 INTRODUCTION 1
1.1 BACKGROUND OF THE STUDY 1
1.2 STATEMENT OF THE PROBLEM 3
1.3 RESEARCH QUESTIONS 3
1.4 RESEARCH OBJECTIVE 3
1.5 RESEARCH HYPOTHESIS 4
1.6 SIGNIFICANCE OF THE STUDY 4
1.7 SCOPE OF THE STUDY 4
1.8 LIMITATION OF THE STUDY 5
1.9 OPERATIONALIZATION 8
CHAPTER TWO
2.0 LITERATURE REVIEW 6
2.1 THEORETICAL FRAMEWORK 7
2.2 THE HISTORY OF HUMAN RESOURCES DEVELOPMENT 8
2.3 CONCEPT OF HUMAN RESOURCES 9
2.4 THE IMPORTANCE OF HUMAN RESOURCES IN
ORGANIZATIONAL DEVELOPMENT 10
2.5 HUMAN RESOURCES DEVELOPMENT AND PLANNING 12
2.6 INVESTMENT IN HUMAN RESOURCES DEVELOPMENT 15
2.7 HUMAN RESOURCES ALLOCATION AND UTILIZATION IN
NIGERIA 17
2.8 ENHANCEMENT OF MOTIVATION OF HUMAN RESOURCES IN
NIGERIA 21
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION 24

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3.2 RESEARCH DESIGN 24
3.3 RESEARCH METHOD/STRATEGY 24
3.4 POPULATION OF THE STUDY 25
3.5 SAMPLE SIZE/SAMPLE SIZE DETERMINATION 25
3.6 SAMPLING TECHNIQUES/PROCEDURE 26
3.7 RESEARCH SAMPLE FRAME 26
3.8 SOURCES OF DATA COLLECTION 26
3.9 RESEARCH INSTRUMENT 27
3.10 METHOD OF DATA ANALYSIS 27
3.11 VALIDITY AND RELIABILITY OF RESEARCH INSTRUMENT 27
REFERENCES

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 CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The history of planning is old as man himself planning had started from the

ancient era during the primitive period when there were no industries or firms.

Planning is a basic function of management thus therefore means that planning

pervades all the functional area of management which include personnel, production,

research and development, marketing and finance.

Through planning organization goals and objective are determined; the

resources available must be strategies to achieve the goals and objectives. Planning

provide answers to what? How? When? And their relationship to organization

activities. In personnel management function, human resources panel is a basic

function. Human resources planning is sometime referred to as workforce planning,

which is defined as the process of the right number of qualified people into the right

job at the right time. To ensure adequate workforce in the organization, management

must plan properly, proper planning in this respect involves accurate projection of the

future, taking inventory of existing workforce, comparing the force with the existing

one and take corrective measure.

Productivity means rate of output, degree of result and success which is

directly related to profitability and turnover. This research study concentrates on the

possible impact of human resources planning on workers productivity.

The human resources means the human that are in the organization. Without

them there cannot be production. So there is need for the organization to plan well for

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its human resource. Proper planning enhances the productivity of an organization.

How?

i. Planning helps to resolve problem of shortage of staff in organization

ii. It also helps in determining and planning whatever capital, material, equipment

and personnel required in an organization in order to achieve organization objectives

iii. Human resource planning defining the duties and responsibilities of the

personnel employed and determining the manner in which their activities are to be

interrelated

iv. Human resource use planning to assess external forces to help the firm deal

with environmental uncertainty by mobilizing scare or limited resources to neutralize

potential threats.

v. Planning make control possible, which is, comparing actual outcome with

performance standards and taking corrective action if variance exists

vi. Human resource planning management development by helping managers to

take proactive role in moving the organization toward a future desired state.

Lastly, human resource planning function include staffing, that is acquiring

qualified and appropriate number of workers for an organization, to determining and

acquiring other resources and proper allocation of these resources. In addition, co-

ordination of activities of all members and parts of an organization is another major

purpose of human resource planning in order to boost production.

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1.2 STATEMENT OF THE PROBLEM

One of the most serious problems facing human resources is the acute shortage

of qualified resources. The problem of inadequate skilled manpower in Nigeria

Limited sector could be traced to a number of factors which include the colonial

administrative policies which gave the local population more opportunity to develop.

