THE IMPACT OF HUMAN RESOURCES MANAGEMENT IN THE IDENTIFICATION AND MAINTENANCE OF MANPOWER NEEDS IN AN ORGANIZATION (A CASE STUDY OF GLOBAL SOAP AND DETERGENT)

BY

ZULUKANANI ROHEEMAT OYINKANSOLA
MATRIC NO: 21/0980

A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND MANAGEMENT STUDIES, DEPARTMENT OF BUSINESS ADMINISTRATION, KWARA STATE COLLEGE OF EDUCATION, ILORIN

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF NATIONAL CERTIFICAT IN EDUCATION.

JULY, 2024

CERTIFICATION
This is to certify that this project was conducted by ZULUKANANI ROHEEMAT OYINKANSOLA, KWCOED/IL/21/0980 of the Department of Business Education, School of Vocational and Technical Education, Kwara State College of Education, Ilorin.

Mr. Mustapha, S. B.	       ______________         ____________
Project Supervisor 		Signature                   Date

	

Mrs. K. A. Aluko	        	    ______________         ____________
Project Co-ordinator             Signature                    Date

Mr. Adefila, J. S.  		     ______________         ____________
Head of Department              Signature 		      Date

DEDICATION
This project is sincerely dedicated to Almighty Allah, the Alpha and Omega, the omnipotent, omnipresence and omniscience who has made it possible for me to complete this course successfully.

ACKNOWLEDGEMENTS
	With overwhelming joy and happiness I express my gratitude to Almighty Allah who has spared my life to complete this course successfully, and for providing for all my needs in every aspect of my life throughout the period of my course.  Since no one can successfully and solely attain any academic position without recognizing the tremendous contributions of the Almighty Allah, therefore I give all the glory, honour and adoration to my Allah, the creator of heaven and the earth.
I appreciate the effort of my able Supervisor in person of Mr. Mustapha, S.B. in ensuring that this work is successful and completed at the right time. May Almighty Allah reward him (Amen).
My unquantifiable gratitude goes to my Parents in person of Mr. and Mrs. Zulukanani, for their Financial, Moral and Mental Support during the period of my N.C.E. my prayers to Allah is to bless, lead and guide them in all their steps in life and provide for them. However, this writing do not convey how grateful I am, all what I should say is thank you. Jasakunmulaha khaira.
ABSTRACT
	This study is based on the Impact of human resources management in the identification and maintenance of manpower need in an organization using global soap and detergent as a case study. The objective of the study are to examine effect of human resources department in identifying manpower need in global soap and detergent, to determine the effect of manpower maintenance influences on the employee trainee, to evaluate the effect of manpower maintenance on the employee performance. 	The population of the study consist of all the management and staffs of global soap and detergent industry, simple random sampling techniques was used to select 90 respondent for the study while the instrument used in collecting data for the study was questionnaire simple percentage frequency count and chi-square was used to analysis the data collected. Result of the analysis shows that there is significant influence of human resources department in identifying manpower need in global soap and detergent. There is significant influence of manpower maintenance on employee performance in global soap and detergent.
	Based on the result obtained recommendation are made as follow:
i.	Adequate publication or publicity should be made so that interested members of the public may apply and through this process more intellectual are employed candidate recruitment must be properly developed.
ii.	The organization should try and identify selection error and make use bets and most appropriate method of selection with the help of well trained interviewers.

TABLE OF CONTENTS
Title Page			        					                                 i
Certification 		 						                      ii
Dedication		        					                                         iii
Acknowledgements	 						                     iv
Abstract	 								                      v
Table of Contents							                              vi
CHAPTER ONE: INTRODUCTION
Background to the Study						                                1
Statement of the Problem						                                3 
Objective of the Study									  4           
Research Questions							                      5
Research Hypotheses 				         	                                           5
Significance of the Study 					                                5
Scope and Delimitation of the Study                                          			  6           
CHAPTER TWO: REVIEW OF RELATED LITERATURE
Meaning of Human Resources Planning				                    7
Major Activities of Human Resource Planning                                                9
Sources of Requirement								          13                                                   
Basic Element in Selection		    				                    14
Problem of Human Resource Management                                                       16 
Impact of Human Resources Management				                    17
Roles of Human Resources Manager							18
Maintenance of Manpower in the Company						19
CHAPTER THREE: RESEARCH METHODOLOGY
Research Design				         		                                         23
Population of the Study 							       		23
Sample and Sample Technique						       		24
Instrument of Data Collection						       		24
Validities & Reliability of Data	 						       	25             
Procedure for Data Collection 	 				               		27
Data Analysis 								              	27
CHAPTER FOUR: RESULTS AND DISCUSSION 
Presentation of Result                                                   	      			28
Testing of Hypothesis		                                                       		34   
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS 
Summary 								    		          39
Conclusion 					         			                              40
Recommendations 					    			                    41
References 						           		                    43 
Questionnaire						    		                    44

