The Effect Of Manpower Training And Development On Organizational Goal Attainment

Project and Seminar Material for Human Resource Management (HRM)

The Effect Of Manpower Training And Development On Organizational Goal Attainment


This research work is to find out the effects of manpower training on organizational development. The evolution of technology and increase in number of operations have led organizations to training of their various workers to cope with the changes. In the light of this the researcher had chosen the look deeply into what organization can do to ensure that it is able to withstand the competitive and changing environment. Also the objective of this project of this project is to identify the importance of manpower training on organizations. Here are some of the importance; it increase productivity. It reduces labour turnover etc also, to find an effective training programme that could create development to the organization. Considering the objectives of the study and finding, suggestions are made to improve productivity in the organization. The management should ensure a close and proper monitoring of the training programmes. Also the organization should embark on more manpower development programme, carrier planning, manpower planning etc.

Chapter One


1.1 Background of the Study

In any organization, be it private or government establishment is established to achieve specific objectives. Achieving the objectives it requires effective management. An organization or banking industry, particularly Union Bank of Nigeria Plc does not exist in a vaccum. It makes use of both human and material resources to achieve its or their set objectives and goals. Adequate training and utilization of the manpower available couple with other resources leads to efficient performance of the bank or organization. The most valuable resources in an organization and especially the banking sector are its human resources. This resources does resources deserve special attention, if the banking sector objectives are to be attainable i.e. manpower is considered as a key asset of the bank. It is the human asset of the organization as well as the major factor to the determination of the success of the organization.

The ability of the personnel department in union bank of Nigeria Plc effectively carry on its duties and functions is predicated on how the bank is managed and how funds are being released to such department, thus, money spent on training and development is said to be money well invested. Personnel department is responsible for the education training, welfare of the employees, appraisal scheme and termination etc.

Today, the banking sector is becoming more and more sophisticated and many banks that wish to survive in this age of keen competition and technological changes must also be prepared to expose its trainers. Such arrangement will have a multiplier effects for the banks as the trainers will then be able to transfer their acquired knowledge and skills to other staffs, hence training is an important management tool which has to be systematic, if it is given desired result.

The ultimate objectives of any business organization particularly Union Bank of Nigeria Plc is to achieve maximum growth, make profit and maximize profit. This objective can be achieved only with seriousness and effective management of the factors of production particularly, human resources and the aids that enhance their performances.

In business operation, human elements is very important whether the enterprises is large or small, it is essential to put human mental and physical energies together for productive use and in the achievement of the business enterprise objective. Without human efforts nothing can be achieved even where other resources are available. Since human resources are the pivot on which success of business enterprises depends, it is therefore important that organization should ensure that the selection, appraisal, training and reward systems are always put in place to attract and retain a high quality labour folk knowing that personnel management is attracting a lot of young men and women in the society, the establishment of professional institutions in addition to the available universities therefore can no longer be overlooked. This institution include the industrial training fund (ITF), the Centre for Management Development (CMD) The Administrative Staff College of Nigeria (ASCON), The Institute of Personnel Management (IPM) and the Nigeria Institute of Management (NIM). The environment in which Union Bank of Nigeria Plc operate is worth considering.

The bank operates in an environment where it sources its input from and deposes of the output. It is worth of note that the objective of the corporate planning is a through mastery of the environment, the opportunities the challenges, the constraints and the problems.

There are two sides to the environment

  1. The external environment
  2. The internal environment
The External Environment:

The external environment analysis encompasses a through and regularly updated understanding of the big picture the area of technology, competition, the local, state and the national economics, in the legal and regulatory arena the exchanging market in which the bank operates and its position in market, socio economic conditions and so on.

The Internal Environment:

In this case, there is need to identify strengths and weakness of the bank. The audit focuses attention on the banks performance in terms of image, market attractiveness market share, revenue, profit, resources analysis. Other areas of interest include human resources training, motivation and compensation, organization, management style.

1.2 Statement of the Problem

In regards to the area of study, the need to elucidate and answer certain management questions. The following questions will help as a guide in the understanding of manpower training.

