IMPACT OF MANPOWER DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE

IMPACT OF MANPOWER DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE

 (A CASE STUDY OF FEDERAL CAPITAL DEVELOPMENT AUTHORITY)

CHAPTER ONE

INTRODUCTION

1.1     BACKGOUND OF THE 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.

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.

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 break through 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.

An essential instrument for achieving organizational objective is the adequacy and effectiveness of available manpower.

Any organization whether (Informal or formal, private government can only boast of.

1.2     STATEMENT OF PROBLEM

Emphasis is placed on 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.

1.3     OBJECTIVE OF THE STUDY

The main objective of the study is to examine the manpower development policy in federal capital Development Authority as it affects the staff performance and retention specific objective include

1. To ascertain the staff training policies and programmers in the organization
2. To ascertain if these training policies and programmers are consonant with the present organization needs.
3. To examine the effect of the training programmers on staff as it affects their skills experience and quality in general.
4. To examine the effect on staff performance retention as effective service delivery in the organization
5. To make suggestions as rewired with an view of ensuring a well

1.4     RESEARCH QUESTION

1. Manpower program in FCDA improved service delivery
2. Manpower training program adversely offices staff retention in FCDA.
3. There is need for more an effective training program in the organization
4. Manpower program impacted well in employee job performance

1.5 RESEARCH HYPOTHESES

H01: Lack of a clear-cut manpower development policy objective is responsible for ineffective manpower development in FCDA

H02: Ineffective effect on staff performance and retention as well as effective service delivery in FCDA

1.6     SCOPE OF THE STUDY

This research work is intended to cover the personal department of the FCDA with a view to find out the impact of manpower development to the progress of FCDA as a chose case study for the project work FCDA has it employees recruited from all states of the federation that belong to the federal government. Federal capital Development Authority (FCDA) was established in 1990. Thus the study focuses on the data of establishment till date

1.7     LIMITATIONS OF THE STUDY

The study was undertaken to asses the effectiveness of manpower development in FCDA. This was done in view to asses it affects on the skill knowledge, performance and staff retention.

A major limitation of this study is that other institution not included in the study. In other words an extensive coverage of other organization is not done, due to time and financial implication which the researcher might not be able to afford.

Another limitation was that of difficulty sin collecting or having access to some data or information relevant to this research work. This was due to the issue of confidentially which the public sector was knows for however these limitations do not really effects the content of the research work. Not distending if these limitations are avoided or eliminated it could have enriched or added more value to the study.

1.8     DEFINITION OF RELEVANT 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. However in this study, manpower development implied the organization and co-ordination of knowledge skill experience and attitude of the staff of FCDA in view of making them perfect or professional in their various schedule or duty it is aimed at enhancing their ability for greater performance towards achieving the organizational objective.

Manpower development objective: Can be defined as those results that the training hopes to achieve.

Effective training and development policy and programs implied the achievement of the purpose to which the training policy or programs in this work is effective if it is consonance with the needs of the individual staff and the organization a whole.

1.9     SIGNIFICANCE OF THE STUDY

The issue of manpower development has become a major agenda in public personnel Administration. The reason for this is not fork etched, 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.

Although, some studies have been carried out (i.e., Bala, 1992 Danjuma 1998, Garba 2000, Sani, 2002) none of them has examine the training policy on ground in relation to the presence need in the organization.

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.

Effective operation if is bless with adequately well-training and development manpower.

In Nigeria many organization (whether government or private profit oriented) have been deficient in their operation and the overall effectiveness due to type or caliber of manpower they have federal capital development authority is not exemption.

REFERENCES

M.C GEHEEW. And THAYER P. W (2006) training in business industry.

OTBO DAFE and OMOLE MARAKINYO (2005) Reading in Industry Relation in Nigeria “Walt House Press Ltd.

Ubeku A.k (2005) Personnel Management in Nigeria, Ethiopia publishing Benin City.