The purpose of this research is to investigate on the use of manpower audit for efficient manpower planning in Enugu State Broadcasting Service.
In carrying out the research, the researcher used such instrument as questionnaires, interviews and published work to obtain all the relevant data required in the study.
A system of random sampling was used to select the respondent after determining the sampling size. The primary and secondary data types were used.
The research findings shows that lack of manpower audit is a serious threat to many organisations.
Hypothesis were formulated and chi-square was used, after a careful analysis, the study shows that it aimed for efficient manpower planning as a tool for achieving organizational objective in Enugu State Broadcasting Service (ESBS).
The researcher recommends that the organisation should give adequate staffing, that is to employ good hands, which will understand that achievement of organizational objective is a step towards achieving their personal goal.
However, the researcher further recommend that organisation should also adopt efficient way of communication to its employees for effective output.
1.1 Background of the study
1.2 Statement of the problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Research question
1.6 Significance of the study
1.7 Limitation of the study
1.8 Definition of terms
2.1 Literature review
2.2 Meaning and purpose of manpower audit
2.3 Steps in human resource audit
2.4 Approaches to evaluation of the human resources audit.
2.5 Communicating audit result
2.6 Manpower audit in Enugu State Broadcasting Service (ESBS)
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and sampling procedure / technique
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of data collection
3.9 Method of data analysis
References
4.1 Presentation and analysis of data
4.2 Testing of hypothesis
4.3 Summary of result
References
5.1 Discussion of results / findings
5.2 Conclusion
5.3 Implications of the research findings
5.4 Recommendations
5.5 Suggestions for further research
BIBLIOGRAPHY
APPENDAGES / APPENDICES
Manpower is an essential element in any organisation. Therefore, for any organisation to survive, grow and equally make profit, it must possess good quality and reliable manpower. This is because man is the only factor of production most disposed to organize other factors to achieve optimum productivity.
Hence, an organisation can remain meaningfully competitive in the market only if it has quality manpower, which is able to articulate the objectives of the firm with the market opportunities and organizational resources.
However, in recognition of the dynamic nature of business environment and other prevailing circumstances, there is need for continuous evaluation of human resource. This underscores the necessity for human resource audit and it must be in every organisation irrespective of size and location.
Undoubtedly, many public sector companies and parastatals, information ministry inclusive suffered terribly from lack of accurate date of it’s employees, haphazard policy.
Implementation, engagement in irrelevant expenditures, Shaddy records etc. These cankerworms have succeeded in throwing few of the above mentioned sectors out of existence, drained the purse of some and stationed others at a point of collapse.
These problems were highly welcome due to lack of manpower audit in such organisations. No wonder Ibeku (1984:p 11) stated categorically that manpower audit reveals the actual numbers of employees in the establishment that will form the basis of operation.
This assertion brings to light the need for accurate information on the required number of employees in the organisation. It can then help to determine their pay, promotion scheme, performance appraisal, manpower forecast and avoidance or identification of ghost workers.
Besides, manpower audit provides a comprehensive perspective on current practices, resources and management policies regarding human resource management and identify opportunities and strategies for redirecting them.
Implicit is an assumption that opportunities are being missed by staying with current approaches and that the human resource management process is dynamic and must continually be redirected to be responsive to need (Walter 1980, p:361 – 362).
Therefore, then manpower audit has been successfully carried out in an organisation. It will help for effective manpower planning. It is important that organisation view human resource as a major part of the corporate planning activity. It x-rays itself in hiring, selection, utilization. Motivation and maintenance of quality manpower.
Hick and Gullet (1981, p. 252) is of the of the view that planning coordinates the activities of the organisation towards defined and agreed upon objectives consequently, manpower planning is an aspect of the total corporate planning concept.
ORIGIN OF BROADCASTING IN NIGERIA AND BACKGROUND INFORMATION ON ENUGU STATE BROADCASTING SERVICE (ESBS)
Broadcasting came to Nigeria in ages. One of which was the introduction of wired broadcasting more popularly known as ratio distribution or rediffusion it was a service, which provided for the relay or distribution of programmes by means of wires connected to loud speakers installed in the homes of subscribers. This method of distributing programmes as wired broadcasting, which is the transmission of programmes intended for reception by means of radio waves.
The introduction of the radio to Nigeria was on initiative of the engineers of the posts and telegraphs department in Lagos who had been involved in monitoring the test transmission of the BBC on short wave. Between 1929 and 1930 they had carried out experiment in local broadcasting while monitoring the BBC. The experiment showed that short wave broadcasting were possible but the receivers necessarily would be just as expansion as would be required for the reception of the high power station in Britain. It was therefore, decided that the most likely development would be the wired distribution of programmes from abroad, through a central receiver experimental work on wired broadcasting then it stated in Lagos early in 1933, and two years after. It was extended to Ibadan and Kano.
In 1963, the colonial office set up the Plymouth committee which in its recommendation said that the establishment of wired broadcasting system will be necessary (Ladele and other 1979, p. 20 -28) thus in Nigeria, the establishment of a wireless broadcasting service come up the ten year plan of development and welfare, but the planners decided to defer it for time being, in view of the need for other services and the limits imposed by financial resources.
However, by 1988 when the government realized that Nigeria lagged behind other African countries in the establishment of an efficient broadcasting service, it decided that the installation of a national transmitter should no longer be delayed.
In November 1948, the colonial office invited the BBC to carryout a survey of broadcasting in Nigeria and other countries, in the light of the above, the report concluded that there was no urgent need to establish a proper wireless broadcasting service in Nigeria.
The arrival of MESSIS W. CHALMERS and TOM CHALMERS heralded the beginning of broadcasting service, and was the western Nigeria broadcasting service (WNBS) located in Ibadan.
There is no organisation without a problem that affects it either directly or indirectly.
This work is concerned with the problems that affects the use of manpower audit for efficient manpower planning in Enugu Sate broadcasting service.
The problems that are associated with Enugu State Broadcasting Service are:
In Nigeria where the level of unemployment is high, manpower planning is regarded as a luxury. It is very unfortunate that most organisations in Nigeria have not availed themselves the opportunity and usefulness of proper manpower audit. It is an essential activity even in Nigeria as the high type of manpower may not always be available.
There is the problem of over staffing or under staffing.
There is the problem of corrupt auditors which leads to ineffectiveness and unsatisfactory in their job description.
There is also the problem of inadequate material resource that leads to in effective auditing.
This work will aim to achieve the following objectives.
1. To determine whether the organisation engage in informal manpower audit.
2. To ascertain who has the responsibility for manpower audit in the organisation.
3. To find out the necessity for engaging in manpower audit.
4. To identify the major constrains to manpower audit.
5. To know the information input for manpower audit, time horizon and techniques of manpower audit.
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