BACKGROUND OF THE STUDY
Human capital planning is the most strategic of all human capital management, that is the most important single resources of any organization is people (manpower). Planning defines the sources, number and types of human resources needed to meet future work requirements. Predetermined strategies to attract and retain the best people (manpower) are also laid down through planning strategic development and utilization of employment capabilities which yields best benefits to company are also designed into the plan.
As it is known that planning is an analytical process involving aspects so as to produce quality products and often best services, various plan exercises such as determination of desired goals, assessment of the future in relation to the environment changes, selection of activities, preparation of written document etc will have to be done which will give rise to mobilization of human capital.
The result of human capital training is marvelous as Abiodun (1999) submitted that training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately in a given task or job. Training can take place in a number of ways, on the job or off the job, in the organization or outside the organization. (Adeniyi, 1999) observed that staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. The result of training will be related on high turnover, high productivity, lower observation, fewer breaks down of machines, lower migration reduction of waste and higher quality of work. It brings incumbents to the level of performances which needs the performance for the job, enhances the implementation of new policies and regulations, prepares people for achievement, improve manpower development and ensures the survival and growth of the enterprises.
Oribabor (2004) submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organizations growth.
In today’s turbulent, often chaotic environment, commercial success depends not only on staff training but also on employees using their full talents; one of the ways to achieve this is through motivation.
According to Twyle (2006), the heart of motivation is to give people what they really want most from work, the more you are able to provide what they really want like increase productivity, improved or better quality goods and/or services.
Therefore, human capital planning is concern with the strategy for the acquisition, utilization, improvement and retention of an enterprise human capital is properly planed it will lead to poor productivity, poor quality of product etc. which will in turn lead to the death of such an organization.The Effect of Human Capital Planning on Organizational Performance (A case study of Beta Glass plc Ughelli)