Man-Power Training As An Aid To Management In Business Enterprises (A Case Study Of Emenite Nigeria Limited Enugu)

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Man-Power Training As An Aid To Management In Business Enterprises (A Case Study Of Emenite Nigeria Limited Enugu)


Abstract


The purpose of this research work is to evaluate how manpower training programme contribute in aiding management in achieving the organizational objectives or goals.

It is equally believed that recommendations of this research work will be useful to most business organizations especially Emenite Nigeria limited Enugu.

This research work was presented in three chapters; chapter one, deals with the introduction which contains the background of the study brief history of Emenite Nigeria limited Enugu; inclusive is the statement of the study objectives of the study and definitions of important terms.

Chapter two, deal with the literature review while chapter three treated the research design and methodology, presentation and analysis of data were treated.


Chapter One


Introduction

1.1 Background of the Study

Nigeria like most other developing countries has had her fair share of the problems of training. One of the areas in which problem have been posed comes as the main focus of this work. ‘The manpower sector’ simply defined manpower is the basic resource of any productive process. It combines all other factors of production to produce goods and serves which are beneficial to mankind.

Nwachukwu (1982 : 14) recounted Kuznet’s assertion that “The major capital stock of any industrially advanced nation is not its physical equipment rather, it is the body of knowledge collected from tested findings discoveries, empirical science and the capacity and training of its population to use its knowledge”.

Ojo et al (1986 : 41) also stated the words of the late American president John F. kennedy in his first manpower report as follows:

“Manpower is the basic resource. It is the indispensable means of converting other resources to mankind’s uses and benefit. Howe well we develop and employ human skills is fundamental in deciding how much we achieve as a nation. The manpower in which we do so moreover with profoundly determine the kind of nation we become”.

The inability of any third world country to achieve full industrialization can be attributed to problems of manpower training. The process of manpower training in Nigeria has been surrounded by numerous difficulties which makes it almost impossible for industries to perform satisfactorily.

The area of manpower training being the proper use of workforce has also been posed with crucial problems. These problems can also be looked at as manpower training problems as manpower training is an integral part of manpower development.

A one-time secretary general of the United Nations Mr. U. Thant in his report the third (3rd) session of UNESCO in 1967 listed some problem areas thus

  1. Matching existing skills with effective demand for skills
  2. Use of skills required
  3. Popular participation in training
  4. Increased involvement in the economy by certain potentially productive groups in the population.
  5. Loss of skilled persons through temporary or permanent emigration.

Occurrence of the above listed problems are very minimal in more advanced countries unlike in third world countries where here exist high levels of unemployment, loss of skilled personnel through emigration and so many other problems arising from the ineffective training of manpower.

All these problem constitute part of the barriers between third world countries and industrialization. Coming down to the organizational level, the problems are largely similar but only differ in scope. Organizational problems are a lot narrower in scope than national problems.

However, in business organizations, manpower is an important factor that enables the organization grows which make sit more necessary to develop and utilize manpower. In other words manpower training plays an important role in the growth of business organizations.

In the course of this study, we shall try to investigate the causes of problems in a number of selected business firms. Solutions and recommendation will be given s to how best the alleviate these problems based on the findings.


1.2 Statement of the Problem

From the foregoing, it can be said that growth and productivity of any organization is largely dependent on human performance. However due to the dynamic nature of our society, new technologies come up everyday and old ones become obsolete. This is particularly true of Nigerian business organizations who have to keep up with every day changes in technology.

These organizations are faced with a problem in effectively developing manpower to keep up with the continually rising pace of development. Also encompassed here is the problem of using already available skilled and semi-skilled manpower to achieve optimal result. All these the workers’ strive for self and career development and thus the productivity of the organizations. Since countries become more advanced economically and technologically, they become more vulnerable to under motivated workers and managers social values are shifted away from work as the most important thing in town towards a balanced view of self development, family development and career development.

In a nutshell, the inability of organizations to effectively develop and utilize the human resources available to them has reduced to a great extent, its ability to adhere its objectives. This is the problem that this research sets out to tackle.


1.3 Purpose of the Study

This study is being carried out to achieve a number of objectives of which are:

  1. Ascertain whether manpower training plays a significant role in the effective management of an organization.
  2. Identify the factors militating against manpower training in an organization.
  3. Determine whether manpower training enhances workers performance in the organization.
  4. Ascertain whether training exercise positively affects the performance of an organization.

1.4 Research Hypotheses

In pursuit of the research purpose of this study, the following hypotheses have been formulated.

  • H01: Manpower training does not play any significant role in the effective management of an organization.
  • H02: Manpower training does not enhance workers performance in the organization.
  • H03: Training exercises does not positively affect the performance of the organization.

1.5 Significance of the Study

For manpower training programe to be effectives its objectives, benefits and process must be clearly understood. Thus, if this programme is properly undertaken or carried out it will lead to increase in the effectiveness, efficiency and productivity of the workers which contribute to the achievement of the organization goals.

Moreover, the findings and recommendation to be made from this study will be very useful to the student of business administration and management as will as others in related fields. The study will also be useful to Emenite Nigeria limited Enugu in terms of implementation and subsequent research by the management of the organization.


1.6 Scope of the Study

This study is focused on man-power training as an aid to management in business enterprises. The study will be carried out in Emenite Nigeria limited Enugu State.


1.7 Limitation of the Study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, and the attitude of the respondents. However, the researcher were able to manage these just to ensure the success of this study.


1.6 Definition of Terms

i. Development:

This deals with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

ii. Effectiveness:

This simply means doing the right things well.

iii. Efficiency:

This means doing it right .

iv. Manpower:

This involved all employees organization ranging from chief executive down to line.

v. Organization:

This is an economic establishment set up with the aim of maximizing profit.

vi. Productivity:

This is a measurement of the efficiency of production, a ratio of output to input keg 10 unit per manpower.

vii. Training:

This is the systematic process of altering the behavior of employees to synchronize with organizational goals.

viii. Evaluation:

This is the weight of an individual fitness for a job in terms of the job, duties or requirement.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on man-power training as an aid to management in business enterprises using Emenite Nigeria Limited Enugu as case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was onman-power training as an aid to management in business enterprises using Emenite Nigeria Limited Enugu as case study.The study is was specifically carried out to ascertain whether manpower training plays a significant role in the effective management of an organization, identify the factors militating against manpower training in an organization, determine whether manpower training enhances workers performance in the organization, and ascertain whether training exercise positively affects the performance of an organization.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 77 responses were validated from the enrolled participants where all respondent are employees of Emenite Nigeria Limited Enugu State.


5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. Manpower training plays a significant role in the effective management of an organization.
  2. Manpower training enhances workers performance in the organization.
  3. Training exercises positively affects the performance of the organization.

5.4 Recommendation

Based on the findings the researcher recommends;

  1. Human Resource Managers and supervisors should make room for some input from employees regarding their training needs to ensure selection is fair and reflective of these needs.
  2. Stakeholders should ensure effective training design to enhance the status and self-fulfillment needs of the employees.
  3. Organizations and their training partners should adopt effective training delivery styles to ensure participants of training programs maximize the opportunity and contribute significantly to driving performance, growth, and competitiveness on the regional and global market.
  4. Management should ensure that training is considered a priority as it is a major confidence booster for employees and directly improves their overall performance.

Man-Power Training As An Aid To Management In Business Enterprises (A Case Study Of Emenite Nigeria Limited Enugu)


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