• Introduction

There are a number of factors that contribute to the success of any organization these factors include capital, equipment, manpower etc. All these factors are important but the most significant factor is the human factor. Since it is the people that will put the other resource to work, it should be viewed as such by management by giving it due attention in order to achieve its organizational goals and objectives.

Manpower planning aimed at ensuring the right job at the right time. This involves formulating a forward looking plan to ensure that the necessary human effort to make it possible for the survival and growth of the organization. Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to series of activities, which an enterprise would embark upon to improve its managerial capacity. Manpower development is important in any discussion of strategic human resources management.

These emphasis on manpower development is influenced by the belief that it is now desirable to focus more attention on area which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment, if it is to earn loyalty, dedication, involvement and commitment. The main objective of setting up a company is to make profit and to active this organizational goals, adequate manpower planning and development programme should be put in place to enhance performance.


  • Statement of the research problem

The human resource (manpower) is considered the most critical to any organization survival of a truism that adequate supply of material and financial resources that utilizes these available resources to bring about the desired goals.

However, most organizations plans meticulously for their investment in physical and capital resource and these plans are reviewed with utmost attention to detail while rarely do such organization pay attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmed.

The very few organization that give thought to this very important aspect of staffing functions do so with lack of seriousness, all round attention and continuity, the programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management forwards training and manpower development. There had been a progressive decline in the ability of manpower to cope with the challenges that attend the necessary to compete effectively.

Since the early 1960, the human factor of production of manpower as it is alternatively called has increasable been recognized as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although, it might be tempting to attach more importance 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 exploit them in order to achieve the objective of the organization, thus, the human factors is the main stay of the organization.

In other words, the success of an organization depends on the ability and expertise of these who operate it both at the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge they posses and training received.

According to Harbison, F. H. (1973:p9) human being constitutes the ultimate basis of a nation’s wealth. This proposition applies to the organization, which implies that with daily increase and complexity in the organizational activities and the problem of ensuring optimum productivity which is fast becoming a challenge as well as imperative for the management of organization, thus, training and development of staff on whom the huge responsibility of furthering these goals rest, must take top priority if the organization must continue to enjoy maximum performance from the staff.

Over unfolding new dispensation in the industry, in the circumstance, what we find is that the rise in industrial output is inconsequential in spite of that now exit in industrial activities.

It is the opinion of industry observes that the poor performance of the organization-workers follows from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of performance training and development on organizational performance of this mission, however, the researcher used seven-up bottling company as a reference.


  • Research questions
  1. Are the employees of the seven-up bottling company satisfied with quality of the selection and interview procedure?
  2. Are the employees of the seven-up bottling company satisfied with the placement and promotion procedure?
  3. Are these training programmes for the employees?
  4. How adequate in terms of content and relevance, are these training programme relevant?
  5. Has the promotion process in the seven-up company improved employee’s performance?
  6. Are the employees of the seven-up utilized after their training?


  • Objective of the study
  • To conduct and empirical investigation through a review of the manpower planning and development policy of the seven-up
  • To access the staff recruitment, selection and training programmes from it, establish some relationship between these programme and problem enumerated
  • To highlight the need for manpower planning and development in the company
  • To identify some techniques of manpower training and development in the company and their relevance to the company need and the industry at large
  • To establish the relationship between person training and development and staff performance
  • To correct the belief that in this age of computerization and technological development, all the business units need to survive in the acquisition of up to date capital equipment of its human resources.
  • To proffer solutions to the identified problems


  • Significance of the study