Some of the problem faced by the human resources planners is as follows:

i. Management of fund, funds kept for the proper planning management of the

organization is always converted to their private pocket by the top management.

ii. As a result of lack of motivation money of our expertise in Nigeria have gone

to a board where they will be paid and live in a comfortable house with all kinds of

fringe benefits

iii. The rate of labour turnover is increasing because of lack of facilities in our

higher institutions, irrelevance of the educational curriculum to the need of the

economic.

1.3 RESEARCH QUESTIONS

1. What is the impact of recruitment on operational performance?

2. What is the impact of work design on operational performance?

3. What is the impact of training & development on employee performance?

1.4 RESEARCH OBJECTIVE

1. To assess the impact of recruitment on operational performance

2. To determine the impact of work design on operational performance

3. Do examine the impact of training and development on employee performance

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1.5 RESEARCH HYPOTHESIS

Ho1: There is no significant relationship between recruitment and operational

performance

Ho2: There is no significant relationship between work design and operational

performance

Ho3: There is no significant relationship between training and development and

employee performance

1.6 SIGNIFICANCE OF THE STUDY

This study is necessitated by the urge and the need for the research, reader and

organizations in general to understand the advantages of implementation of human

resources planning on organization performance as tool for achieving higher

organization productivity. The following are the significance of study to the

researcher:

i. To serve as guide to corporate individuals, organization and student alike in

furtherance to their research on the subject matter

ii. To help government in the determination of how productive is both public and

private sector of the economy

iii. To serve as a reference materials for students who will wish to conduct similar

studies on this topic.

1.7 SCOPE OF THE STUDY

The study is restricted to the effect of human resource planning on organization

performance.

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1.8 LIMITATION OF THE STUDY

The study was with constrained, some of these constraints are:

Finance: It was no doubt a great limited of factors for this project considering the

worldwide economic recession and the particular financial squeeze within the country.

All these combined together or bear on me.

Time Limit: There is also limited amount of time in the course of investigation. This

based in the fact that the researcher will have other task to perform, these include

often assignment in the school going for lecturer, preparation for test, examination and

other to maintained but few.

1.9 OPERATIONALIZATION

Human resources planning organization performance

Recruitment employee rent

Work design operational performance

Training & development

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 CHAPTER TWO

2.0 LITERATURE REVIEW

According to Howard M. Carlise (2010) human resources planning can be

defined as a process by which the element of a group are integrated, coordinated and

utilized to effectively achieve organization objectives.

There in the worlds of Pigors P. and Charles A. Mayers (2006) defined

personnel management as a method of developing potential of employees so that they

get maximum satisfaction out of their work and give their satisfaction out of their

work and give their best efforts to the organization.

Also Edwin Flippo (2005) personnel management is that which is concerned

with he planning directly, controlling and coordinating of the procurement

development compensation, integration and maintenance of the human resources to

the end that the individual organizational and societal goods are accomplished”

Northwlt C.H. defines personal management as an extension of general management

that of promoting and stimulating every employees to make his fullest contribution on

the purpose of the business.

According to Howard M.Dirks (2000) personal management is the function

concerned with the development and utilizing of the manpower resources of the

business to the optimum level in achieving the objective of that business. Dum and

Stephens defined it as the process of attracting holding and motivating people

involving all manager line and staff.

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 Institute of personnel management, London defined personal management as

that part of management which is concerned with people at work and with their

relationship within an enterprises.

2.1 THEORETICAL FRAMEWORK

The theoretical framework is basis of any political analysis to stipulate

argument within in order to able bring out the realities it aimed at. A theory is a set of

ideas, which provide an explanation of something in depth that provides a particular

and partial view of reality. The functionalist theory would be presented to explain

more on the purpose of the research.

The functionalist theory is one of the easiest theories in the field of Public

Administration. The major assumption of the functionalist theory is the interdatedness

of the different part of society taken together to form a complete system. To

understand any society therefore, it must be examined in relation to the society as a

whole looking out to the contribution of such part to the maintenance of the society

system structure, functionalist are guided by the ideal that societies have basic needs

or requirement which must be met, if they are to survive and they are the functional

prerequisite since without them members of the society could not survive.

