THE IMPACT OF MANPOWER PLANNING AND DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY
CHAPTER ONE
INTRODUCTION
- BACKGROUND OF STUDY
The most important resource of any organization is its workforce that is, the staff. They are ones that supply the organization with work, talent, drive creativity and as such they are called human resources or manpower of the organization. Once an applicant has been selected and placed properly by his organization, the next step is to transform him to meet the future requirements of the organization. Such transformation is done by means of training and development. For organizational goals and objectives to be attained, effective, proficient and adept human resource is vital and imperative in every outfit. This is because human beings constitute a vital part of any organization, thus, acts, as building blocks and backbones of an organization and determines the level of productivity in the organization.
Abiodun (1999), said human resource are the most potent assets that any organization possesses without them, machinery, equipment, materials and even capital of the company will amount to nothing as nothing gets done without the input of the manpower resource of the organization. Â Â Similarly, Resis (2000) affirming that all activities of any enterprises are initiated and determined by the person that made up these instituting. He said further that the plants, computers, auto mated equipment and all other machines that modern organization uses are unproductive except for human effort and direction. He therefore concluded that every aspect of affirms activity is determined by the competence and effectiveness of its beings. According to Adenuyi (2003), manpower or planning staff training and development is a necessary work activity that mass a very significant contribution to the overall effectiveness and profitability of an organization for Fajana (2002) the effectiveness and profitability of an organization lies on the people whole form and work within the organization.
The observation of Onuka (2006) implies that is the developed human capital of a nation that constitutes its wealth it follows, therefore that employees performances in respect of achieving organizational goals and successes is a function of the quantum of the relevant skills and knowledge, and positive work attitudes they have been able to acquire from constant power planning development programmes whether through committee on the job training ore in house training programmes of out of work training courses they attended. Omole (2004) posits that manpower planning and development involves providing learning and development opportunities, making training intervention and planning, conducting and evaluating raining programms. The need for improved productivity in an organization has become universally accepted phenomenon that depends on efficient and effective manpower development. It has further become necessary. In view of modern global advancement, to invest, in human capital training and development can no longer be over-emphasized. By implication, therefore, the need for organizations to take staff development programme for their employers seriously it has become and undisputable imperative. Absence of such staff development programms in an organization often manifests tripartite problems of incompetency, inefficiency and ineffectiveness. Oribabor (2002) submits that training and development is aimed at developing competences such as technical, human conceptual and managerial for the furtherance of individuals and organizational growth, while Isyaku (2002) postulates that the process  of training and development is a continuous one. Man is dynamics in nature, the need to be current and relevant in all spheres of human endeavored makes staff development a necessity in order to keep track with current event and methods.
Griffin (1998), Ajbade (1993), Adeniyi (1995) and Arikewuyo (1999) hovel all drawn attention of all and sundry to the inestimable value of training and development. According to them, it is an audience to acquire additional and new knowledge, and develop further the skills and techniques to function, effectively in the ever dynamic world in which we belong and live. Thus, training is obviously indispensable not only in the development of the individuals but also in facilitating the productive capacity of the workers and thus that of the company. Training is not coaxing of persuading people to do want is wanted but rather a process of creating organizational conditions that will cause personal to strive for better performances.
1.2Â Â STATEMENT OF THE PROBLEM
The crawl nature of Nigeria entrepreneurs have an they wars reflected on their emphasis on high profitability without sue consideration of the training and developing of the employee that will make this position. This is readily noticed in the Nigeria banking industry when the employees private lives are jeopardized in the course of trying to meet the high demands and targets of the management. Young university graduates who are ignorant of what is happening in the banking industry often fall in this trap and the economy  is not helping matters in any way, its highly time, this problem is visiting and a lasting solution provided for it in the interest of the nation and the corporate bodies. It is against this backup that this study is carried out to investigate the relationship between manpower planning development training and organizational productivity, taking Akwa Ibom State civil service training centered as a case study.
1.3Â Â PURPOSE OF THE STUDY
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