The Role Of Personnel Department In Manpower Training And Development
This study was carried out to examine the role of personnel department in manpower training and development. Specifically, the study aimed at ascertaining the different roles personnel department plays in an organization and to find out if manpower training and development has any positive impact in an organization. The study employed the survey descriptive research design. A total of 50 responses were validated from the survey. From the responses obtained and analysed, the findings revealed that the roles personnel department plays in an organization includes personnel management, personnel recruitment and selections, compensation and incentive management, employee performance and evaluation, staff training and development etc. The findings further revealed that manpower training and development has any positive impact in an organization. The study recommend organizations to develop the employee training within the framework of a comprehensive, ongoing, and consistent employee training program since quality employee training program is essential to keep the staff motivated about learning new concepts and their departments profitable. More so, Personnel departments should also enhance the selection criterion, so that it gives equal opportunity to all categories of workers to be selected for training.
Table of Contents
- Title Page
- Table of Content
- List of Tables
- 1.1 Background of the study
- 1.2 Statement of the problem
- 1.3 Objective of the study
- 1.4 Research Questions
- 1.5 Significance of the study
- 1.6 Scope of the study
- 1.8 Limitation of the study
Review of Literature
- 2.1 Review of concepts
- 2.2 Theoretical Framework
- 3.1 Research Design
- 3.2 Population of the study
- 3.3 Sample size determination
- 3.4 Sample size selection technique and procedure
- 3.5 Research Instrument and Administration
- 3.6 Method of data collection
- 3.7 Method of data analysis
- 3.8 Validity and Reliability of the study
Data Presentation and Analysis
- 4.1 Data Presentation
- 4.2 Answering Research Questions
Summary, Conclusion and Recommendation
- 5.1 Conclusion
- 5.2 Recommendation
1.1 Background of the study
The success of every organization is majorly dependent on the manpower training and development they carry out. Although technology and the internet have enabled global collaboration and competition, employees are still the organization’s competitive advantage. Manpower training and development enables employees to develop skills and competence necessary to enhance bottom-line results for their organizations.
Organizations are established for a purpose. The purpose of any organization is being achieved by man who is the source of existence of the organization. Hence, the necessity for staff training and development. Manpower training and development seeks to improve the performance of work units, departments, and the whole organization. It looks in depth at where an organization stands in comparison to where it hopes to be in the future, and develops the skills and resources to get there. The ultimate goal of staff training and development is to enable the organization to grow stronger in achieving its purpose and mission.
Organizations in order to enhance efficiency and effectiveness embark on the human resource development; equipping individuals with the understanding, skills and access to information, knowledge and training that enable them to perform effectively, organizational development which entailsthe elaboration of management structures, processes and procedures, not only within organizations but also the management of relationships between the different organizations and sectors (Public, Private and Community); and institutional and legal framework development that deals withmaking legal and regulatory changes to enable organizations, institutions and agencies at all levels and in all sectors to enhance their capacities (Abiodun, 1999).
The recognition that human resources are value means for improving productivity as the most valuable assets of any organization since the management of other resources (e.g. information resources, material resources e.t.c) entirely depends on it, this study was based on how those assets could be developed.
The importance of training and development is very crucial given the growing complexity of the work environment, the rapid change in organizations and advancement in technology, among other things. Training and development helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities and adapt to changing conditions.
Training both physically, socially, intellectually and mentally is very essential in facilitating not only the level of productivity but also the development of personnel in organizations. Therefore, training can be put in a context relevant to school administrators. However, knowledge is the ability, the skill, the understanding, the information, which every individual requires in order to be able to function effectively and perform efficiently.
Abiodun (1999) submitted that training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. It can take place in a number of ways, on the job or off the job; in the organization or outside the organization. Adeniyi (1995) observed that staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. He therefore provides a systematic approach to training which covers the main elements of training.
Man is dynamic in nature, the need to be current and relevant in all spheres of human endeavours make staff development a necessity to keep track with current event and methods. Griffin (1978), Ajibade (1993), Adeniyi (1995) and Arikewuyo (1999) have drawn the attention of the entire sundry to the inestimable value of Training and Development. It is an avenue to acquire more and new knowledge and develop further the skills and techniques to function effectively.
Pitfield (1982) is of the opinion that the objectives of training are to; provide the skills, knowledge and aptitude necessary to undertake required job efficiently and develop the workers so that if he has the potentials, he may progress, increase efficiently by reducing spoilt work, misuse of machine and lessening physical risks.
Scholars, experts, social scientist and also school administrators now recognize the fact that training is obviously indispensable, not only in the development of the individuals but also facilitates the productive capacity of the workers.