CHAPTER ONE
INTRODUCTION
Background of the Study
In the small enterprises, it may be surprising to see that the major personnel duties to remain in the Managing Director or the General Manager.  In some firms, the Secretary may retain the responsibilities for the work of a human resources management but in large firms or Commercial Enterprises, a personnel or labour or Employment Manager is appointed Personnel Management. Managing people can be said to be part of the role of every person who is responsible for the work of other. Human resources management is very essential because personnel specialist makes a distinctive contribution to an organization.    
In the context of this study, the expression “Personnel Management” is refer to the duties and activities of a personnel specialist, appointed, trained, manufacturing, promoting and seen through which the management identified, selected
What is Personnel Management?  Personnel Management is that special function of management which has the prime responsibility for the following:
•	Formulating, proposing and gaining acceptance for the personnel policies and strategies of the organization.
•	-Assisting and advising managing director on personal policy and ensuring that policy is made known to staff and is effectively carried out.
•	Providing adequate personnel service for the organization to enable it to recruit, motivate and develop sufficient and suitable employees at all levels.
•	Developing departmental heads for recruitments and training.
•	Ensuring adequate safety precaution and welfare are carried out by senior personnel managers.  The provision of personnel service is very much at middle management of function and a senior personnel role.
Personnel Management service represents the operational or production aspect of personnel management.  Personnel services include the following:.
“Recruiting service (e.g. advertising, promoting candidate, specialization short listing candidates, conducting interview and handling the correspondence.)
‘Training services (i.e. providing information about training, handling arrangement for course, provision of welfare and canteen services facilities, etc.)
Ultimately, the role of personnel Management will be known by the attitude of the top management of the organization where personnel is recognized as having a major part to play in the renewal and motivation process of the organizational system. The personnel manager will be given the key in the corporate development of the organization, whereby contrast personnel is seen mainly as a provider of service of other managers, then the managers of human resources will  be given a routine administrative role. Therefore this study investigated the roles of Human Resource Management with identification and maintenance of manpower needs than organization.
Statement of the problem
A look into most organization has shown that, many organizations have neglected the role of Identifying and maintaining man power needs play by the human resources management. Most of these organizations seem to have forgotten that, there exist a positive relationship between the impact played by human resources management in identification and maintenance of man power need in an organization and the organizational profitability. One of the problems encountered by these companies which Global Soap is one them is that, staff are not efficiently motivated to work as efficient as required.
 Identification and maintenance role played by human resources manager in organization has great positive impact in improving employees ability, skill, experience, attitude and employees sense of belonging. However, the disrecognition of the impact of human resources management in identification and maintenance of man power need has often lead to problems like increasing labour turnover, absenteeism, low production rate high inefficiency and reduced profitability.
Objective of the Study
 	Our choice of this study is to know the role played by the human resources manager ,that show if this department is really the critical point on which  other department rest most especially as it deals with human resources and how it is been organized and coordinate and the relationship between this department and other staffs effect on productivity. the specific objective are 
•	To examine effect of human resource department in identify manpower need in Global Soap and Detergent
•	To determine the effect of manpower maintenance influences on employee training.
•	The evaluate the effect of manpower maintenance employer motivation in global soap and detergent
•	To examine the roles of human resource maintenance and identification on organization performance in global soap and detergent.
Research Question
1.	Does Human Resources Department have influence in went paying manpower need in Global Soap and Detergent?
2.	Does manpower maintenance have effect on employee training in Global Soap and Detergent?
3.	Does job DCSSN have effect on effective staff selection in Global Soap and Detergent?
Research Hypothesis
Ho1: There is no significant difference between Human Resources Department and influence in went paying manpower need in Global Soap and Detergent.
Ho2: There is no significant difference between manpower maintenance and effect on employee training in Global Soap and Detergent.
Ho3: There is no significant difference between job DCSSN  effect and effective staff selection in Global Soap and Detergent
Significance of the Study
It   has been noted and seen that today many organization (private or public) has failed to achieve their aims and objective due to the inefficient handling of their man power.
   The significance of the research work is to investigate the maintain employees human resources) needs in global soap plc. Apart from the company used as a case study, this research work will also enable the personnel manager from other firms industries and organisation either big or small to carry out their functions role efficient..
Scope and Delimitation of the Study
   	 Due to the numerous functions perform by the human resources and man power need specialist which the researchers cannot fully headed , the researcher are here by limiting to the impact of human resources management in the identification and management of man power need.
There were some uncontrollable factors that contribute to the hindrances of this research work. these ranges from the fact the،, the personnel manager of Global Soap and Detergent was limited to the role play by human research management in the company alone.
  	Another limitation factor to this research work is the financial inadequacy as we were financially incapacitated to carry out deeper investigation in respect of this research work. Time factor also bee attributed to the hindrance of this research work because there was limited time allocated to this project which could not enable the researchers to widen the scope of their research work about the case study.

