IMPACT OF MANPOWER DEVELOPMENT AND TRAINING
ABSTRACT
The study examines the impact of training and development on the performance of civil service employees in Nigeria, using Ministry of Information, Asaba, as a focal point. Two research hypotheses were formulated to guide the study. The study adopts the survey research design involving the administration of questionnaires to a sampled population. The result of the findings reveals amongst others that training and development programme have significant effect on employee‟s performance, and that there is a link between poor training and development programmes and organizational employee‟s turnover in the Delta State Ministry of Information, Asaba. Against this backdrop, some useful recommendations were made. These includes: training and manpower development relevant to organizational goals should be provided to employees and recipients provided with an enabling environment to perform tasks they have learnt, there is the need to conduct training needs assessment, to ensure that the right training is given and training programmes of the civil service employees should be on a continuous basis and not based on survival, that is, conducting training only when organization is confronted with particular problems.
TABLE OF CONTENTS
TITLE PAGE - ii
DECLARATION - iii
CERTIFICATION -
DEDICATION - v
ACKNOWLEDGEMENTS - vi
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study - - 1
1.2 Statement of Problem - - 8
1.3 Objective of the Study - 10
1.4 Research Questions- - - - 11
1.5 Statement of the Hypothesis 12
1.6 Significance of Study - 13
1.7 Scope of the Study - - 14
1.8 Definition of Key Terms - 15
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction - - - - 18
2.2 Conceptual Framework - - 33
2.3 Theoretical Framework - - 45
2.4 Empirical Review - - - 50
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design -- 56
3.2 Population of the Study - 57
3.3 Sample Size - -- 57
3.4Sampling Technique - 58
3.5 Method of Data Collection - 58
3.6 Technique for Data Analysis - 59
3.7 Model Specification and Variable Definition -59
3.8 Measurement of Variables - - 59
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data - -- 60
4.2 Discussion of Findings - - 79
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary - - 80
5.2 Conclusion - -- 80
5.3 Recommendations - 93
References - - 95
Appendix - - 98
CHAPTER ONE
INTRODUCTION
1.1 Background to the study
Manpower is the most active and indispensable factor in the process of production in an organization and so should be given its rightful place as an option for organization performance. It is the most important of resources in all organizations and among the four factors of production (Emejulu, 2000). It consists of employees/workers in organizations who accomplish the goals of the organization.
Cooperatively towards common goals or objectives under authority and leadership. The organization refers to the working together of two or more people in a coordinated manner to achieve group result. The Encyclopedia Britannica (1986) defines organization as an arrangement of individuals or groups into a coherent whole, with-complex of functions, interrelationships, and a system of overall administration. It is a social entity that is goal-directed, deliberately structured activity system with an identifiable boundary.
Ogunbameru (2002) visualizes organization as every organization has objectives. The role of association of individuals who are working management in an organization is to help it to accomplish its objectives through manpower training and development. Training therefore involves skills acquisition, the process of teaching or learning of skill or job suggested. Training involves an expert working with learning to transfer to them certain areas of knowledge or skill to improve in their current jobs. Cole (2002) suggested that training is any learning activity which is directed towards the acquisition of specific knowledge and skills for the purpose of an occupation or task. Training is a systematic process of altering employee’s behaviour to further organizational goals. It involves improving an employee’s skill to the point he or she can do the current job for organizational performance. There is need for training when the performance of a worker is noticeably poor and cannot be improved through maturation and simpii1iing the work procedure. According to Johnson and Scholes (2002) three sources of training need are: changes in technology, markets, legislation and manpower compensation. Cole (2002) suggested that the need for training is as a result of demand of the job and demand of the organization. Development, according to Cole (2002) is any activity which is rather than present needs and which is concerned more with career growth than immediate performance. The extent of development in an organization is to improve employee’s conceptual and human skills in preparation for a future job. It is concerned with teaching workers more general skills that will assist them in career growth, thereby equipping them for the future.
According to Muo (2007) manpower development or human resource development is the existence of unskilled and or skilled humans that need training or re-training to perform specific task in the society. Ekpo (1989) is of the opinion that manpower development could be seen as organization specific. This is because it is largely a function of organization manpower needed or job specification. It is an adoption of the human resource available in the country to the need or objectives and orientation of a given organization. In fact manpower development focused on turning out human resource that is needed for effective performance in the organization. It is geared towards updating workers with new techniques or skills associated with the performance of their jobs. Human resource development is also a process that seeks to optimize an organizations usage of its human resource (Wikipedia, 2010). It requires an integrated approach that addresses multidimensional aspects of employees ranging from enhancing technical and interpersonal skills to creative thinking and leaderships. Organization with high productivity or performance levels have made manpower development an integral part of their business culture.
