THE MANPOWER PLANNING AND STAFF DEVELOPMENT IN OIL INDUSTRY A CASE STUDY OF WATER CORPORATION ENUGU STATE

ABSTRACT
The study of manpower planning and staff development in oil industry.Total Oil Enugu, Nsukka branch as a case study. The data for the study were collected from both primary and secondary sources. The data were analyzed using simple percentages. The study reveals that Total Oil Enugu Nigeria is very effective in training and development of staff in the organization. The study suggested the following recommendations; appointment in the management and other decision making position should be properly advertised on daily newspapers, in other to attract better qualified personnel.


TABLE OF CONTENTS
Title page – – – – – – – – – i
Approval page – – – – – – – – – ii
Dedication – – – – – – – – – – iii
Acknowledgment – – – – – – – – iv
Abstract – – – – – – – – – – v
Table of contents – – – – – – – – – vi
Chapter One:
1.0 Introduction – – – – – – – – 1
1.1 Background of the study – – – – – – 1
1.2 Statement of problems – – – – – – – 5
1.3 Research questions – – – – – – – – 5
1.4 Objectives of the study – – – – – – – 6
1.5 Significance of the study – – – – – – – 7
1.6 Scope and limitations of the study – – – – – 7
1.7 Definition of terms- – – – – – – – 8

CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction – – – – – – – – 10
2.1 Objective of manpower planning – – – – – 12
2.2 Method of staff training – – – – – – – 15
2.3 Guides to management of staff development – – – – 18
2.4 Manpower forecast – – – – – – – 20
2.5 Staff Development limitation – – – – – – 23
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction – – – – – – – – 30
3.1 Method of data collection – – – – – – 30
3.2 Population and sample size – – – – – – 31
3.3 Population and sampling techniques – – – – – 31
3.4 An Overview of the Study Area – – – – – 32
3.5 Method of data analysis – – – – – – – 33
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Introduction – – – – – – – – 34
4.1 Data presentation – – – – – – – – 34
4.2 Data analysis – – – – – – – – 36
4.3 Findings – – – – – – – – – 40
CHAPTER FIVE: SUMMARY, CONCLUSION
AND   RECOMMENDATIONS
5.0 Introduction – – – – – – – – 43
5.1 Summary – – – – – – – – – 43
5.2 Conclusion – – – – – – – – – 44
5.3 Recommendations – – – – – – – 45
References
Appendix

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Manpower planning and staff development is an essential asset in the growth and development of any organization. The success or failure of any nation or organization depends largely on human resources of that nation or organization. No nation or organization can carry out any of its development programmes without adequate and competent manpower. The vital role of manpower comes into focus both in times of peace and crises.
Among all the resources at the disposal of any nation or organization hold the key to its survival, prosperity and future economic and social development. In order to achieve the goal of development, effective manpower planning is very essential because in every area and at every stage of development the human factor is very crucial.
Manpower planning and staff development could be described as the process of determining the policies and programmes that will develop, utilize and distribute the human resources with a view to achieving an organization’s broader aims of social, economic and political development. This also involves the training for the acquisition of skills of the employees in the organization for positive and increase in productivity.
The important of manpower planning and staff development in the business would need not to be overemphasized from the general outlook of the discipline and from what could be inferred from the established definition of manpower planning and staff development. It has a lot to do with human element in the organization. Manpower planning is an indispensable activity in any nation or organization striving for development because without human element, there will be virtually no organization and without the proper human elements, organization will not operate to the optimum.
Moreover, in Nigeria recently, development in most government education establishments, educational institutions and companies have shown that there are clear needs for manpower planning and staff development.

Reference could be made to prior and after the promulgation of the indigenization decree in 1972; again experience from developed nations such as Germany, America, France and USSR has shown the important of manpower planning in the life of any nation. These serves as a spring board for more companies to really engage in manpower planning and staff development.
By and large, it is important to mention at this point that there is no need citing more instances for Nigeria establishment since we shall carryout a case study on Water corporations.

BRIEF HISTORY OF WATER CORPORATION, ENUGU STATE

The story of Total Oil Nigeria Nsukka branch Enugu State dates back to 1920s with the creation of Campaign Francaise des Petroles (CFP). Total Oil production activities in the idle east began in 1924. In 1929 they embarked on exploration work in other countries to discover and develop new resources. They started building their chemical businesses in the 1960s at the same time their retail network continued to expand, growing into the global operation it is today.
Total Oil Nigeria Plc is a marketing and services subsidiary of total, a multi-national energy company operating in more than 130 countries and committed to providing sustainable products and services for its customers. For over 50 years, Total Oil Nigeria Plc has remained the leader in the downstream sector of the Nigeria oil and gas industry with extensive distribution network of over 500 services stations nationwide range of top quality energy products and services.