Impact Of Manpower Development On Organizational Performance

Project and Seminar Material for Business Administration and Management BAM

Impact Of Manpower Development On Organizational Performance


This study examines the impact of training on workers development in FCDA. The study utilized both field and documentary research method. Data were sourced both primary and secondary. The instruments for data collection were questionnaire and interview. The sample techniques adopted for the study was simple random technique. Hypothesis was stated and tested. Tables, charts and percentages were used as method of for data presentation and analysis. Chi- square was used to test the formulated hypothesis. It was found out that one of the roles of the management of the organization is providing adequate room for manpower development. It was also found out that manpower acknowledge and supported the techniques adopted by the management of the organization in training manpower and they also recognized the role of training in improving development in FCDA. In the course of the study, it was also found out that most manpowers in the organization acknowledges the relationship between development and motivation (Job Satisfaction) and that manpower development influences level of effective development in the organization. Manpower needs for training should be forecasted a head of time so as to reduce the problem of sudden and rush planning which have adverse effect on organizational developments.

Chapter One


1.1 Background 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


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.

Chapter Five

Summary, Conclusion and Recommendations

5.1 Summary

  1. The first chapter of this study contains issues such as the background to the study, the problem statement, research questions, objectives of the study, the formulated hypotheses, the significance of the study, the scope of the study, limitation of the study and the definition of terms.
  2. The second chapter which titled the literature review contains the conceptual exploration of manpower development, condition requiring manpower development in FCDA, objectives of manpower development, determining manpower development needs, praxeonomy of manpower development, manpower development and the theoretical framework adopted for the study.
  3. The third chapter contains the research methodology used for this research work. The research design was highlighted with the population of the study, the sample size and sample technique, Sources of data, method of data collection and analysis techniques were areas of focus for this chapter.
  4. The forth chapter contains the presentation and analysis of data gotten from the field, the testing of the formulated hypotheses, and discussion of major findings. Statistical
    tools such as tables and chart were to analyze questions from the questionnaire whereas Chi-square was used to test the formulated hypothesis.
  5. The last chapter of the study contains the summary of the whole work, the conclusions which were drawn in the course of the study and the proffered recommendations which were provided for improvement.

5.3 Conclusion

The primary objective of manpower development is to promote human learning which results in a relatively change in behaviour that occurs as a result of practice and experience. All manpower development are directed, changing people, their knowledge, experience, attitude and other element of their behaviour.

The purpose of manpower development is therefore, to equip manpower with the knowledge, skills and attitude to enable them contribute to higher productivity. Fewer mistakes and greater job satisfaction. Manpower development in FCDA enable manpower to cope with organisational social and development potentials or remanpower development.

The impact of qualified manpower in the growth of any organisation can hardly be overstated. No nation is known to have attained sustained high level of success without an ample supply of qualified manpower. Of all the factors that unlock the forces of organisation development, organisational human resources is most vital, for without it, all the other factors have to wait, changes in the quality of work force account for the rapid growth and success in FCDA.

Based on the test of hypothesis of the study it is concluded that there is significant relationship between manpower development & development and manpower development in FCDA and also the study found out that there is positive impact of manpower development & development on manpower development in FCDA. Other conclusion are as follows:

  1. That organisation cannot survive without manpower developent and that manpower sees manpower development as a motivator to their job.
  2. That manpower developent leads to higher organizational profitability in an organisation and that manpower developent can lead to improved development.
  3. That the organisations value and encourages manpower developent and that the management provides adequate room for manpower developent in the organisation.
  4. That management utilizes appropriate method for manpower developent in the organisations.

5.4 Recommendations

Recommendations provided in this study are:

  1. There is the need for manpower in the organisation to be evaluated after manpower development to ascertain the level of improvement of the manpower.
  2. Management of the organisation should made manpower developent a policy in the organisation. This would pave way in improving developments and increasing level of profitability.
  3. The management of the organisation should harmonize the manpower development needs of the organization with the objectives of the organisation manpower development needs should be tailored toward the organizational objectives.
  4. Manpower development in the organisation should be accompanied with certain allowance. This will help to boosting the morale and the zeal of manpower in the organization.
  5. There is need for management of the organization to distinguish the rationale of manpower development in the organization. This would help to stimulate manpower to see manpower development as a motivator (manpower development) and not only because of the accompany allowance.
  6. Adequate facilities should be made available for the manpower in the organisation so as to create room and relationship between manpower development and practice.
  7. Manpower needs for manpower development should be forecast a head of time so as to reduce problem of sudden and rush planning which have adverse effect on organizational developments.

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