Manor, J. (2011) argued that a society would have to exist if its members

become extinct. Therefore, in order for a society to survive, it must have some means

of preventing these events from occurring these means, any part of the society that is

not functional properly for the survival of the whole system must be put on the

rightful position.

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 Based on the above argument of the functionalist theory, this theory is adopted

to explain the importance of human resources for economic growth and development

in Nigeria.

2.2 THE HISTORY OF HUMAN RESOURCES DEVELOPMENT

The history of human resources development engage from inter-related source

which included conflict management associated with constrictions that are in the

employee relationship and of the increased specialization labour growth in the scale of

working organization. Bolton & Gold (2010) history of human resources management

has also reflect the benefits and attitude of the employee and the responses of the

employee in public policy.

Mathew (2013) for example, in the early styles of industrial evaluation in

Britain the explored or internal workers. However, in 1940’s common humanity and

political history combined with enlightenment widened the concept of human resource

development. Further the personnel profession emerged stronger and its members and

academics who study the field began to establish a new authority. For instance, in

1946 the institute of labour management argues that the name and changes from

institute of industrial workers that the name changed to reflect a fenders dimension to

discipline. The first changes from institute of industrial workers in 1924 was

necessitated by the argument that the term “welfare project has fernier mage on the

grouping and influential male membership.

Towele (2014) also, in most post-secondary educational institutional personnel

management courses for students in explaining, (Digs 2009) makes a comment on the

relationship between the use of workers bargain and personnel management

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productivity bargaining widely extended their functions into the business-

implemented profitability. Toroneyay (2014) presented a convincing explanatory role;

he argued that gender was a dominion in the relative employment opportunity in the

workforce. To summarize personnel management takes place whether change its

evaluation has been significantly influenced by both pressure of public political and

use of works trade unionism and collective bargaining.

To change from personnel to human resource management is a reflection to

ascendancy of a new political and global capitalism.

2.3 CONCEPT OF HUMAN RESOURCES

Resources according to the McGraw-Hill Dictionary (2011:125) are the

designation applied to all goods used in the production of other goods including plans

and machinery. In economic sense resource is the total wealth or asset of a firm and

thus, includes not only capital good (tangible asset) but also trademarks, good will,

patents etc. As an accounting term it represent all money secured from stock holders

plus all earnings retained for use in the business.

The McGraw-Hills understanding of resources is in line with that given by

Macmillan Dictionary of modern economics (2010). This sees resources as factors of

production produced by the economics system. As measurement of resources has

becomes such of controversy in economic theory from the proceeding definitions

resources can be seen as a tool used for further production.

Lip say (2010:779) define resource as all those manmade aids to further

production. Such as tools, machinery and factories used in the process of making other

goods and services rather than for consumption.

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 The essence of human resource is the investment made in human resource so as

to improve their productivity. Costs are incurred in the expectation of further benefits

hence the term investment in human resources.

Bannock (2013) in his contribution sees human resources as the skills,

capacities, abilities possessed by an individual that permit him to earn income.

From the forging discussion, human resource differs from material resources,

human resources has to go through training formal or informal and this training leads

to incurring cost with the expectation of future benefit and these benefits are usually in

form of income. While material resources on the other hand only facilitate production

without going through any training. The idea of resources has long had a strong

materialistic bent that is evident in the dominance of materials resource in economic

thinking.

The long basis of all inclusive (compressive) concept of resource which

includes human resources was established by Fisher (2016:9). This concept treats all

such of income streams as form of resources. This include not only such materials

form as natural resources and reproductive producers and consumers yet the core of

entomic with respect to this issue, consecrate and inventories with little or no attention

to the ability of human beings even though human resources are much the larger

source of income streams.

2.4 THE IMPORTANCE OF HUMAN RESOURCES IN

ORGANIZATIONAL DEVELOPMENT

The importance of human resources cannot be over emphasized. The

importance includes the following headings:

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i. Personnel recruitment and selection

ii. Manpower training and development

iii. Performance of Job evaluation

iv. Reward management or salaries and wage Administration

v. Performance appraisal.

