The Impact Of Manpower Development And Training In Efficient Management Of Parastatals
The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges. Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities. The research work undertake a survey of the manpower development policies and programmes of the National Electric Power Authority and found that though there exists an established policy and programmes for employee development there polices and programmes are deficient in content and complementation. Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives.
1.1 Background of the Study
Contemporary thoughts on national development and growth emphasizes the need for the training and retaining of the human resources and economic independence of the nations. The objectivity of this assertion becomes apparent when viewed against the background of the study. Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts.
The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources. They lock the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.
Since Nigeria gained her independence in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.
Our inability to provide for the necessary manpower need results in the inefficient and under utilization of the abundant economic resources. Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment. The fail to foresee the desirability of continuous retaining and development of their workers in order to promote the efficiency and effectiveness of their organisation. Consequently instead of growing, the business rather fails and much capital wasted.
Commenting on the general poor development of the Nigerian workers, W.R. Haires observed that the Nigerian workers are under used, under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organisation and the nation at large.
Manpower development is a dynamic process, in other words, it is a response to change in the beliefs, attitudes and behaviour of individuals so that they can better adopt new techniques and challenges.
In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the National Electric Power Authority established a training policy for her employee. In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which affected the success of the programme. This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identifying problem areas (where any) and making suggestions on ways of achieving greater successes in their manpower development efforts.
1.2 Statement of Problems
After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organisation. The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of worker’s skill and the sill he expected to have in order better fit into the new job demands is bridged by manpower training.
Many organizations have over the years established good manpower training and development programmes in order incite better employee performance at work and increased productivity. Good development programmes have not always been easy to attain in organization because of the forces that impede against the achievement of their objectives. Some of the impeding forces include selections or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation. The crucial problems this research will address includes:
- The problem of inadequate manpower resources in the National Electric Power Authority.
- The lack of functional manpower development programmes.
- The under utilization of available manpower resources.
A critical analysis of these problems will be done with a view to determining their causes and consequences on the corporation. The researcher will also make contribution on ways of redressing the problems.
1.3 Objective of the Study
The decision to research on this field of human development results from my interest in the areas of manpower planning and development as it occupies a strategic position in the effective and efficient realization of organization’s goal.
Apart from giving the reader a general idea of what manpower training and development entails, this study is designed to examine and clarify the following issues:-
- To identify the manpower training and development programme of the National Electric Power Authority.
- To determine the impact of this programme on workers performance.
- To identify the problem which negatively affect the successful implementation of the programme and achievement of the desires result.
- Make recommendation on ways of ensuring greater successes in future.
1.4 Research Hypotheses
For the successful completion of the study, the following research hypotheses were formulated by the researcher;
- H0: There is no significant impact of manpower development in efficient management of parastatals.
H1: There is a significant impact of manpower development in efficient management of parastatals.
- H02: There is no improvement of manpower development in efficient management of parastatals.
H2: There is an improvement of manpower development in efficient management of parastatals.
1.5 Significance of the Study
We have noted earlier in this research the important role of manpower training and development in achieving organizational goal. We also noted the problem of lack of well-developed, specialized and dynamic management that will be capable of harnessing the development.
The significance of the study therefore in it’s potentiality in serving as a reference took for both individual organization and government policy makers who desire to eliminate all and avert obstacles associated with manpower planning.
It will also be of immense benefit particularly in the organizers and executors of manpower development and training programmes in National Electric Power Authority. This is because the clearly identified problem areas in the design and implementation of manpower development programmes. This research will also discuss various manpower development and training related issues and suggests ways that can be adopted to solve manpower training and development problems.
1.6 Scope and Limitation of the Study
This research is concerned with the impact of the manpower development programme of the power holding company of Nigeria, Enugu state.
The PHCN. as we know is federal parastatals, it has three divisions viz, the eastern, northern and southern division with headquarter at Lagos.
The focus in the eastern division of the corporation is not suggestive of a policy in the management policy of the organisaiton rather it is supposed to provide a guide to the understanding of the entire organisation division given the persuading circumstances. Equally it is believed and hoped that much is not lost by limiting the study to the eastern division because given the centralization policy of the organisation, every part is supposed to bear the same major characteristics element with the rest of the other divisions. The researcher encounters some constrain which limited the scope of the study;
a) Availability of Research Material:
The research material available to the researcher is insufficient, thereby limiting the study
The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
c) Organizational Privacy:
Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.
1.7 Definition of Terms
To allow for better understanding of this research, it is considered necessary that some of the key terms used be defined or described.
Manpower, which is developed through human capital formation, means much more than population or labour force. Manpower in the economic sense is the managerial, scientific engineering technical, craftsman and other skills which are employed on creating, designing, developing, organizational managing and operating productivity services enterprises and economic institutions.
After the employee has recruited selected and inducted, he or she must be developed to better fit into the job and the organization.
Again, that development would include both training to increase skill in performing a specific job and education to increase general knowledge and understanding of our total work environment.
(of a system or machine) achieving maximum productivity with minimum wasted effort or expense.
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), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
- Chapter two highlights 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 recommendations made of the study
Summary, Conclusion and Recommendation
It is important to ascertain that the objective of this study was to ascertain impact of manpower development and training in efficient management of parastatals. 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 challengesof impact of manpower development and training in efficient management of parastatals
This study was on the impact of manpower development and training in efficient management of parastatals. Four objectives were raised which included: To identify the manpower training and development programme of the power holding company of Nigeria, to determine the impact of this programme on workers performance, to identify the problem which negatively affect the successful implementation of the programme and achievement of the desires result, Make recommendation on ways of ensuring greater successes in future. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staffof power holding company of Nigeria, Enugu state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made of electricians, marketers, senior staffand junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Based on the research finding certain valid conclusion can be drawn at this point. That there is established manpower planning and development policy and programme in the PHCN Enugu but this policy is deficient in terms of programme content and facilities and as such needs to be reviewed. It is the researcher’s opinion that the training function is not fully regarded as a major business function in the organization and as such not accorded that kind of recognition that it desired in the organization. The manpower planning and development section is not professionally equipped and as such cannot contend with the complexion, technicalities, and challenges of modern business
- Given the general atmosphere of indiscipline. Inefficiency and corruption which pervades the organization activities and which has persistently defied almost all therapy, the researcher hereby commend the commercialization of the organization. For this. government withdrew from further subverting the organization thereby making them to be more result oriented.
- Given that the Power Holding Company of Nigeria, Enugu is a highly technical institution, the researcher hereby recommends that the minimum entry qualification should be a credit pass in Mathematics, English and Physics in WASC or its equivalent. This will be followed by a new salary interview of all cadres of workers to be employed. This is to ensure that every staff irrespective of his position or cadre in the organization is literate and as such can be disposed to training without much difficulty. Findings show that the Manpower Planning and Development Policy and programme of the organization is deficient. The deficiency is attributed to certain factors, which includes; government policy, training method, inadequate finance among others. The planning and development is quite deplorable and unfortunate. It is very unfortunate because well planned and developed manpower resources is very central to organization’s success, but where it is incapable or incompetent, the achieveability of the organization’s goal because almost impossible. Consequently, the researcher recommends an immediate review of the training policy and programmes in order to make it more functional and adaptable to the present and future needs of the organization.
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