THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON EMPLOYEE MORALE IN AN ORGANIZATION (A STUDY OF MKPAT ENIN LOCAL GOVERNMENT COUNCIL)
1.1 BACKGROUND OF THE STUDY
Manpower training is very vital for any development of any Organization. Why some organizations take it very serious others take is very lightly. There is always a positive result on the part of any organization that takes up staff training and development very importantly. Any organization that fails to take it manpower training and development very necessary tends to encounter difficulties in attaining its objectives and would find it difficult to compete favourably. There are various training and development procedures that can be undertaken by organization(s). This study is about highlighting the fact that unless training and development of manpower is properly done, objectives will be very difficult to attain in an organization.
Training and development have become the most important factor in the business world today, because training increases the efficiency and the effectiveness of both employees and the organization (Raja, Furqan and Khan, 2011). Training is a systematic restructuring of behaviour, attitude and skills through learning- education, instruction and planned experience. Training is designed to change or improve the behaviour of employees in the work place so as to stimulate efficiency. The cardinal purpose of training is to assist the organization achieves its short and long term objectives by adding value to its human capital. Training and development are not undertaken for the sake of training, but rather are designed to achieve some needs. Therefore, training and development are need based in the sense that they are undertaken to fill some knowledge gap within an organization.
Generally, it has been observed that the environment that hosts the organizations is dynamic. The dynamism of the environment has many implications on the organizations: it is the determinant of the product that the organizations will produce; there must be a market before the organizations will produce a product (Byrne, 2011). Training and development therefore, become necessary.
According to Raja et al (2011) training and development is a very important tool for an organization to compete in this challenging and changing world. Facing fierce competition and ever rapidly changing market environments, large corporations must find ways to improve productivity, efficiency, customer service, staff retention and other key drivers of corporate profitability (training and development) should they want to be more profitable and be competitive in the industry (Vitcet and Nguyen, 2009).
1.2 STATEMENT OF THE PROBLEM
It is ideal for an organization to train their manpower development in view of the fact that employee performance is the ultimate goal of any organization. But it has been observed in an organization that employee whose employers are of lower economic status seemed to show less interest in organization activities. The alarming poor achievement and lack of manpower development by firms and organizations at a time when much emphasis is attached to workshop and seminars is an issue of serious concern. Part of the problems affecting employee performance in any of the organization could be attributed to organization structure or background and socio-economic status (income).
Therefore, many firms both private and public sector of the economy see the direct need to pursue integrated manpower training and organizational objectives. If one recognizes the strategic position of manpower in any organization, then efforts of every organization must be geared towards the double barrels objectives of an effective manpower planning which is a pre-requisite for the attainment of corporate objectives of an organization which in this case is profit-making.
1.3 OBJECTIVES OF THE STUDY
The objectives of this study are to find out the following:
1. To examine the effect of manpower training and development on employee morale in an organization.
2. To examine whether employees’ training and development enhances work efficiency in Mkpat Enin Local Government council.
3. To determine the relationship between employees’ training and development and organizational performance.
4. To find if training program have impacted on employee morale and the organization overall performance.
1.4 RESEARCH QUESTIONS
The following research questions were generated to guide this study:
1. What is the effect of manpower training and development on employee morale in an organization?
2. Does employees’ training and development enhances work efficiency in Mkpat Enin Local Government council?
3. Is there relationship between employees’ training and development and organizational performance?
4. Does training program impacted on employee morale and the organization’s overall performance?
1.5 SIGNIFICANCE OF THE STUDY
The study will help both the government and private sector to bring out or reach out with a lasting solution to manpower training and development on employee performance in an organization. Therefore, this study is of benefit to future researchers on how manpower training and development on employee can help to generate greater productivity and efficiency.
It is hoped that this study would provide information on the remote and immediate course and possible solutions to the manpower development problems as they affect Mkpat Enin local government council. This is also hoped that the findings of this study will contribute to existing knowledge and information on the area of research.
It is also expected that the findings and recommendations of this study will guide Mkpat Enin local government council to establish a formidable manpower development planning.
1.6 SCOPE OF THE STUDY
The study is limited Mkpat Enin Local Government council and upon the research topic which is the effect of manpower training and development on employee morale in an organization.
1.7 LIMITATION OF THE STUDY
The study limitation was inability of management to divulge certain information which they consider sensitive and fear of publication which might be detrimental to their operation.
Distance and its attendant cost of travel in order to obtain information which to write this study was also a major limitation. Another limitation to the study is short time factor which did not give time for thorough research work, hence gathering adequate information becomes very difficult.
Finally, lack of materials on the topic was also one of the challenges faced by the researcher. Therefore, the researcher resolved to seek friendly approach in order to obtain the needed materials or information from the organization under study through the administration of questionnaire.
1.8 DEFINITION OF TERMS
a) Training: Training as an activity which aims to improve and develop the attitudes, behaviour, skills, and knowledge of employees in accordance with the wishes of the company.
b) Manpower: The number of workmen needed for a certain type of work in an organization. It is also a measure of the power of one man at work.
c) Development: The act or action of developing or the state of being developed; a gradual unfolding.
d) Employee: This is defined as an individual who works as part-time or full-time under a contract of employment, whether oral or written, express or implied, and has recognized rights or duties.
e) Performance: The action or act of performing something especially very well of people or machines. It is also the ability to do something.
f) Organization: A group of people with a special purpose, such as a club or business.
g) Productivity: Productivity is defined as the ratio of output (goods and services) and input (labour, capital and management).
h) Management: Its function, it is centered on the running and controlling of the organization, the way the directors perform their function to attain a successful operation.