 CHAPTER TWO
REVIEW OF RELATED LITERATURE
This chapter is based on the reviewed of the author on the topic with the following sub headings:
•	Meaning of Human Resources Planning
•	Major activities of Human Resources Planning
•	Human Resources Department
•	Sentence of Requirement
•	Source of Requirement
•	Basic Element of Selection 
•	Problem of Human Resources Management
•	Impact of Human Resources Management
•	Roles of Human Resources Manager
•	Maintenance of Manpower in the Company 
•	Human Resources Planning
According to wkipedia (2012) human resources planning is the process that identifies current and future human resources need for an organization to achieve it's goals. Human resources planning should serve as a link between human resource management and the overall plan of an organization. The planning process of best practice organization not only define what will be accomplished within a given time frame, but also the number and type of human resources that will be needed to achieve the defined organization goals.
Wisk Geek (2012) described human resources planning as classic human resource administrative functions and the evaluation and identification of human resources requirement for meeting organizational goal. Human resource planning is one way to help a company develop strategic and predict company's need in order to keep their competitive edge.
Effective people management and development is key to achieving improvement, unless the company can attract, retain develop, manage and motivate it's employees it will find it more difficult to meet the increasing demand for service improvement, modernization and high performance (Source: human resource circular (2005). Human resource planning is the process of getting the right people, with the right skills in the right jobs at the right jobs at the right time Lazar (2001). Human resource planning means; 
•	Identifying current and future member of employees required to deliver new and improved services. Analyzing the present workforce in relation in these needs.
•	Comparing the present workforce and the desired future workforce to highlight shortage surpluses and competency gaps.
•	Analyzing the council's diversity profile at all levels against that of local population ( human resource circular 2005).
•	 Human resource planning may be defined as a strategy for the acquisition, utilization, improvement and preservation of the human resources of the organization. It is the activity of the management which is aimed at coordinating the requirement for and the availability of different types of employees. This involves ensuring that the right time and also adjusting the requirement to the available supply Lazar (2001).
The Major Activities of Human Resource Planning Include:
1.	Forecasting future manpower requirement
2.	Inventorying present manpower resources and analyzing the degree to which these resources are employed optimally.
3.	Anticipating manpower problem by projecting present resources into the future and comparing t m with the forecast of requirement ( Block 1).
4.	Planning the necessary programme of recuitment, selection, training e.t.c. for resource development future manpower requirement source units (2012).
Human resources management as a department in an organization handles all aspects of employees and has various functions like human resources planning. Conducting job analysis, recruitment and conducting job interviews, providing benefits and incentives, appraising, retaining, career planning, quality of work life, employee discipline, human resource auditing, maintenance of industrial relationship, looking after welfare of employees at all levels and maintaining awareness of and compliance with local, state and federal labour laws.
Title: Sequential Recruitment Aspect
Sequence	Main Aspect	
Locate information checklist 	Job description, job specification, vacancy	
Decide on a suitable sources	The application form, personal data, medical and education qualification reference	
Initial screening	The selection process, purpose written, particulars, alternatives	
Contract of employment	Welfare notification, job analysis	
Inducing the new comers	Information programme	
Fresher's training 	Dealing with weaknesses	
Follow-up	Planned programme	
Sources: Global Soap and Detergent (2023)
An organization that want t go into the recruitment process needs to be up-to-date with the labour market because of the rapid changes in the available supply of labour, which must've anticipated of effectiveness of staff recruitment.
Location Information: The fundamental recruitment is to find out exactly, requirement of a prospective employee in term of all the analysis needed in the organization. The finding will be on what they need, whether what they need are engineer or technician, typist, check or receptionist, massager, production manager and so on.  This shiws that the post to be filled is not mixed up. For example where an organization needs an engineer, a technician will not be put into the organization requisition.
Also, there is a need to debate upon the quality required from the employee to perform the task well. It is essential to provide accurate and fill information, not only for vacancies but also for training, salary scale, returning of section and for broading the scope of jobs to increase their interest. The main features are to write accurate description of the task, about the important of accuracy, degree of supervision and special responsibilities in working conclusion and the surrounding social environment.
Vacancy Checklist: To establish the vacancy requirement to ensure that all the information are available for the interview. It is worthwhile drawing up an appropriate checklist.
An example is given below
1.	Reason for vacancy arising
2.	Full information on the job itself
3.	Working condition
4.	Qualification and social aptitude
5.	Experience and background requirement
6.	Age range
7.	Sex (male or female)
8.	Salaries and benefits
9.	Temporary or permanent post
10.	Immediately competence requirement
Feasibility:- A decision has to be made as to know weather or not a suitable candidate will be found. There is no point in spending candidate money on trying to find someone who is probably unobtainable. In some cases, a job may need simplification if a suitable qualified individual is not available, more training could be introduced in such cases.
Initial Screening:- When enquiries started arriving, the procedure will depend on whether the advertisement asked for a full letter of application or letter of request of an application form.
Source of Requirement
	Requirement can be done internally or externally recruitment can be done through.
1.	Promotion within the organization
2.	Secondment
3.	Transfer
4.	Acting appointment
5.	Job posting
External recruitment can be done through:
1.	Advertising media e.g. local and national papers
2.	Employment agencies
3.	Higher motitution of varying
4.	Unions
5.	Employment bureau
6.	Advertisement in trade and professional periodically
The internal sources have the met of:
1.	Enhancing employee moral
2.	Health competition which increase productivity
3.	Leading to successive promotion
While the external sources itself will have the merit of new ideas and new competition of data collection from the officers at each end of the job of recruitment of officers and shift the process to the selection officers.
Basic Element in Selection
(a)	Organization Goal: This process begins with the determination of the organization’s goals and mission for a job to come into existence. There should be a clear idea of why the organization exist, the needs they fulfill in the society, the basic product or services the organization offers and how these changes from time to time. In most organizations, offer their findings, the job design follows.
(b)	Job design: Once the organization goals have been established the next thing is to decide on the task and duties to be performed by the employee.
(c)	Job criterion: This differentiates between successful performance and unsuccessful performance. Supervisors and managers who have been successful on the job should establish some job success criterions. This includes those who may have lateral or tangential relationship. This job may be done by listing specific job behavior bath positive and negative or intern of specific organizational outcome such as sales volume and un it product. Manager must also decide on behavior and outcome that have no relevance to performance. 
(d)	Job specification:- The human resources manager needs to establish some certain standard for the performer of this job which will enable the job to be well done. Some of this standard are:
i.	Previous education and experience
ii.	Particular skill required
iii.	Degree of confidence in coping with emergency
iv.	Ability to work without supervision and conscientiousness in term of accuracy
v.	Manual dexterity requirement
(e)	Selection instruments: There is an assumption that more one candidate will be available for each position. This instrument include application forms, interviews, test, reference checks and so on. The key with the selection instrument is to know whether they will help to achieve the goal if the particular device being used actually measures the particular vait it is purposed to measure.
Problem of Human Resource Management in Recruitment and Selection Process
	It should be noted that there is no system of personal recruitment and selection that is perfect. This is because human beings are basically complex. Recruitment and selection policies based on examination and interview many not necessarily lead to getting the right person to fill a vacantly.
	A person may score well in an examination of an organization. This is one of the hard be a tackle, problem facing who to chose among the competing candidates and the best criteria to  use or adopt in choosing the right caliber of candidate or personal.
	Moreover, this process and procedure consumes a lot of time and may also cost the organization a substantial amount of money if not properly done. For example, the issue of “long legion”, ethnicity, nepotism and “god fathers” has negatively influence this process as all vacancy have already been filled up before the advertisement.
Impact of Human Resources Management 
	The personnel (human resources) manager in the case study performs plenthoral of function in the company which include
Planning:	For efficiency and effectiveness, the human resources manager perform this friction, by trying to detect the present situation and mapping out strategies that will effectively assist in the efficient accomplishment of the organizational goal. The human resources and management able to achieve this by making policy that guides the entry and exit of personnel in the company.
Organizing:- Another friction that the personnel manager performs in this organization is by organization way and putting material together to have good, effective and efficient personnel to handles the job in thee company.
Controlling:- The personnel management performs this function by clearly  define the job of each personnel, so as to control overlapping in the job and avoid conflict.
Directing:- The personnel manager is saddled with the responsibility of directing the available of human resources towards the effective and efficient actualization of organizational goal. This is done by organizing lectures, training and seminars for workers about their jobs.

