CHAPTER 1INTRODUCTION1.1 BACKGROUND OF THE STUDYInadequacy of Human Resources Planning has been cited as the reason why most public organization today are facing a chaotic situation as they did not at onset plan their workforce, neither did have any systematic human resource (HR) management programme that put the organizations goals first and the decay in the public organizations is evident as the level of frustration is equally high; and the “marketplace” trend of organization is becoming a reality (Goetz, 1989). The cause of this unfortunate development is primarily a lack of human resource planning. If not, what else can explain the sharp increase in workers strength as soon as any new chief executive emerges.For instance, in departmental organizations like ministries, four directors are found in one obscure room doing nothing and other junior workers are satisfied to find a place under the mango trees located around the premises (Onah, 2008). The importance of planning human resources in a public organization cannot be over-emphasized. Human resource planning refers to the evaluation and identification of human resource requirements of the activities that are planned in order to meet socio-economic goals of the society (Dunn and Stephen, 1972). Effective human resource planning therefore implies that sufficient manpower, with the right mixture of talent, is available in appropriate locations, performing their jobs when needed.Human resources planning therefore provide direction, reduce uncertainty, and minimize waste and sets standards. Therefore, according to Yesufu (2006) no activities can be done without planning; just as nothing can be done in any organization without first determining the organization’s human resource needs.Although people‟s understanding of Human Resource Planning differs, the general objective is how to use scarce talents in an effective way in the interest of work and organisation. Human Resource Planning may be seen in its entirety as an effort to anticipate the future of the organisation and to provide personnel to fulfil that organisation and to satisfy customer‟s demands.According to Bulla and Scott (1994,) Human Resource Planning is seen as the process of ensuring that human resource requirements of an organisation are identified and plans are made for satisfying those requirements‟. This view suggests several specific, interrelations activities that together constitute human resources planning which include personnel inventory, human resource process, action plan, control and evaluation.Human Resource Planning is also the personnel process that attempt to provide adequate HR to achieve future organisational objectives. It includes forecasting future needs for employees of various types, comparing these needs with the present workforce and determining the numbers and types of employees to be recruited or phased out of the organisation‟s employment group.“Human resource planning is the system of matching the supply of people, internally (existing employees) and externally (those to be hired and searched for) with over a given time frame” (Watters cited in Byars & Rue, 1991). Human resource planning has two objectives; the optimum utilization ofcurrently employed human resources and providing future HR needs in the areas of skills and numbers (Harvey & Bowin, 1996).Human Resources Planning will enhance the process of decision making, encourage open discussion, bringing the right people together around the right questions, resolving conflicts among strong technical professionals, and managing emotional ups and downs of employees of the organisation.Schein (1976) noted that, the more complex organizations become, the more they will be vulnerable to human error. They will not necessarily employ more people, but they will employ more sophisticated highly trained people both in managerial and in individual contributor to staff roles. The price of low motivation, turnover, poor productivity, sabotage, and intra-organizational conflict will be higher in such an organization. Therefore it will become a matter of economic necessity to practice effective human resource planning at Information Services Department.1.2 STATEMENT OF PROBLEMSHuman resource has been considered or described by many human resource writers as the most valuable resource of an organisation. Despite the complex nature of human beings, which is their personality, character and the ability to achieve goals, people differ in all aspects.People are in constant demand, but, cannot be easily replaced by technology or moved around like finance. Again, the Human Resource Planning is underpinned by Government‟s priorities to provide tangible improvements in services to citizens and to build strong, interconnected and sustainable communities. A systematic approach to human resource planning is needed to ensure that the public service is made up of the right people, in the right place, at the right time to deliver high quality, value for money services in partnership with communities, all the time.The issue of Human Resource Planning raises series of questions. For instance, how effective is Human Resource Planning policies and practices in the banks? How do they address human capital challenges that hamper the execution of service delivery initiatives and interventions in union bank? How effective is the Human Resource Planning practices and procedures in the banking sector?, is there adequate training and development in the banking sector? Does the bank make use the recruitment and selection process in recruiting their staff, are workers compensated properly? Based on the above questions the researcher decided to examine human resources planning and organizational survival.1.3 OBJECTIVES O THE STUDYThe main objective of the study is to examine human resources planning and organizational survival. The specific objectives are as follows:i. To examine the relationship between planning and organizational survival.ii. To find out the extent to which recruitment and selection influence organizational survival.iii. To determine the relationship between training and organizational survival.iv. To examine the relationship between compensation and organizational survival.1.4 SIGNIFICANCE OF THE STUDYThis study is significant in the following ways;Firstly, it will assist the organization to continually plan for the good of their eployee’s and also make use of skilled manpower for the good of the organization.Others who will benefit from this study include, managers, business organizations, higher institutions and the society in general.1.5 RESEARCH QUESTIONSThe following research questions will be used to guide the study:i. What is the relationship between planning and organizational survival.ii. To what extent does recruitment and selection influence organizational survival.iii. What is the relationship between training and organizational survival.iv. What is the relationship between compensation and organizational survival.1.6 STATEMENT OF HYPOTHESESH01:There is no significant relationship between planning and organizational survival.H02: There is no significant relationship between recruitment and selection influence organizational survival.H03: There is no significant relationship between training and organizational survival.H04: There is no significant relationship between compensation and organizational survival.1.7 SCOPE AND LIMITATION OF THE STUDYThe study is delimited under the following heading: content scope, geographical scope and unit of analysis.1. Content Scope: The content scope of this study involves an investigation to ascertain the relationship between human resources planning and organizational survival. The dependent variable is organizational survival, measured by Market share, firm size, innovation and adaptability. While independent variable is human resources planning measure by planning, recruitment and selection, training and compensation.2. Geographical Scope:This study is delimited to Khana Local Government in Rivers State,with special reference to Union Bank PLC, Bori.3. Unit of Analysis: The unit of analysis in this research involves both senior and Junior staff of Union Bank PLC, bori. The scope of this study is to ascertain the relationship between human resources planning and organizational survival. In the next segment, Limitation of the study will be discussed.The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study. The fund available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.Another limitation is the difficulties, encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project.1.9 DEFINITION OF TERMSFor a better understanding of what the write-up intends to dwell upon which is Human Resource Planning and organizational survival. It has become imperative-to define some basic terms associated with the study.This is to guard against ambiguity and distortion of the intended meaning in issues discussed or the context of the study.Human Resources Planning: It is a process that identifies current and future human resources needs for an organization to achieve its goals.Organization: an organized group of people with a particular purpose, such as a business or government department.Organisational Survival: The survival of a firm depends on its ability to survive with its internal and external environmental factors.Planning: The process of making plans for something.Survival: The state or fact of continuing to live or exist, typically in spite of an accident, ordeal, or difficult circumstances.