1.2 Statement of the problem
In Nigeria, inefficiency is a very serious problem that needs to be addressed urgently. Europe faced this same problem in the 18th and 19th centuries and writers such as Max Weber (1947), Vroom (1970), and a host of others were able to address the issue of how organizations can increase output and improve efficiency.
Most organizations find it difficult to identify the training needs, and even where the need is recognized, a lot of time and money is committed to staff training and development. The exercise is often either in-appropriate, haphazard or premised on a faulty diagnosis of organizational training needs. In other situations, where training happens to occur, deployment of staff so trained may be without regard to the skill the staff acquired, leading to frustration of personnel so trained and also general inefficiency in the system. Public enterprises in Nigeria are fond of this practise (Onah 2008). The workforce is generally under-tapped, under-utilized and therefore falls short of its anticipated contributions to the realization of organizational goals. It is appalling to note that mangers in Nigeria have paid little or no attention on staff training programmes often manifest tripartite problems of incompetence, inefficiency and ineffectiveness. Numerous scholars have been writing on how efficiency, competence and effectiveness can be achieved through training.
Among other scholars that highlighted the usefulness of training are Graig (1976), Akintayo (1996), and Oguntimehin (2001). They identified the functions of training as follows; increase productivity, improves the quality of work, improves skills, knowledge, understanding and attitude; enhance the use of tools and machine; reduces waste, accidents, turnover, lateness, absenteeism and other overhead costs, eliminates obsolesce in skills, technologies, methods, products, capital management etc. It brings incumbents to that level of performance which needs the performance for the job; enhance the implementation of new policies and regulations; prepares people for achievement, improves man-power development and ensures the survival and growth of the enterprise.
However, in light of the above expositions, this study seeks to investigate into the role of the personnel department in manpower training and development.
1.3 Objective of the study
The main objective of this study is to investigate the role of personnel department in manpower training and development. Other specific objectives are:
- To find out the role played by the personnel department in an organization.
- To examine if manpower training and development has any positive impact in an organization.
1.4 Research Questions
This research seeks to answer the following questions:
- What role does the personnel department play in an organization?
- Does manpower training and development have any positive impact in an organization?
1.6 Significance of the study
The significance of this research work, lies in its contribution to the literatures on human resource training and development. This research work would largely complement our broad based knowledge on the nature, functions, objectives and character of manpower resources training and development. In other words, it would serve as a primary source of data to readers and researchers.
Theoretically, the research work would also stimulate future readers in the task of complementing the work already done. For this reason, the study will add to the body of knowledge and as well aid the organizations in understanding the abysmal conditions shrouding most human resources training and development policies.
It is hoped that, apart from the research work enriching existing literatures on human resources training and development, it will be of immense benefit to future researchers and scholars in the quest for additional knowledge.
At the practical level, it will serve as a guide to practioners in the field of public administration especially in the formulation of policies on human resources training and development. The research work will in this manner, serve as a guide for policy instruments.
1.7 Scope of the study
This study focus on finding out the roles played by the personnel department on training and development and to find out the impact of training and development in an organization. The staff of First Bank Plc, Lagos state were used as the case study.
1.8 Limitation of the study
Finance, time and availability of materials were the major constraints the research encountered while carrying out this study.
Conclusion and Recommendation
In this study, our focus was to carryout a critical analysis on the role of personnel department in manpower training and development. The study specifically was aimed at ascertaining the different roles personnel department plays in an organization and to find out if manpower training and development has any positive impact in an organization.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent are active workers First Bank Plc in Lagos State.
The findings revealed that the roles personnel department plays in an organization includes personnel management, personnel recruitment and selections, compensation and incentive management, employee performance and evaluation, staff training and development etc. the findings further revealed that manpower training and development has any positive impact in an organization.
Based on the responses obtained, the researcher proffers the following recommendations:
- Organizations needs to develop the employee training within the framework of a comprehensive, ongoing, and consistent employee training program. This quality employee training program is essential to keep the staff motivated about learning new concepts and their departments profitable.
- Organizations should encourage good and quality training programme since it is responsible for employee’s efficiency and effectiveness in their work place. Good and quality training programme such as on the job training, organizing of seminars and orientations periodically, etc., can help to improve the employees performance.
- Personnel departments should also enhance the selection criterion, so that it gives equal opportunity to all categories of workers to be selected for training.
- Since the technological innovation affects the content, nature and training needs of the organization, the company should develop the employees with technology knowledge.
- The training policy of organizations should be enhanced so as to be able to help increase the employees performance.
- Training is also a motivational technique; the workers are motivated when they discover the resources the company brings out for their training. The company should ensure that the training programme is done regularly.
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