Human resources management involves manpower planning amending to Smith

(1980) manpower planning means the followings:

a. Demand work of analyzing and attempting to predict the members by the land

of manpower needed by the organization to achieve the objectives.

b. Supply Work: This is attempting to protect what action is necessary to ensure

that the manpower needed is available when required.

c. Designing the interaction between demand and supply so that the time and

money are utilized to the best possible advantage and to what logo type portions of the

individuals are taken.

PERSONNEL RECRUITMENT AND SELECTION

Human being provides ideas, and intention that are wealth for employees and

employers. It is significance of human resources that has made recruitment to receive

attention Watson (2014) wages to recruitment and selection as the process by which

organization get contact and interesting potentials appointees and establish whether it

will be appropriated to appoint any of them.

Stomer and Wrinkle (2011) emulated the whole essence of starting a process to

include human resource planning, recruitment, selection, indication, performance

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approval, transfer promotion and demotion that is the idea of staff procurement is to

vent men and women in the right quality to accomplish organizational goal.

The analysis on staff training and development is based on the primes that, staff

needs to be improved for the organization to grow. Staff training is required to meet

the following objectives:

i. Organizational Level: That is the organizational training in order to meet co-

operate goals.

ii. Individual Level: This is a situation where the organization recent best staff

within its capabilities that are capable of providing goals leadership delegated duties

and allow subordinate that study him.

iii. Employee Level: This is concerned with improving the initiative and qualities

of work of the employee. It is usually for incurring productivity.

2.5 HUMAN RESOURCES DEVELOPMENT AND PLANNING

Human resources planning are the process of analyzing the staffing needs and

identifying action to satisfy these needs overtime. Simply put, organization must have

human resources development plans that operationally support the implementation of

key objectives.

Having the right people available to do the required work is essential for the

success of any strategies. In practical terms, this means that managers or head of

departments must make sure that all jobs are staffed with people who can best perform

them. To meet demand, Schemer Born suggests that, a manager must first understand

three factors that significantly influence the performance potentials of every individual

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at work ability, support and efforts. He further summarized this relationship with an

equation:

P=AxSxE

Where P = Performance

A = Ability

E = Effort

When human resource development plan is properly harnessed, the benefit

drive from it can be urged. According to Schema Born(1993:53) some of this benefit

includes:

1. Maintaining co-operative culture, Good human resources planning focus staff

effort of finding hiring and retaining the best available who feel the intended future.

This would also be extended to the public sector i.e. the government agencies

should try to professionalize their work force rather than just employing any person to

work in the ministries. For instance, bringing a quality surveyor to work in the

ministry of works and housing a surveyor would not augur well in human resource

output.

2. Implementation of Organizational Strategies.

Good human resources plans support strategies by targeting staffing efforts on the

numbers and types of people needed to implement core strategies since is the targeted

human resources that direct strategies towards the targeted goals of the organization. It

becomes imperative to plan the staffing efforts which should be directed towards some

numbers and types of people needed to be pursued by the state goals.

xvi
3. Utilization of new technologies – Good human resources plan help develop the

people “people policies” staffing strategies needed to create integrated socio-technical

in the work place. This three benefits of maintaining co-operative culture,

implementation of organizational strategies and utilization of new technologies are

some human resources development planning that aim at hiring skilled and dedicated

workers for the organization. A basis approach to human resources development

planning process begins with a review of organizational strategies and objectives. This

establishes a framework of references for forecasting human resources needs and

labour supplied but, within and outside organization ultimately. The process should

produce action plans to correct any actual or objected staffing surpluses or shortages.

Schema born (1999:53) said that the foundation for human resources development

accepts by

Job Analysis – The orderly study is just what is done, when, where, how and by

whom it is done exerting or potential new job. The Job Analysis provides useful

information that can be used to write and update the job description.

Job Description – Written statement of job duties and responsibilities. The

information can be used also to create job specialization.

Job Specialization – These are list of the qualification i.e. education and experience

and skill requirement that should be met by any person to be hired or placed in a given

Job.

Given proper foundation set by job analysis, the human resources needs of an

organization of work unit, can include careful human resource management units for

xvii
systematic inventory of strength and weakness of existing personnel. This may include

promoting, transfer, training and development programme.

