THE NEED FOR MANPOWER TRAINING AND DEVELOPMENT IN AN ORGANIZATION

1.1 Introduction

Manpower is the basis of all resources use and it is the indispensable means of converting other resources to man kind’s use and benefits. So how well we develop and employ human resources skills in fundamental in deciding how much will accomplish as a nation man power is plot of every human institution. Even in he develops and industrial nation of the world where the use of machines and technology is at an advanced stage, manpower is still very essential. Manpower occupies an indispensable position in every establishment, be it manufacturing or service organizations, like Enugu Electricity Distribution Company. This means that without manpower no establishment can function. In essence, human effort is greatly desirable and fundamental in achieving the goals and objectives of the organization.

As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.

1.2 Background of Study

The role and importance of human resources in the long term in ability of any business or non-profit making enterprises cannot be overemphasized. Although other resources such as financial information physical are also essential but human resource are virtually boundless in the potential impact of the organization. Organization today face many challenge in the management of their human resources-challenge that ranges from constant change in organizational environment, through unmotivated work force to short age of skills manpower even in the face of heavy unemployment syndromes.

In the word of Onan (2003) what sets most successful organization apart is how they manage human resources. In the private sector the ability to achieve and sustain competitive advantage lies within the work force without exception what keeps executives up a thing are decisions about human resources that are rather difficult and delicate how to control labors Costa, while still treating people fairly. Those challenges depend on the pressure organization face. This no doubt that in this advanced age to development and technological breakthrough manpower must be developed to meet the challenges of modern technology. Trained and well developed manpower is the essential ingredient for efficiency and effectiveness in any human organization.

Unfortunately this days the overwhelming and pervasive role of man power resources in organization seem to be compromise to the extent of misplacing its role of achievement of organization objective many organization paid little of no attention to issue of training and developing ad aviate manpower for achieving organizational goal or objective. The success of an organization greatly depends on the quality of the people who work there to achieve such organizational objectives. The level of their skills, knowledge, abilities, capabilities and expertise of the employees on the main, lies on the quality of training and development received by the employees.

Today, very profound emphasis is placed by organizations on the training and development of employees and this has an implicit emphasis on productivity as any organization that fails to lay serious emphasis on training and development is preparing for obsolesce of its employees, and inflexibility to adapt to our fast- paced changing environment (Nwachukwu, 2000). Thus, survival, growth and productivity of organizations would be difficult to come by in the absence of timely and effective employee training and development.

The importance of effective training and development of employees makes organizations to spend an enormous amount of money and time on training in order to help employee’s learning of job- related competencies (Casio, 2000; Dowling and Welch, 2005), and employees competencies usually lead to organizational productivity.

Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Need for Manpower Training and Development in an Organization.

1.3 Statement of Problems

Investigation revealed that man power development in every organization because of the improvement in the level of productivity that accompanies it. Thus any organization that does not place emphasis on the development of its manpower is encouraging failure. Without deviate training the employee moral and organizational productivity while drop employee skill and innovative ability decline and hence the whole organization suffers some organization do handle manpower development with lackadaisical and incident care attitude.

Therefore this research is intended to examine the important advection of relevance of organizational performance through training and factors hindering it then come up within recommendations which present solution to the problem at hand.

1.4 Aim and Objectives of Study

The aim of the study is to examine the Need for Manpower Training and Development in an Organization. In achieving this aim, the following specific objectives were laid out as follows:

1. To ascertain the staff training policies and programmes in the organization.
2. To examine the effect of the training programmes on staff as it affects their skills experience and quality in general.
3. To ascertain if these training policies and programmes are consonant with the present organization needs.
4. To examine the effect on staff performance retention as effective service delivery in the organization.

1.5 Research Questions

The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:

• What are the staff training policies and programmes in the organization?
• What are the training policies and programmers are consonant with the present organization needs?
• What is the effect on staff performance retention as effective service delivery in the organization?
• What are the effects of the training programmes on staff as it affects their skills experience and quality in general?

1.6 Research Hypothesis

In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.

Hypothesis One

• H0: Lack of a clear-cut manpower development policy objective is not responsible for ineffective manpower development in FCDA
• H1: Lack of a clear-cut manpower development policy objective is responsible for ineffective manpower development in FCDA

1.7 Significance of Study

The issue of manpower development has become a major agenda in public personnel Administration. The reason for this is not fork fetched; more public organization is faced with a lot of challenge which rewires specialist and professionals to handle.

This invariably brought about the importance of re-defining the manpower development policies and programs, so that staff of these institutions will be able acquired new skills, knowledge and experience to cope with these change. Thus the importance of undertaken a study of manpower development in federal capital development Authority is imperative.

The study is an academic requirement as such, it would be of use and benefit to researcher (as individuals, group and to organization) it will also serve as a reference point for studies for both diploma and undergraduate student who to carry out similar study.

1.8 Scope of Study

The scope of the research is focused on the Need for Manpower Training and Development in an Organization using Federal capital Development Authority (FCDA) as a case study.

1.9 Limitations of the Study

During the course of this study, many things militated against its completion, some of which are:

1. Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
2. Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
3. Research material: availability of research material is a major setback to the scope of the study.
4. Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
5. Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

1.10 Definition of Terms

Manpower: This implied the total number of pensionable employee of federal capital Development authority.

Manpower Development: An extensive definition of this concept has been done in chapter two (literature review) of this work.