The Major Role of Human Resource Manager are:
a.	Recruitment Role: The human resource manager of organization, plays a great role in obtaining and recruiting qualified personnel into the organization to fill vacant offices when needed.
b.	Employee Selection Role: The management of human resource in organization ensures that   the right person or applicant for a particular job is selected. Selection is done through proper interview and screenings.
c.	Employee Orientation Role: In the company, the personnel manager introduces the newly played workers to this   job and the nature of the job is also described as part of his role.
d.	Employee Training and Development: As part of his duty, the human resources manager of organization avenue for training and development of staff of the organization both the old and newly employed.
e.	Compensation of employee: The human resource manager ensure that all staff in the company are well paid regularly.
f.	Employee maintenance and retention: The personnel manager also engage in the motivating exercise that encourage the employee to stick to the organization without thought of leaving the company.
Identification of Man-power Needs
	Identification of manpower is done through the recruitment and selection procedure laid down in the organization. The recruitment procedures is as follows:-
a.	In recruitment employee for the post of senior staff e.g an engineer, store manager, purchasing manager etc. is done through:-
-	Advertisement (Newspaper, television, radio)
-	Consultancy (Consultancy firms)
The human resources manager makes sure that he knows the exact caliber of manpower need in the organization. For example, the company might be in need of store manager I store department, an engineer in the production department; the recruitment he will be based on the post the company is in need of. He advertise this on television, radio and newspaper. Moreover, he also makes sure he consult the employment agencies or higher institution of learning. In this case the personnel manager consult the employment agencies to inform them about the vacancies for the post the company the agencies will provide.
b.	For the junior staff, it is done through advertisement but mostly through staff contact. The Junior staff include employee like driver, gamer, cooks, messengers etc. the securities are under the Junior workers but their post is strictly under consultancy that is consultancy is done through security agency for provision of reliable security personnel.
Others are mostly done through staff contact. Here, the staff are given the opportunities to inform their friends relatives and so on that is looking for a job in the post mentioned to apply to the company.
Maintenance of Man Power in the Company
Maintenance of man power in Global Soap is done through:
i.	Remuneration:- According to Oxford Advance Learner Dictionary, Remuneration is defined as a reward given to somebody over a particular job or work. In Global Soap and Detergent, remuneration is considered by salary, scheme and it is based on the qualification and experience of the employed. Bonus are aloes given to workers who work more than the stipulated time (over time) and this is usually based on the hour work. Due to this, workers are always willingness to  work harder which leads to effectiveness and efficiency in their production.
ii.	Wages and Salary: The interviews gather that the wages and salaries paid to the employees are satisfactory clearly, majority of the workers interview are of the opinion that the wages and salaries are to their satisfaction., for example, the senior staff salaries ranges between N60,725:30 and N86,48:40 while the junior staff salaries ranges between N25,900:50 and N40,620:85 per month. The salaries here indicate the majority of the staff are satisfied with wages and salaries paid to them.
iii.	Health, Safety and Welfare: The Company maintains a well equipped clinic with qualified Doctors and Nurses. In addition, the company has retainer agreement with an adequate number of private hospitals run by qualified medical Doctor, to whom serious cases of illness are referred to for treatment or admission as the case may requires.
Hygienic and well maintained canteen facilities where heavily subsidized meal are provided for staff. Also, after the recruitment, that is after the findings of applicants and receiving applications from different applicant, the next step is selection. In Global Soap the initial selection of commodities on the basis of their application is done through long listing and short listing. In long listing, all applications for  submitted will be compiled together on a sheet for the purpose of the short listing.
	During short listing all the applications that compiled with the organization job specifications will be selected and those that are fir for the position will be called for interview.
	In Global Soap and detergent, interview is done twice, the first interview conducted by the human resources manager and the head of departments need of the staff. After this, the management board of the company will then sit to discuss on the outcome of the first interview and select those that are fit for the second interview.
	The second interview is conducted by the general manager, Human Resource Manager and the head of departments that is in need of employees in order to chose the bets person for the vacant post in the organization.
	After this selection process the company then organizes a training programme for the new employee. The training is to enable them know how to operate the new equipment (modern technological equipment) such as computers, production machine etc.
Induction is what follows in the process. The newly trained employees will be introduced to various department in which they are related and produce them to their duties and responsibilities in an organization.