By Evidence shown and above diagram, it is supported by Akor (1999:75) in

his essay in reading contemporary economic issue, that conceptual manpower

planning economic issue, that conceptual manpower planning implied the specific

direction and organization of human resources to achieve the broad objective of an

organization and that manpower planning depends on educational planning which in

turn cannot be separated from general human resource development plan.

2.6 INVESTMENT IN HUMAN RESOURCES DEVELOPMENT

The result of investment of human resources development is basically human

resource. A nation’s human resource is made up of two components, skilled labour

and unskilled labour. As Hardison and Meyers (2004) put it that a key to development

effort in Nigeria is the formation of human resources. That is the process of a curing

and increasing their skill, education and experience when are crucial to the economic

and social development of Nigeria which are still associated with investment in man

for his development as creative and productive.

For a detailed analysis of investment in human resource development in

Nigeria, this section will be further subdivided into two: Investment in human

education and Investment in human health. They include formal schooling on the job

training migration etc. Formal schooling which is the most organized and highly

structured way of impacting skill and knowledge will receive the most attention in this

research.

xviii
 The researcher has argued extensively for the upliftment of investment in

human resources to an enviable height where the contribution of human resource to

economic growth and development will be high. This can hardly be accompanied by a

situation where in the (1910-19), Nigeria experience how investment in education is

her budget. The benefit of an investment in human resources is very enormous

especially in developing economic country like Nigeria. A study of pscharopouous

(2008) shows that the results of investment in human resource are immense. In his

words, when he supported that the social returns to education in developing

economics are at least as high as any reasonable major of the opportunity cost of the

capital or social discount rate. In other words, investment may be more conducive to

economic growth than investment in machines. He concluded that contribution of

education today, to economic growth and development in Nigeria is about just 17.5%

hence Nigeria economy and technology depend on machines and equipment instead of

human resources. A country like Nigeria by failing to invest in her people is allowing

vast valuable resources to go waste.

In another contribution, Amaya and Abot (2011) in his book “personnel

management Nigeria culture, show manpower development planning as a very

important component of overall planning for an organization in which he believed that

when objectives have been set for an organization the management should then take

stock of the available manpower will be required to meet the new target. Thus, makes

it imperative for the manpower planners to have a true knowledge of labour market.

xix
 Obet further supported that the right quality and number of manpower to be

employed at any given period are the manpower resources, screening, procedure,

transfer and promotion.

The success of manpower have been given special attention because

organization realized that personnel obtained from specific areas or institution of

learning or certain educational background given better service.

2.7 HUMAN RESOURCES ALLOCATION AND UTILIZATION IN

NIGERIA

Human resources just as many resources are employed where it will maximize

returns. For efficient use of resources, we must put in to use, exerted yield or returns

for exceeding the cost of maintaining it.

The efficiency utilization of human resources in Nigeria has been attributed to

the fact that an advice by qualified Nigerians has been ignored by the government

policy makes in formulating policies. Ndongko (2011) argued that in most developing

countries including Nigeria, the advice of trained civil servants and personnel is

largely ignored by experience ministries whom are only interested in making their

presence and authority felt rather than taking decisions that are in national interest.

This has greatly reduced the productivity of trained manpower.

Brahman (2010) posited that available manpower and the manner in which the

society utilize it. Thus employees on the private sector learned long ago that one way

to increase investment in human resources as well as technological inputs through

improve organization and management. But they have to be sure to devote adequate

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attention and resources to improving utilization of manpower and employees in the

non-per-profit sectors have generally been showed.

For proper utilization of human resources in Nigeria, the system of education

introduced in 1982, popularly known as 6-3-3-4 education system, holds a lot of

potentials for it amelioration of the unemployment problem in the country among the

youths. The first three years of secondary schools dedication emphasizes vocational

training educational and it is most relevant here in Nigeria, with her immense natural

resource and most especially Petroleum, has been able to embark on huge expensive

project during oil boom, but could not complete these projects when the Jos Steel

Rolling Mill and other steel rolling mill at Ajaokuta, Oshogbo and which were

abandoned at their present stages of development. This was attributed to a great part,

on the absence of lower level technicians, which he did not state how, will go a long

way in leading to a sustainable development of the economy of the country. This

modification he said should be suitable to Nigeria’s culture and should be relevant to

our economic development needs. Among countries, there is no doubt that human

resources stand out as the most capable of adequate putting of the economy forward.

