THE IMPACT OF MANPOWER TRAINING AND DEVELOPMENT ON THE PRODUCTIVITY OF AN ORGANIZATION (A CASE STUDY OF UNIVERSITY OF UYO)
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The human resource in the University of Uyo represents the personnel that are essential for the smooth running of the institutions. Human beings are central resources of every organization.
It is the human resource that drives all the other organizational resources without employees the organization cannot achieve anything. Human beings are one of the most valuable resources in any organization.
Employees vitalize their skills and experiences to revolutionize the organization and being about positive and huge rewards the effectiveness and competitiveness of the University of Uyo is determined not only by technology and other resources, but to a great extent is determined by an effective human resource. Undoubtedly, organizations need good and quality man-power to thrive. And public institution such as University of Uyo especially require intelligent, highly skilled and dynamic individuals.
The quality and caliber of personnel will determine the institutions output and success. Human resource planning is the estimation of the quality and quality of employees required by an organization in the present and future time. Walker (1990) defined human resource planning as a process of analyzing an organizations human resources needs under changing conditions and developing the activities necessary to satisfy these needs.
In summary, human resource planning as a concept involves critical analysis of supply, demand, surplus, shortages, wastages and utilization of human resources. Basically, there are two types of human resource planning namely:
Micro-human resource planning and macro-human resource planning. The former is the one that takes places at organizational level while the later is the one that place at national level. Bankole (2011).
Human resources development is a process of intellectual and emotional achievement. Through provision in which people can flow on their jobs. It relates to series of activities which an enterprise would embark upon to improve its managerial capacity.
Human resource development is important based on discussion on strategic human resources management emphasizing on human resource and development influences by the belief that it is now describable to focus more attention on areas which in the past had been neglected because every organization regardless of its size must provide for the needs, interest and desire of it employee within the work environment, it its to earn loyalty, dedication and commitment necessary to complete effectively.
Since 1960, the human factor of production or human resources as I is alternatively called has increasingly been recognized as the most critical resources of the factors without which an effective utilization of all other factors remain a dream importance was attached to the availability of physical resource such as capital and equipment, undermining that they are mere passive factors of production, which depend on human intellectual which is the active agent to explore them in order to achieve the objective of the organization depend thus the human factor (Manpower) is the main stay of the organization depend on the ability and expertise of those who operate it both at the managerial and other levels of operation which stem from the knowledge they acquired and training received. Bankole (2011). Human resource management is based on the efficient utilization of employees in achieving two main goals within an organization.
The first goals is to effectively make use of the talents and abilities of employees to achieve operational objectives of the organization.
The second goal is to ensure that the employees are satisfied with both the working environment and the compensation and benefits that they received Talim (2008). The human resource perspective does not consider human being as just business resources, but it views workers as willing to contribute to the organization’s productivity.
It also averse that the main obstacles to their endeavors are lack of knowledge, insufficient training and failure of processes. Anaeto S. G. etal (2009). The challenges on daily increase and complexity in the organizational activities towards ensuring optimum productivity it is incumbent on the management to embrace training and development of staff on whom the huge responsibility of furthering these goals must take priority of the organization must continue to enjoy maximum performance.
1.2 Statement of the Problem
Human resources (Manpower) are the backbone of any organization. Adequate supply of material and financial resources coupled with manpower enhanced desired goals. Most organizations invest more on material and financial resources than the manpower. Capital and equipment take the chunk of the budgetary allocation to the detriment of human resources (manpower) in terms of sustained training and development programmes. Few organizations that give thought to this, do with lack of seriousness, all round attention and continuity.
The programmes are executed once in a blue moon coupled with copsided content and staff participation as a result of lukewarm attitude of management towards training and manpower development. Thereby causing progressive decline in the ability of manpower to cope with the attendant challenges. It is disheartening that the rise in industrial out put is in consequential in spite of the enormous wave of modern technology that now exist in industrial sector in the opinion of Nejemoah (2001) posited that the poor performance of the organization works stem from their inability to keep abreast with the new technological current following the absence of appropriate and sufficient staff training.
Against this background that the researcher considered the research topic.
1.3 Objectives of the Study
The formulated objectives of the study were as follows:
- to identify training and manpower development programmes in University of Uyo.
- to determine the seriousness of University of Uyo in issues of training and manpower development.
- to examine the problems controlling University of Uyo in training and manpower development.
- to find out the impact of training and manpower development programmes in University of Uyo.
1.4 Research Questions
The formulated research questions for the study were as follows:
- Are there training and manpower development programmes in University of Uyo?
- What is the role of University of Uyo in issues of training and manpower development?
- Are there problems confronting University of Uyo in training and manpower development?
- What is the impact of training and manpower development programmes in University of Uyo?
1.5 Research Hypothesis
The formulated research hypotheses for the study were as follows:
Ho: There are no training and manpower development programmes in University of Uyo.
Hi: There no training and manpower development programmes in University of Uyo.
Ho: There are no problems confronting University of Uyo in training and manpower development
Hi: There are problems confronting University of Uyo in training and manpower development
1.6 Significance of the Study
The evaluation of impact of manpower training and development of the productivity in University of Uyo when used effectively functions beyond service, policies and public relations etc.
Based on this premise that the government monitors the activities of educational sector and provides the necessary infrastructure for optimum services to the public in spite of government positive disposition to this sectors, there are some doubts as to the quality of services rendered by the University of Uyo to its customers in particular and nation in general.
In this wise, the study investigates the factors militating against University of Uyo towards achieving its set objectives. On human resources base, quality of staff and their suitability with the aim of developing training programme to enhance their performance.
The outcome of this study will be specifically useful to school administrators, captains of industry. It will equally be of an immense relevance post graduates, graduates and undergraduates and will promote socio-economics sector in Nigeria. It will also serve as intellectual material for references purpose and for further studies.
1.7 Scope of the Study
The study is delimited to impact of manpower training and development of the productivity of University of Uyo, Uyo. Akwa Ibom State. Nigeria.
1.8 Limitation of the Study
This study focuses attention on “impact of manpower training and development of the productivity in University of Uyo” it is to determine the level of appreciation of the training and manpower development of the productivity in University of Uyo towards services, policies and human relations respectively.
Several factors impacted this research study even though it was accomplished. Several visits the University of Uyo depleted the finances of the researcher. It took the management two weeks in granting the researcher Gudience Bureacratic bottle neck was demonstrated glaring by the management to endorse the letter of introduction to administrative officer for information and necessary action questionnaire distribute to the respondents (staff and students) were received grudgingly and took the researcher two weeks to retrieve from some of them while those retrieve were not properly filled.
Researcher made additional cost of production of questionnaires to meet the required number which serves as the population for the study. Some of the resource person were evasive during the interview on know issues which serves as impediments toward collecting full scale information.