CHAPTER THREE
RESEARCH METHODOLY
This chapter is aimed at discussing methods and is best described as the system of classification as laws. Applied science or art. It is the method used to gather information for this research work, under the following sub-heading: Research design, Population of the Study, Sample size and sampling technique, Instrument of the study, Validity of instrument, Reliability of the study and Data analysis.
Research Design
This research is carried out, using a multiple data collection method in order to enhance appropriate cross
Checking for consistency of the data collected.
Population of the Study
	This can be defined as the number of people that make up the work force from which the sample size was drawn. In this research work. Global Soap was solely chosen as the case study, in which all staffs are the population of the study.
Sample and Sampling Techniques 
For the purpose of efficiency and effectiveness of this research work, a certain sample was drawn from the population to ensure accuracy.
Asika (1991) sees sample size as a part of population. it may not be representative part but a fact that depends on the method of drawing the sample size from the population. a sample is a number of  well defined elementary unit  drawn by one specified procedure from statistical population. Also, the population size must be as large as possible to be a representative of the whole population. In this research work, a sample of as ninety (90) will be used, this sample is taken at random from the totality of the population and the questionnaire will be administered to them.
Instrument of Data Collection
In the process of carrying out this research work, two sources of information were adopted viz:
i.	Primary data
ii.	Secondary data
Primary data: This is a method of collecting data for immediate and specific purpose. The main advantage to be derived from this method is that, the exact information needed will be collected for the process of the research work.
	Questionnaire were distributed to the staff of Global Soap and Detergent.
	Questionnaire: Questionnaire is a formalized schedule of collecting data from the respondents. It constitute a set of question compiled and administered to the selected sample audience in such a way that response will be elicited from them, from the purpose of this project, the questionnaire consist of two sections.
Section 1: the respondent are to provide information which are personal to them so as to obtain the data and to analyze it e.g. age, sex, Educational qualification e.t.c.
Section 2: this is designed to collect data relating to the impact of human resources management in the identification and maintenance of man power need in Global Soap, on this research, the questionnaire is factual a questionnaire is factual when discussion or opinion is not needed "yes" or" no" is require.
Secondary data: this is data collected which may not be of immediate use. it also means those already available information that the, the researcher cannot claim the copyright e.g. magazine, textbook, lecture manual and other business journal consulted in the course of the research. The researchers were therefore able to extract some fact from records of Global Soap, library, journal seminal paper and some past project written.
Validity and Reliability of Data
The term reliability refers to the degree of variable error in a measurement. That is, the degree or extent to which measurement is free of variable error. This is reflected when repeated measure of the same stable characteristics of the same object show variation.
Ibrahim (1998) defines validity of a measuring instrument or data " as to extent  to which differences in Sources of it reflects true differences in the same individual, group or situation from one occasion to another rather than constant or random errors.
To measure the validity of this research work, primary and secondary data have been consulted in the case of the study (Global Soap). Library documents coupled with personal interview with the staff and questionnaire drawn have been distrusted to the staff in the company.
Asika (1991) define reliability as the consistency between dependent measurements of the same phenomenon. It is the stability, dependability and predictability of a measuring instrument. Therefore, to measure the reliability of this research topic the impact of human resources management in the identification and maintenance of man power need in manufacturing company. Primary and secondary information thoroughly taken have really, shown that the human resources management has great impact of the identification and maintenance of man power need in manufacturing company. Without any doubt, this research work is absolutely consistent valid and reliable.
Procedure for Data Collection
	For the purpose of the study the researched administrated the instrument to the measurement and staff of Global Soap and Detergent perfume after seeking permission from the general manager of the Global Soap and Detergent and  book for collection after two (2) weeks.
Data Analysis
	Data collected through questionnaire were analyses by frequency count and sample percentage for background data of the respondents and the question while chi-square was used to analyses the hypothesis stated in chapter one.