Method of manpower development according to Adeniyi (1995) includes, under study, job rotation and self-development’/self-assessment. Under-study is good for succession planning because it allows smooth transition of work when one officer leaves a schedule or the organization. Job rotation involves workers moving from one schedule to the other within the same organization to allow for competence on all spheres of work while self-development means a personal desire to improve through an individual’s attempt to embark on study and practical experience that are independent of an organization’s role and contribution. Self-assessment means personal identification of strength and an attempt to improve and build current efforts for a more fulfilling corporate movement.
Other methods of manpower development include orientation, on—the-job training, in service training, committee/work group method, vestibule training method and apprenticeship, coaching/understanding, job rotation, committee membership, special assignment, programme instructions, simulation, special course, professional bodies membership, business games and part- time programmes.
Indeed, the objectives of employee training were: to help increase workers morale and enthusiasm to increase their performance, efficiency and effectives of workers, to improve the quality and quantity of workers’ productivity, help to curtail incessant labour turnover, help to increase job satisfaction and motivation and so on. To achieve these objectives workers are acquainted with skills and competences that impacts directly on their area of engagement in their organizations.
1.2 Statement of the Problem
There are many challenges facing most organisation in Nigeria today, one of such challenges is that of training and development. This is because many of these organizations mostly those that are owned and run by the government, consider it a waste in investing in the training of personnel, this is the cause of inefficiency in many organizations. Over the years inexperience and ignorance has hampered the performance of the legislature arm of government. Delta State House of Assembly seems to have learnt some lessons from the mistakes of some of these organisation, hence the emphasizes on the importance of training and development in house.
In Nigeria today, especially in our democratic government, most organizations especially have often been blamed for poor performance. Like the case of the Delta State House of Assembly, it is the leadership of the house that trains, develops and manages the resources at her disposal for the achievement of the objectives of the legislative arms of government. The leadership of the house of assembly usually make budget for training and development of its members in order to equip them for the task ahead. The core purpose of this research therefore is to establish the fact that, it is only through effective training that members of the House can be developed and better position to perform the responsibilities bestowed on them by electorate through their votes. Therefore it is only by frequent training and development that efficiency, and effectiveness as well as well as service delivery can be guaranteed in our legislature. Hence, solving the problem of inefficiency and poor performance that has been common amongst legislators.
1.3 Objectives of the Study
The main objective of this research study is to examine the impact of manpower training and development on the Delta State House of Assembly. To ascertain how much training has enabled the legislative arm to perform its responsibilities effectively.
The specific objective includes:
i. To attempt to distinguish between the House of Assembly and other arms of government.
ii. Analyse and enumerate the roles of various trainings and development in the Delta State House of Assembly.
iii. To examine the determinant of training needs and challenges facing the Delta State House of Assembly.
iv. To come out with policy suggestions that would help the Delta State House of Assembly to perform better.
1.4 Research Questions
1. Are there provision for training and manpower development in the House of Assembly?
2. What are some of the training needs in the house of Assembly?
3. To what extent has training and manpower development led to improved performance of the Delta State of Assembly?
4. What are the challenges facing the House of Assembly Asaba?
1. Statement of Hypotheses
The following hypotheses have been forward by the researcher to guide this research.
Ho1: There is no significant relationship between training and development in the Delta State House of Assembly and delivery of democratic dividends.
Ho2: There is no significant relationship between training of members of the Delta State House of Assembly and increase performance and efficiency on the Delta State House of Assembly.
1.5 Significance of the Study
The relevance of any research work rests on its contribution to the body of existing knowledge or entirely new area introduced the relevance of this research therefore centers on the identification of the impact of manpower training and development on the Delta State House of Assembly.
This research would be of immense help to scholars and students of Political Science, History, and Public Administration. As it gives a vivid picture as to the role of training and development in ensuring service delivery in the grassroots. Policy makers will find this work also very useful, as it will help as a guide towards ensuring the formulation of policies that will help them prevent and the practice of engaging mediocre to do jobs that are meant for trained professionals. The Nigerian populace will also benefit from this research work as it will open their eyes to certain rights they have, to accept or reject decisions reached on their behalf by those sent to represent them as legislators.
1.6 Scope of the Study
This research work covers a substantial part of the impact of training and development as a means of ensuring that the electorate benefit from their roles as members of Delta State House of Assembly. To ascertain how the above phenomenon have helped to improve efficiency and effectiveness in the Delta State House of Assembly from 1999 to 2013.
1.7 Limitations of the Study
Any study that focuses on policy making and implementation is most likely to encounter certain constraint. This is with reference to such sensitive areas that are beclouded with lots of secrecy and confidentiality. Only few people will want to open up in discussing such sensitive issues. With such constraints, systematic empirical investigation became rather difficult. These constitute some of the challenges faced by the researcher in the course of this study. The researcher has to take time to appeal and convince respondents that the information as given is only for research purpose and it’s confidential.
1.8 Definition of Terms
Training: This is the systematic process of altering the behaviour, knowledge and or motivation of employee in a direction to increase organizational goal achievement.
Development: A gradual growth of advancement through progressive improvement in a given position or office.
Manpower: The number of human capital required to run a particular organization.
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