THE IMPACT OF TRAINING AND MANPOWER DEVELOPMENT ON WORKERS PERFORMANCE (A CASE STUDY OF MINISTRY OF YOUTH AND SPORTS)
CHAPTER ONE
GENERAL INTRODUCTION
- THE BACKGROUND OF THE STUDY
The supply and retention of capable hands experienced, talented and quality personnel rest on adequate manpower training and development.
According to Ibanga (2012) manpower development is they process of determining the right number and quality of staff an organization would need over a given period of time and setting in motion the machinery for obtaining such staff without recourse to panic measures. From the definitions manpower development entails defining the present need and estimating the future needs of manpower in an organization to meet and manage changes in terms of technical known how.
Chandler and Plano (2010) define manpower development as the process by which an organization ensures that it has the right number of people and the right kind of people in the right places, at the right time, doing the right thing to serve the purpose of the organization. It is therefore a strategy for procurement, development. Allocation, utilization and maintenance of human resources of an enterprise on organization
This study is upon to determine the concept of training and manpower development on workers performance with particular reference, productivity as well as identifying the various obstacles and problems of training and manpower development in ministry of youth and sport and organization at large.
Viewing training and development from other angle, Udo Udo-Aka (2013), defined training as the development of specific and attitudes needed at job to maximize the productivity of the individual and improve the overall organizational efficiency
One obvious fact to note in Udo Udo Aka’s definition is that training and manpower development is an organized procedure by which people acquire knowledge and skill for a define purpose. The objective of training and manpower development therefore is to effect a change in behavior (position) of organizational goals-increase productivity.
Although the researcher agrees with Udo Aka’s definition, many organization regard training and manpower development as an extra activity to be supported only if there are surplus money to embark on it. The normal situation should have been, the regard for training and manpower development should be necessary tool that must be accomplished each year according to a given budget provision specially made for it. This abnormality actually informed the researcher the need to embark on this project to create awareness and regards for training and manpower development.
Also along the same line of thought, Mc and Thayer (2011) defines manpower development as the formal procedures which an organization uses to facilitate employees learning so that their resultant behavior contributes to the attainment of the company’s goals and objectives.
Dr. Sunday Ibanga in his book “Human Capital Management also contribute that employee training and manpower development, aim at improving and enhancing the output of organizations both quantitatively, qualitatively. Through systematic training and manpower development, organizations employees are equipped with appropriate knowledge, skills, abilities and attitudes relevant to the cost-effective performances on the job.
Findings revealed that officers at ministries are strictly reliance on rules and regulation, and also the head of department partake to a very large extent to the performance appraisal of employee in the ministry. Furthermore, the findings revealed that some of the appraisers were influence by the reaction of employees to the result of their performance.
Consequently, the work recommends that ministries should provide adequate training and manpower development programmes to enable them perform their duties objectively and successfully. And also heads of department should partake in training and manpower development of employees for the goals and objective of the organization. And they should try “years of experience at work” as part of criteria for their appraisals.
Finally, the research work concluded that the ministry of youth and sport Akwa Ibom State should endeavour to design good policies and programme development of employee in such a way that the basic aims and objectives at the ministry will be achieved.
1.1 THE STATEMENT OF THE PROBLEM
Training and manpower development is very important for the success of any organization. Any organizations that fail to embark on this programme is bound to fail.
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