CHAPTER FOUR
RESULTS AND DISCUSSION
Data analysis
	In this chapter effort is made to analysis the data collected through the use of questionnaire, the analysis is based on section A and B, section A is on the biographic data of the respondent and was analysis through the use of simple percentage while section B which based on the analysis of the question relating to the topic was analys with chi-square methods of analysis.
Section A
Table 4:1 Respondent by sex
Sex	Frequency	Percentage	
Male	50	41.66	
Female	70	58.33	
Total	120	100	
Sources: Global Soap and Detergent (2024)
	
From the table 1 above on the analysis that the male respondent are 50 representing 41.66 percent while our female respondent are greater than male respondent in our study.
SECTION B
Table 4:2 Respondent by age	
Age 	Frequency	Percentage	
Under 20	30	25	
21-30	40	33	
31-40	20	17	
41-50	25	21	
Above 50	5	4	
Total	120	100	
Sources: Global Soap and Detergent (2024)
	From table 2 above on the analysis of respondent base on the age show that the above 50 years respondent are 5 representing 4 percent while our 21-30 respondent is 40 representing 33 more represented therefore 21-30 respond between age are more represented greater than all other ages in our study.

Section C
Table 4.3 respondent by marital status
Marital status	Frequency	percentage	
Single 	50	41.66	
Married	70	58.33	
Divorced 	-	-	
Total	120	100	
Sources: Global Soap and Detergent (2024)
 	From table 3 above on the analysis show that the single respondent are 50 representing 41.66 percent while our married respondent are 70 representing 58.33 percent. Therefore married respondents are greater than single respondent in our study.

Section D
Table 4:4 respondent by education status
Education status	Frequency	percentage	
p/six certificate	50	41.66	
GCE O/A level	30	26	
B.Sc/HND/BA	25	21	
MBA/HASCP/PHD	15	12	
Total	120	100	
Sources: Global Soap and Detergent (2024)
	From table 4 above on the analysis of respondent base on education status show that the MBA/MSCP/PHD respondent are 15 representing 13 percent while our primary six certificate are more represented than all other education status in our study.

Section E
Table 4:5 Respondent by working experience
Working experience	Frequency	Percentage	
Below 10 years	30	25	
11-20 years	50	41.66	
21-30 years	15	13	
Above 30 years	25	21	
Total	120	100	
Sources: Global Soap and Detergent (2024)
	From the table 5 above on the analysis of respondent base on working experience or length of service shows that the 21-30 years respondent are 15 representing 13 while 11-20 years respondent is 50 representing 41.66 percent therefore respondent between 11-20 years are more represented than all other working experience /length of services.

Section F
Table 4:6 Respondent by salary grade
Salary grade	Frequency	Percentage	
Grade level01-03	5	4	
Grade level 04-06	25	21	
Grade level 07-09	20	17	
Grade level 10-13	40	33	
Grade level 14-17	30	25	
Total	120	100	
Sources: Global Soap and Detergent (2024)
From table 6 above on the analysis of respondent base on salary grade show that the grade level 01-03 are 5 representing 4 percent while our grade level 10-13 respondent is 40 representing 33 percent therefore respondent between grade level 10-13 are more represented than all other salary grade.