This assertion is further reported by Schulte (2009) who said that, economy has long

shown that people are on important part of the wealth of nation.

Human resources from the bedrock from which development programme are

initiated and human resources been the most active forms of resources is the

implementer of such programmes for development but to effectively play this roles,

the problem of its unemployment must be checked because the wastage of human

resources in form of unemployment is the great source of economic retardation.

xxi
 In a related reviews Puri (2011) writing about the human resource problem in

India who is of the view that the reason for the rate of growth of the India economy

lies in the lacks of maintaining unemployment and improving continually the

utilization of productivity of available manpower resources; with particular attention

to those currently engaged in the unorganized sectors of the economy.

Thus, a more development of human resources should not be an end unto itself

but a means of achieving an end. Therefore, education is seen as a private role in the

economic development of Nigeria. For this to take place it therefore, means that

investment in education for development of human resources must be followed with

appropriate strategies without which a highly informed human potentials would be

created instead of an educated and skilled human resource. A study carried by the

World Bank showed that developing countries pay only a scanty attention to the role

of education in economic development. As a consequence therefore, little investment

has been made in human resources development furthermore, the Universal Primary

Education (UPE) and the Universal Basic Education (UBE) were launched in 1976

and year 2000 respectively in Nigeria, with the sole aim of giving every Nigerian the

opportunity to develop intellectual and working capitalization for his/her own benefit

and that of his community. In addition to the formal education, government involves a

system of technical training also and at enabling young people to truly enter the

technological spirit. The Industrial Training Fund (ITF) was also recognized to play a

more dynamic role in providing training for industrial work Job and attached to

establishment, for the acquisition of practical experience. Nigeria been a developing

country is faced with two persistent human resources utilization and allocation

xxii
problems. According to Meier (1975) in his book leading issue in economic

development” identified these to be calls for two role aims with development of

human resources. These aims would be (a) becoming still and (b) providing

employment for utilized and industrialized manpower logically, it follows that for

those trains aims to be achieved, it is necessary for human resources development

plans to be geared to be geared towards the national development plan objectives of

the country which should in turn be relevant to the development needs of the

economy.

The current trend of resource flight and rapid accumulation of physical

resources in Nigeria shows the back of understanding of machines of development

problems of resource utilization could be attributed partly to the problem of debt and

partly at the problem usually in hard currencies repatriated from Nigeria was about

973 million. It has become evident that the effective use of physical resources itself

depends on human resources. If there is under investment in human resources, the rate

at which additional physical resources can be productively utilized will be limited

since technical professional and administrative personnel are needed to make effective

use f material resources.

The seeming contradiction about human capabilities falling to match the

accumulation of physical resources while it is a reality of life that unemployment exist

side by side with abandoned projects, is only to mirage. The issue is that, these

physical resources were stated in the first place without taking into consideration the

availability of founds for such project and also without taking into consideration the

availability of manpower for the execution of such project. A typical example for such

xxiii
project is the earth satellite station in Shinoro. The Olan sufficient and qualified space

Engineers and experts before starting the project so that, such project do not stand

abandoned; while graduates will walk in the streets unemployed because, of irrelevant

paper qualification they acquire.

Another reason why physical accumulation of outstripped human capabilities is

the teaching of courses that are totally irrelevant to our development needs and of

course; refusal of political authorities to take expert advice from development

economists and other relevant professionals. Nigeria misuse human resources.

Allocation and utilization of human resources is bounds to set in motion in the Nigeria

economic development. For example, one noted that how to “use” people. We must

give people sufficient responsibility one of the easiest ways to destroy a person is to

give him a job too big for his capacity no matter how high his pay, he is been

destroyed psychologically. This may later adversely affect his health physical after he

might have developed some psychometric illness. Therefore, besides treating people

and using them effectively, it must be relevant to the training needs of individuals of

this department and of his organization and of this community and nation.

2.8 ENHANCEMENT OF MOTIVATION OF HUMAN RESOURCES IN

NIGERIA

The enhancement of human resources development implies that upgrading of

human resources through continuous training and sharpening of skills training is such

as educational strategy that entails expenses and thus, could be said to be an

investment on human resource development.

xxiv
 Human resource enhancement or upgrading of skill is conceptualized as an

outcome of long range planning i.e. planning with the future in mind so as to satisfy

both short term requirements. It also implies the allocation of additional resource i.e.

increasing the level of investment in training and development programme. And

approved human resource resulting from training, has an influence on income.

