MANPOWER DEVELOPMENT AND WORKERS PRODUCTIVITY
(A CASE STUDY OF AKWA IBOM STATE POLYTECHNIC, IKOT EKPENE)
1.1 BACKGROUND OF THE STUDY
An organization requires specialized personnel in all fields who are trained in order to achieve its set goals and objective. Therefore, training could be seen as an act of educating, instructing, which could enhance one’s given ability to perform more competently in one’s given field of specialization. This training involves the knowledge of managerial, technical, scientific and other skills which can be employed for creating, operating and maintaining the various areas of activities in an organization.
According to Herbison, (1973) human beings constitute the ultimate basis of a nation’s wealth. This proposition applies that with daily increase and complexity the organizational activities and the problem ensuring optimum productivity which is fast becoming a challenge well as imperative for the management of organization. Thus, training and development of staffs on whom the huge responsibility of furthering these goals rest, must take to priority if the organization must continue to enjoy maximum performance from the staffs.
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 organization of strategic management.
These emphasis on manpower and development is to influence by the relief it is not desirable to focus more attention on areas 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 employees within the environment, if it must earn loyalty, dedication, involvement and commitment necessary to compete effectively (Julius 1978; Nnoli 2003).
Since the early 1960, the human factor of production of manpower as it alternatively called, has increasable been recognized as the most critical resources of the factors without which an effectively utilization of all other factors remain a dream. Although, it might be tempting to attach more importance a availability of physical resources such as capital and equipment acknowledgement that they are passive factors of production which depends on human intellectual which is the active agents to exploits them in order to achieve the objective of the organization. Thus, the human factors (manpower) are the main stay of the organization. Njoku (2003).
In other words, the success of an organization depends on the ability and expertise of those who operate it both at the managerial and lower level of operations, such ability and expertise usually stems from the knowledge they possess and training received. Okorie (2000).
There is general belief of wrong attitude to wrong work in an organization this is borne by the fact that management employs administrative staffs who have little or no little administrative background without finding out if the abilities of these personnel would be properly utilized in organization. For instance, the main objective of setting up a company is to make profit and achieve its organizational goals, adequate manpower development programmes should be put in place to enhance performance.
1.2 STATEMENT OF THE PROBLEM
It is observed that most organizations are faced with the problem of training its staffs and also designing appropriate and careful training programme and how the training should be conducted and they also lack proper planning of human resources which should be carried out effectively. If the bulk of the staff is poorly educated, inadequately trained and largely unskilled. No increase in number of such a labour force would stimulate progress, unless the quantities of workers are improved by manpower development. One of the major problems faced by most organizations is the inherent lack of devotion to work and lack skilled.
Moreover, the problem is that manpower in most organizations has not recognized that much available talent is not being effectively employed. That is, it is waste on jobs which cannot be increasing create awareness that people are critical to resources that may be directly affect the corporate survival and productivity of an organization.
Therefore, management of any organization should transformed people so that they can contribute more effectively to economic development which is the primary concern of all organizations. Because of its importance to production and development, organizations should make the great use of their “chief assets” other than increase the number of workers in an attempt to increase production, to this end, the study intends to address some of the problems faced by the organizations such as Uyo city polytechnic, Uyo. The area of manpower development which is the panacea of workers productivity in an organization.
1.3 OBJECTIVES OF THE STUDY
Under this study, the following objectives were formulated:
1. To find out if manpower development in Uyo city polytechnic is
2. To examine the manpower development and workers productivity in Akwa Ibom State polytechnic, Ikot Ekpene.
3. To set out strategies to be adopted by the by workers in order
to achieve the basic objectives in Akwa Ibom State polytechnic, Ikot Ekpene.
4. To identifies some techniques of manpower training and development in the institution.
5. To find out if the right people are assigned to their right jobs.
1.4 SIGNIFICANCE OF THE STUDY
This study will reveal the important of manpower development and will be of benefit not only to the management of Akwa Ibom State polytechnic, Ikot Ekpene, Akwa Ibom State but also to similar organizations. It is also help in providing management practice in problem identification, problem analysis, decision-making and skills impartation. It will also encourage flexible thinking and demonstration in solving the problem of manpower development.
This will go a long way in providing jobs satisfaction and services as motivation towards realization of individual aspiration, it will also relevant to the human resource development department in the formulation of policies relating to training and development of personnel and for the government, to ensure adequate training and know-how to improve the economy as a whole.
1.4 RESEARCH QUESTIONS
Based on this study, the following questions were formulated:
1. Is there any effective development of manpower in Akwa Ibom State polytechnic?
2. Is there any significant strategies adopted by the workers in order to achieve their objective in Akwa Ibom State polytechnic?
3. Is there any technique of man power training and development in the institution?
4. Does staff in Akwa Ibom State polytechnic assigned to their right job?
5. Is there any man power development and workers productivity in Akwa Ibom State polytechnic?
1.5 RESEARCH HYPOTHESES
The following hypotheses were formulated for the study:
Ho: There is no significant strategy to be adopted by the workers in Akwa Ibom State polytechnic in order to achieve their basic objectives
H1: There is significant strategy to be adopted by the workers in
Akwa Ibom State polytechnic in order to achieve their basic objectives
H0: There is no significance relationship between the workers jobs
and the management
H1: There is significance relationship between the workers jobs
and the management
Ho: There is no significant technique between man power training
and development in Akwa Ibom State polytechnic
H1: There is significant technique between man power training
and development in Akwa Ibom State polytechnic
1.6 SCOPE AND LIMITATION OF THE STUDY
Akwa Ibom State polytechnic, Ikot Ekpene was selected for this study. In the same vein, the study was also limited to employees of the institution. The problems the researcher encountered was that some officers were either too busy for interviews or cleverly avoided certain questions for the fear that the information given might put their jobs jeopardy. Those who response to the questions tend to make their answers to reflect what ought to be rather than what is, this undoubted affected the quality and accuracy of information collected during the study.
A large population of the staffs falls among the junior staff and as such, it is difficult to really get their opinion as regards manpower development as they are shy to respond do not really appreciate the importance of development. A lot of finance was also required in making this research project a reality, thus, the researcher was face with the problem of finance and time. These difficulties notwithstanding the researcher made concert effort to ensure that the project was comprehensively carried out to meet the desire needs.
1.7 DEFINITIONS OF TERMS
The following terms are key concept will be considered in this research work
MANPOWER: This is referred to the managerial, scientific, technical and other skills and attitudes, which are or can be employed for creating, operating and maintaining and various enterprises. Armstrong (2011).
DEVELOPMENT: This is defined as the gradual growth of something, so that it becomes more advanced and strong. Development can be seen as the basic skills such as literacy and numeracy; it can also be seen as a process of creating something new or more advance. Lawrence K. C (1972)
MANPOWER DEVELOPMENT: This refers to training of managerial, scientific, technical and other skills, which are employed by creating. Operating and maintaining the various enterprises. Koontz, (1986).
PRODUCTIVITY: This is defined as the ratio of some measureable unit of input to some unit of output to measure production efficiency. Koontz et al (1986).
WORKING CONDITION: As use in the study, is an embracing term which includes arranging the work place properly, hours of work, importance of modernization, grievance administration safety regulation.
WORKERS: those categories of people who worked for an employer.
EMPLOYEES: Those people employed for their wages.