Research one
Does human resources department have influence in identifying man power need in global soap and detergent
S/N		Frequent	%	Frequent	%		%	Frequent	%	
		SA	%	A	%	D	%	SD	%	
1.	H.R department participate in requirement	60	50	50	41.66	5	4	5	4	
2.	H.R participate in employee interview	70	58.33	20	17	25	21	5	4	
3.	H.R participate in the  selection   of new workers	70	58.33	30	25	10	8.33	10	8.33	
4.	H.R contribute in selecting best staff for the company	80	66.77	20	17	10	8.33	10	8.33	
5.	H.R department are responsible for sourcing new employee from each department	90	75	15	13	10	8.33	5	4	
	TOTAL		61.69		22.13		9.99		4.06	
Sources: Global Soap and Detergent (2024)
From the above table testing the influence of human resources department and manpower need research that total percentage of agree and strongly agree (SA) a feather than disgrace and strongly disagree. We can therefore say that significant influence of human resources department on the manpower needs of global soap and detergent.
Research question two
Does man power maintenance have effect on employee performance in global soap and detergent?

S/N		Frequent	%	Frequent	%		%	Frequent	%	
		SA	%	A	%	D	%	SD	%	
1.	Motivation of employee lead to effective staff performance	80	66.77	20	17	15	13	5	4	
2.	Man power training lead to higher staff productivity	90	75	15	13	10	8.33	5	4	
3.	Higher wages and salaries lead to effective staff productivity	60	50	50	41.66	15	13	5	4	
4.	Health welfare lead to higher productivity	70	58.33	30	25	10	8.33	10	8.33	
5.	Safety precaution lead to higher productivity	70	58.33	20	17	15	13	5	4	
6.	Staff welfare lead to higher staff productivity	80	66.77	20	17	15	13	5	4	
	TOTAL		62.53		21.73		11.44		10.72	
Sources: Global Soap and Detergent (2024)
	From the above table that shows the influence of man power maintenance on employee performance revealed that man power maintenance do have effect on employee agreed (62.53% and 21.73%) respectively is greater than percentage of disagree and strongly disagree which is (11.44% and 10.72%) respectively we can therefore conclude that the activity of man power maintenance bring about effective employee performance in global soap and detergent in company.
Research question three
Does job have effect on effective staff selection
S/N		Frequent	%	Frequent	%		%	Frequent	%	
		SA	%	A	%	D	%	SD	%	
1.	Better job description lead to better staff selection	60	58.33	15	13	20	17	15	13	
2.	Better job specification lead to effective job selection	60	50	50	41.66	5	4	5	4	
	TOTAL		54.23		27.33		11		9	
Sources: Global Soap and Detergent (2024)
	From table above that show the influence of job design on effective  staff selection revealed job design do have effect on staff selection as the total number of strongly agree and agree (54.27% and 27.33%) respectively is greater than percentage of disagree and strongly disagree (11% and 9%) respectively we can therefore conclude bring about effective staff selection in global soap and detergent in company.

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary
	The research investigate the impact of human resources management in the identification and maintenance of manpower needs in an organization. The major object of the impact of human management in the identification and maintenance of manpower needs in an organization
	The result of the studies carried out with the use of questionnaire that was use to collect date from the staff of global soap and detergent and the analysis done through the simple percentage reveled the following:
•	There is significant influence of human resources department in identifying man power need in global soap and detergent.
•	There is significant influence of manpower maintenance on employee performance in global soap and detergent.
•	There is significant influence of job design have effect on staff selection

Conclusion
	In conclusion, this function of recruitment selected and placement carried out mainly in the personnel and industrial relation department of large organization has been analyzed. The necessity for a serious and closers consideration of this process stems from the fact that they are concerned with human capital of an enterprises and the fact that it is surrounding by uncertainties and complexities cooperate objective achievements.
	The attraction of a pool of employable people through techniques and use of applicants, a number of qualified hand out to be used to carry out the function in organization. Using various techniques and methods, which have also been discussed. And last, but not the least, the effective placement of workers employed in the correct position has been workers employed in the correct position has been analyzed.
	The prime objective of the establishment of private organization is to make profit by continuing to be in business. To continue to be in business, one has to make sure has to make sure that the recruitment and election process are properly carried out. The ability to have higher productivity depends largely on the proper recruitment of employees so as to have “a round peg on a square hole”. The recruitment process is useless if this right medium of advertisement is not used.
	An advertisement for vacancy published in a newspaper may not be sufficient. This means that it is only those who have read the particular newspaper that will  be aware of the vacancy other form of media like posters magazine, journals, television, radio, etc. can be used to communicate with members of the general public.
	The aim of selecting by interview is to find the bets among the candidate for a particular job.. so the management should endeavor to train its interviews to acquire enough skill, knowledge, experience and techniques of interviewing candidate.
Recommendation
	Organization should place high priority on the proper recommendation selection of employees. The emphasis is not unconnected with the fact that workers are the bedrock of an organization survivals. It is no exaggeration to say that, the high productivity is as a result of proper selection of employees. The following recommendations and suggestions therefore will make for better efficient and effective recruitment and selection prose.
•	Adequate publication or publicity should be made so that interested members of the public may apply and through this process more intellectual are employed candidate recruitment must be properly developed.
•	The organization should try and identify selection error and make use bets and most appropriate method of selection with the help of well trained interviewers.
•	Any recruitment and selection procedure definitely cost the organization none and time, the organization must therefore compare the benefit to be derived from the procedure with its cost and it is justified, it can be pursued. But if otherwise, it should be avoided.
•	Finally, the management should ensure that all the interviewers are well skilled, knowledgeable, it should be avoided.
•	Companies will apparently benefit more when employees recruited directly result to higher productivity among worker.
If the above recommendations and suggestions are point into consideration in any organization, the end results will be highly recommendable. There will be job enlargement programme and forced labour turnover.