According to Cohn and Gaske (2011), the basic promise of human resources

development approach is that variation in labour income are due impacts to different

on labour quality in terms of the amounts of resources acquired by the workers.

Therefore, if wishes to reduce income inequality in the investments people make in

human resource development approach is that variation in labour income are due

impacts to different in labour quality in terms of the amounts of resources acquired by

the workers. Therefore, if wishes to reduce income inequality, one method to achieve

this would be to reduce inequality in the investment people make in human resource

development i.e. health, education, on the job training and other vocational training.

Meghan (2007) in his book “equal opportunity and equal pay, supported by “simple

Description of the process of method to reduce inequality” A-B-C where A =

Investment in human resources, leads to B = Higher productivity which in turn causes

C = Higher earnings.

Meghan’s support is consistent with orthodox economic theory better known as

Marginal Productivity Theory, which argues that wages are determined according to

the workers Marginal Contributions to the revenue of the firms implying that more

productive workers will be paid more, all things being equal. Cohn and Gaske

(2012:34) also supported that with increase investment on human resources

xxv
development therefore, increase higher productivity is expected from human resource.

This leads to higher level of earnings. In other words, improvement in human resource

development has the capacity to increase the natural income.

Another area of human resource improvement according to Cohn and Gaske

(2012:34) deal with investment in job training and such criteria determines who will

pay such training and who will benefit there from. He gave two distinctions,

“General” and specific training.

xxvi
 CHAPTER THREE

RESEARCH METHODOLOGY

3.1 INTRODUCTION

This chapter focuses on the method or techniques used to collect data for the

study. The chapter provides the techniques of sampling as well as description of the

methods and procedures that were used to collect data for the study. The study adopts

the multiple approaches which gives the research the opportunity to conduct, a survey

describe events and give explanation of phenomena. This chapter also brings out the

population of the researcher that is where the research will be carried out. It gives an

explanation as to why the particular population was selected for the research.

3.2 RESEARCH DESIGN

The research design used in the study was survey design, which describes

events and gives explanatory of phenomena as they naturally transpired and without

intervention from the research (Bernard 2013）. The data collected was gathered from

primary and secondary sources. The primary sources comprised of basically a

questionnaire which contained closed ended and open ended questions. Both close and

open ended question were posed in the survey questionnaire which is a total through

which the research will be carried out.

3.3 RESEARCH METHOD/STRATEGY

A mixed-method strategy will be adopted for this study. A mixed method is

one in which more than one method of approach is used in data collection and analysis

in research (Romano, 2009). Otokiti (2013) identifies the following nine types of

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research methods as those commonly used: experiment, survey, case study, action

process, grounded theory, ethnographic, archives and observation. He stresses that the

choice of method depends on the research questions asked and the objectives of the

research.

3.4 POPULATION OF THE STUDY

According Sekaran (2010), population is the entire group of people, events or

things of interest that the researcher wishes to investigate. Eboh (2009) defines

population as “all items in any field of enquiry or study”. In other words,

population is any group the researcher has focused his attention to and has been

chosen as the approved subject of study. While the target population is the total

collection of elements about which the researcher wishes to make some inferences

(Okiro and Ndungu, 2013).

3.5 SAMPLE SIZE/SAMPLE SIZE DETERMINATION

In choosing the sampling size and securing representative responses, the size of

the sample was based on statistical estimation theory considering degree of confidence

that is expected from this type of research. There are different models in the literature

developed to determine sample size from a given population, but for a continuous and

categorical data like what we have in this study. Bartlett & Kotrlik (2011) model for

determining the minimum returned sample size for any given population was adopted.

The model is developed from the work of Cochran (2009) and it is estimated with an

accepted margin of error of 0.03 for continuous data and 0.05 for categorical data.

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3.6 SAMPLING TECHNIQUES/PROCEDURE

Sample is the selection of some members of elements from the population for

actual investigation. It is also a section or part of an entire population of people or

things which are studied to obtain information about research variables. A purposive

sampling method was used for this research.

