TABLE OF CONTENTS
Content Page
Title Page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi
List of Tables ix
List of Figures x
List of Appendices xi
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3 Objective of the Study 5
1.4 Research Questions 5
1.5 Hypotheses 6
1.6 Significance of the Study 6
1.7 Scope of the Study 7
1.8 Operational Definition of Terms 7
1.9 Chapter Outlay of the Study 8
CHAPTER TWO: REVIEW OF LITERATURE
2.0. Introduction 9
2.1 Conceptual Model 9
2.1.1 Manpower Planning 9
2.1.2 Work Environment 12
2.1.3 Service Delivery and Health Care provision in Nigeria 21
2.1.4. Gap in Literature 24
2.2 Theoretical Framework 24
2.2.1 Herzberg’s Two-Factor Theory 24
2.2.2. Human Capital Theory 27
Content Page
2.3 Research Model 30
2.4 Review of Related Studies 31
2.5 Ogun State in Brief 38
CHAPTER THREE: METHODOLOGY
3.0 Introduction 40
3.1 Research Design 40
3.2 Population 40
3.3 Sample size and sampling Technique 41
3.4 . Research Instrument 42
3.5. Secondary Data 45
3.6. Method of Data Collection 45
3.7 Method of Data Analysis 46
3.8 Ethical Consideration 47
CHAPTER FOUR: DATA ANALYSIS, RESULTS AND
DISCUSSION OF FINDINGS
4.0 Introduction 48
4.1 Presentation of Data 48
4.2 Section A: Analysis of Demographic Data 49
4.2.1 Inferences from Respondents Characteristics 52
4.3 Analyses of the collected Data 61
4.4. Test of Hypotheses 61
4.5 Discussion of Findings 65
4.5.1 Research Question One: How does effective manpower planning affect service
delivery in Ogun state hospital management board? 65
4.5.2 Research Question Two: To what extent does work environment affect service
delivery by hospitals in Ogun state hospital management board? 66
4.5.3 Research Question Three: What are the causes of inadequate work environment
on service delivery in ogun state hospital management board?Research Question
Four: What is the public perception of service delivery in Ogun 66
4.5.4 State hospital management board? 67
Content Page
CHAPTER FIVE: SUMMARY, CONCLUSION
AND RECOMMENDATIONS
5.0 Introduction 69
5.1 Summary 69
5.2 Conclusion 70
5.3 Recommendations 70
5.4 Contribution to Knowledge 72
5.5 Suggestion for Further Research 73
References 74
Appendices 79
LIST OF TABLES
Table Page
3.1: List of sampled Hospitals in Ogun State 41
3.2: List of selected Hospitals in each zones in Ogun State 42
3.3 Reliability Test 45
4.1: Respondent Age group 49
4. 2: Marital status of respondent 50
4.3: Length of service of the respondent with the hospital 50
4.4: Qualification of respondent 51
4.5: Respondent indication to the extent they agree to question on manpower planning 53
4. 6: Respondent indication to the extent they agree to question on work environment 55
4.7: Respondent indication to the extent they agree to question on service delivery 57
4.8: Public perception of service delivery in Ogun state medical board 59
4.9: Plan for budget of human resources 60
4.10: The extent to which work environment affects service delivery 60
4.11: The extent effective manpower affects service delivery 61
4.12: Correlation analyses between Manpower Planning, Work Environment and
service delivery 62
4.13: Frequency table of public perception of service delivery 64
4.14: ANOVA 64
LIST OF FIGURE
Figure Page
2.1Researcher (2016): Relationship between manpower planning, work
environment and service delivery. 30
LIST OF APPENDICES
Appendix Page
1 Pilot Test 79
2 Questionnaire 81
3 Interview Schedule 85
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Manpower planning is an essential cornerstone in the efficient management of personnel in an organization. Manpower planning for health is not all about number, it involves distribution, quality and productivity. In essence, man power planning for health is concerned with getting the right number of staff, in the right places, at the right time, doing the right job, with the right motivation, at the right cost. Within many health care systems worldwide, increased attention is being focused on human resources management (HRM). Specifically, human resource is one of the three principles of health system inputs, with the other two major inputs being physical capital and consumables.
Manpower planning becomes a necessity and a possibility for two reasons; first the education and training of medical personnel is a time consuming and costly affair. Medical personnel are highly educated and therefore highly specialized. Acquiring other skill is difficult, time consuming and signifies a waste of effort and money. Secondly, medical education and training is very costly, therefore educational planning and medical planning have to go hand in hand. Expansion includes the setting up of new medical schools and faculties and at least the increase of the existing capacity. A reduction of the trend is possible by imposing a numerous clauses (student stop) in the existing faculties.