REFERENCE
Afolaranmi O.M (2003), Principle of Management I. De Root Printing Press, Offa.
Betts P.W (2002), Essential of Staff Management, Macmillan Publishing Company, New York.

Mitchel S.A (1998), Essential of Personnel Management, University Press Ltd, Ibadan

Ubeku A.K (1998), Personnel Management in Nigeria Pitman Publishers

Mohammed A.S (1997) Management Volume II, Kola Salau Press Offa Kwara State

QUESTIONNAIRE
DEPARTMENT OF BUSINESS EDUCATION, SCHOOL OF VOCATIONAL STUDIES, KWARA STATE COLLEGE OF EDUCATION, ILORIN.

THE IMPACT OF HUMAN RESOURCES MANAGEMENT IN THE IDENTIFICATION AND MAINTENANCE OF MANPOWER NEEDS IN AN ORGANIZATION (A CASE STUDY OF GLOBAL SOAP AND DETERGENT)

Dear Respondents,
This questionnaire is designed and intended to elicit information that will be useful for a research project of this nature. 	I would appreciate your assistance in the execution of this project by taking time out to respond to the question below. Your responses will be treated confidentially. 
Thank you 								
Yours faithfully,

SECTION A
Please tick [    ] as appropriate
Sex 
a.	Male 			[     ]
b.	Female		[     ]
Age 
a.	Under 20		[    ]
b.	21-30			[    ]
c.	31-40			[    ]
d.	41-50			[    ]
e.	Above 50		[    ]
Marital Status
a.	Single			[    ]
b.	Married		[    ]
c.	Divorced		[    ]
Education Status
a.	Primary six certificate 	[    ]
b.	GCE O/A LEVEL		[    ]
c.	B.SC/HND/B.A		[    ]
d.	MBA/MSC/PHD		[    ]
Working Experience/Length of service
a.	Below 10 years		[    ]
b.	11-20 years			[    ]
c.	21-30 years			[    ]
d.	Above 30 years		[    ]
Salary Grade
a.	Grade level 01-03		[    ]
b.	Grade level 04-06		[    ]
c.	Grade level 07-09		[    ]
d.	Grade level 10-13		[    ]
e.	Grade level 14-17		[    ]
What was your position when you join the company?
a.	Junior				[    ]
b.	Senior				[    ]
What is your present position?
a.	Junior 			[   ]
b.	Senior			[   ]
How many recruitment process have you witnessed in the company?
a.	One				[    ]
b.	Two				[    ]
c.	Three				[    ]
d.	More than three		[    ]
e.	None				[    ]
Do you think the effectiveness and efficiency of the human resource manager in identifying and maintaining man power needs is something to write home about?
a.	Strongly agreed		[   ]
b.	Agreed			[   ]
c.	Disagreed			[   ]
d.	Strongly disagreed		[   ]
Are you satisfy with the recruitment qualification as required by the human resources management in the company?
a.	Strongly agreed		[   ]
b.	Agreed			[   ]
c.	Disagreed			[   ]
d.	Strongly disagreed		[   ]
Is the human resources manager effective in maintaining the available manpower in the company?
a.	Strongly agreed		[  ]
b.	Agreed			[  ]
c.	Disagreed			[  ]
d.	Strongly disagreed		[   ]
Is the recruitment procedures as laid down by the human resources manager in Okin Biscuits acceptable to you?
a.	Strongly agreed		[   ]
b.	Agreed			[   ]
c.	Disagreed			[   ]
d.	Strongly disagreed		[   ]
Do you think, the salary paying in the company is such that can motivated employee to increased their positive impact on the company?
a.	Strongly agreed		[    ] 
b.	Agreed			[    ]
c.	Disagreed			[    ]
d.	Strongly disagreed		[    ]
Do you think the effort of the human resources management has a larger impact in the overall performance of the company?
a.	Strongly agreed		[    ]
b.	Agreed			[    ]
c.	Disagreed			[    ]
d.	Strongly disagreed		[    ]