  1. To we have adequate qualified personnel in the banking industry particularly Union Bank of Nigeria Plc
  2. Why do we need manpower training and what areits significance to the banking industry in general and the union bank of Nigeria Plc in particular.
  3. Can other variables other than money motivate employees?
  4. How effective is interview in the selection of the best human resources element within the organization
  5. How does promotion on the job affect human resources performance?
  6. Why do people resist change in an organization?
  7. How effective is disciplinary action in human resources management?

The problem this paper tries to examine is how Union Bank of Nigeria Plc should structure/manage the existing labour force which could be adequate to its present and future need.

It is worthy of note that availability of trained employees, granting awards promotions, creating enabling working conditions for the employees and general appraisal of human resources element would definitely cause are function in labour turnover, increase efficiency, productivity and profitability, thus meeting the organization mission and objectives.

Summarily, human resources of any organization is its life wire and need be appraised very well for positive development.

1.3 Significance of the Study

This research work is going to play a high role in the development of various organizations in Nigeria, to employee and managers of every organization to elicit the effects of manpower training on the organizational development.

This project work is developed extensively on enlighten management of an organization on the different training techniques and their effects on level of output. It would help managers of organizations in realizing training needs and hence, ease attainment of the organizations objectives through efficiency of employees.

Also, this will be of benefit to organization because it will enable them to know the various strategies they can employ in increasing their workforce, productivity and efficiency.

In addition, business management students and other researchers in the subject area will equally gain a lot from this research work. It will serve as an innovative reference material to them as they carryout related research work in the future.

1.4 Objectives of the Study

The purpose of this study is to find out the effect of manpower training on organization development.

Specifically, the study focuses on realizing the following purpose;

  1. To consider the effects of personnel mis-management in organizations
  2. To examine how personnel matters are being handled in organizations in the area of recruitment and selection procedure.
  3. To identify the causes of labour turnover.
  4. To examine the disciplinary and grievance matters.

1.5 Research Hypothesis

A hypothesis is a proposition which can be tested with a view to determining its validity. It is a tentative answer to a research problems.

It is an intelligent guess concerning some variables.

There are two (2) types of hypothesis:

  1. The null hypothesis
  2. The alternative hypothesis
  • The null hypothesis (Ho) This type of hypothesis point out and stated in a null from and dose not gives the direction of changes.
  • The alternative hypothesis (Hi) This type of hypothesis point out a specific direction of changes between one variable and the other.
Hypothesis One
  • H0: Labour turnover might not be reduced if employees are well taken care of
  • H1: Labour turnover might reduce if employees are well taken care of.
Hypothesis Two
  • H0: Disciplinary and grievance matters do not have effects on organizational development
  • H2: Disciplinary and grievance matters do have effects on organizational development
Hypothesis Three
  • H0: Personnel miss-management does not enhance productivity in an organization
  • H3: Personnel miss-management enhance productivity in an organization.

1.6 Scope and Limitations of the Study

The scope of the study is based on the effect of manpower training on organization development using Union Bank of Nigeria Plc in the past years.

The study will be limited to the Union Bank of Nigeria Plc and it will consider only the literature members of staff of the institutions.

The following are some of the factors that constraints the research study:

Inadequate Time:

The time period given for the completion and submission of this project work is quite reasonable but coupled with academic work in the school, it is a bit stressful.


This has been the major problem for the researcher as it has made it impossible, difficult for the researcher to make visitations to the various offices regularly as demanded of this project or study and research of which demands a substantial amount of money.

Limitations to this study is deliberately hesitation from some respondents to reduce data, statistics for fear of victimization bearing in mind their business differences together with the ongoing screening that has made everybody to be extremely careful in giving out data as you don’t know who is who.

1.7 Definition of Terms

In this research work, we will come across a number of terms which may be unfamiliar;

The following provide simple explanation of such terms.

Manpower Training:

This refers to the various programmes that may be offered to employees to help them develop their capabilities and skills and to progress in their work.

Organizational Development:

Is a change from the present state of the organization to the future desired state. It has to do with the total transformation of the entire system.

Labour Force:

This deals with all the people who work on the organization or company either skilled or unskilled workers.