3.7 RESEARCH SAMPLE FRAME

The sample frame for this study is determined from the population of the respondents

in the local government area. The findings suggested that people working in the case

study area are the only one liable to answer the questionnaire. Using this parameter,

we develop another table to determine the sample frame for the study on workers at

the local government area, a final sample size was selected.

3.8 SOURCES OF DATA COLLECTION

This study combined secondary and primary data. The primary data were

sourced through a well-structured questionnaire. The researcher utilized a

questionnaire to obtain information needed on the local government area growth and

performance. Interview sessions were also scheduled with some of the respondents to

document the process, nature and mode of operation in the local government. The

secondary data were obtained from the local government records through workers

means of identification.

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3.9 RESEARCH INSTRUMENT

There are various methods of data collection; it could be through

questionnaires and interviews method of data collection, but for this study we shall be

using questionnaire method of data collection.

3.10 METHOD OF DATA ANALYSIS

The data generated for the study were analyzed using both descriptive and

inferential analytical techniques. The analytical techniques employed are basically

two: Survival Analysis and multiple regression analysis using the ordinary least

square (OLS) approach. The survival analysis incorporated Cox Regression Analysis

and Kaplan Meier Survival Analysis technique. The adequacy of the fitted model was

assessed using the likelihood ratio test. Analyses were done using SPSS statistical

package version 15.1. The duration of survival was measured for each of the MSEs in

the study using the past five years’ records and financing method as treatment control.

3.11 VALIDITY AND RELIABILITY OF RESEARCH INSTRUMENT

The face validity of the research instrument was carried out. This was assessed

by a cursory review of the items (questionnaire) by trained individuals. The

individuals make their judgments on whether the items are relevant. The face validity

is a qualitative measure of validity; it is not quantified with statistical methods. Of all

validity measures, the face validity is normally considered as the least scientific,

because trained individuals chosen on the basis of convenience are involved, and

because this measure is subjective and not quantifiable. To demonstrate the content

validity of the research instrument.

xxx
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 APPENDIX I

Department of Business Admin,

School of Management Studies
The Polytechnic Igbo-Owu,
Asa-dam /Osere Junction,
Ilorin,
Kwara state.
15th July, 2019

EFFECTS OF BUDGETING TECHNIQUE IN FINANCIAL PERFORMANCE

Dear sir/ Madam,

I am a student of the above institution, am conducting a research for fulfillment of the

requirement for Higher National Diploma in Business Administration. I am currently

conducting a study on: “Effects of Budgeting technique on Financial Performance. The

purpose of this questionnaire is to ask for your views. Information to be obtained herein shall

be used for academic purposes only. I kindly request you to objectively respond to the

questions to enable the researcher to obtain as much relevant data as possible. The data will

assist the researcher to fulfill the intended objective.

I will appreciate your cordial cooperation.

Yours faithfully,

xxxiii
 APPENDIX II

Instruction: please tick (√) against the correct answer in the appropriate box.

SECTION A: PERSONAL DATA

1. Sex: Male [ ], Female [ ]

2. Marital status: a. Single [ ], b. Married [ ]

3. Years of experience: 0-5 yrs [ ], 5-10 yrs [ ], Above 10 yrs [ ]

. Age: a. 18-30 years [ ], b. 31-40years [ ], c. 41years and above [ ]

4. Education qualification: a. FSLC [ ], b. Secondary [ ] c. ND/NCE [ ]

d. HND/B.SC [ ], e. M.SC/MBA [ ]

5. Status of company: State owned enterprise [ ], Private enterprise [ ]

Collective enterprises [ ]

SECTION B

6. Does human resource have impact on organization performance?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

7. Does planning technique constitute the basis for human performance in an

organization?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

8. Do you think your organization have effect on human resources?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

9. Are rewards given in the case that positive planning in your organization?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

10. Does human resources planning bring about growth in an organization?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

xxxiv
11. An organization can achieve its goal via human resouces planning?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

12. Is it true that the organization do motivate human resources planning in your

department?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

13. Does poor planning affect the productivity of the organization?

Strongly agree [ ], Agree [ ], Undecided [ ], Disagree [ ], Strongly disagree [ ]

xxxv