Pilot deals with central or important part of which business enterprise relies on or upon

In Basket:

This is used in teaching decision making skill, that is to say executive trainers can be fed with information about the company, products, organization and key personnel.

Case Study:

This simply refers to a situation where the trainers are been provided with real world case studies of the organization or company.

Business Game:

This deals with the information of the trainers who meet, discuss such as production, amounts, development research etc.


In an organization, a grievance is any problem that you think is unfair and individual (employees) are worried about it, that the authorities can solve it.

Role Playing:

This leads to the trainers to assume the attitude and behaviors of others in an organization.


These are the employees in an organization that does not require much skill in performing their duties or functions. Example; someone (employees) employed to be sweeping the floor or a servant to the organization.

1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research question, significance or the study, research methodology, definition of terms and historical background of the study. Chapter two highlight the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion and also recommendations made of the study.

Chapter Five

Summary Conclusion and Recommendation

5.1 Introduction

It is pertinent to note that this research was aimed at examining the influence of manpower training on organizational development, thus the topic “the effect of manpower training on organizational development”.
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges associated with manpower training and organizational development.

5.2 Summary

The main purpose of this study was to determine whether motivation is effective in achieving higher development and productivity among workers in an organization, other relevant areas which the study highlighted are: the reaction of the workers towards their duties when motivation is employed by the employer and how the managers can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goals of their establishment. The general description of the area of study, which depicted the inevitability of motivation in achieving higher productivity in an organization, was stated. In the course of the study, statement of problem such as; workers leaving the organization due to poor motivation, their unwillingness to perform their duties well and how to motivate them to achieving desired productivity level were pointed out. To ascertain the application of the motivational techniques by the organization concerned and to know the problem inhibiting the success of the employees’ motivation in the organization forms essential part of the objectives of the study.

Questions relating to the objectives and problems were also looked at. The study looked into some review literatures that covered different theories on motivation by different scholars, various definitions given by several management scholars, different means of motivating workers or simply type of motivation and the importance of motivation. Various textbooks, journals, articles andother scholarly materials were used to get terms, ideas, concepts and academic as well as professional viewpoints. The managing managers and staffs of union banks in river state, were selected as the study population with the use of simple random sampling. Both primary and secondary data were also used for this research work. The primary data was based on questionnaire while the secondary data was based on published and unpublished works. The data collected were processed and analyzed through the use of t-test statistics.

5.3 Conclusion

This study was carried out with the motive of ascertaining the impact of manpower training on organizational development. After the analysis carried out in chapter four, we observed that training of the employees increased their better understanding of the job. We also discovered that good training is responsible for employee’s efficiency and effectiveness in their work place and the company uses position of staff to select employees for training. We observed that the selection criterion gives equal opportunity to all categories of workers and the attitude of top management towards training is very serious and encouraging. We also discovered that the progress of any organization is directly related to the quality of its training policy. We strongly believe that if these observations are further strengthened, the productivity of the employees and the company will be greatly improved.

5.4 Recommendation

Based on the findings of this study, the following recommendations were suggested by the researcher.

It is an undeniable fact that in recent times many organizations have come to the realization of the importance of the role of manpower training programs as it increases the organization’s and staff efficiency, skills and development. In order to reap the full benefits of a training initiative, organizations should ensure that they identify where training needed and it should be done more professionally in conjunction with the line manager as well as the individuals involved together with the personnel department. Everyone involved should agree exactly to what the trainees are lacking, for instance what skill is needed, and what attitudes need to be changed toward work performance.

Organizations should face realities; serious approach to training requires careful systematic and planned manpower training activities. Organizations should invest more in manpower training as money invested in the employees is like money kept in a safe deposit, which appreciates in value over time.

Assessment should provide a clear understanding of the differences between current and expected performance, identifying the causes of the performance discrepancies and develop action plans to improve performance of employees through manpower training programs.

More so, training needs should be considered on the basis of overall organizations objectives. The goals of the organization should determine what training programs are to be organized for staff.

Finally, the researcher recommend strongly that all organization should develop its Staff through formal education which will give employees the opportunity to attend short courses offered by consultants or an executive MBA and university programs which normally involve lectures by experts, business games and simulations, adventure learning and meetings with customer.

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