Manpower Development And Its Impact On Organizational Performance

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
All organizations, business, firms, industries, companies etc, whether profit oriented or not exist for some purposes. These purpose are achieved through the source of manpower. Firms in modern societies exist to produce and distribute goods and services that are needed and desired by the society’s members, for the satisfaction of their wants.
The ability of organization to be efficient, effective and ensure its competitive edge, survival and sustainable growth depends to a large extent, on how its manpower can discourage its assigned duties efficiently and effectively, efficiency and effectiveness of the worker force is a function of how well its manpower are trained, developed and motivated. This is so because the employees of any organization consists of persons who are working for the organization and they are the essential strategic resources. The problem of declining productivity in Nigeria today is partly due to inadequate and partly motivated manpower.
The workforce that does not possess the necessary techniques and skills cannot be effective and efficient in this era of global competition in business. Companies, industries and firms grow higher than other these days because of the quality and professionalism of its employees. Workers must have motivated coordinates and organized to perform in such a way as ensure effective operations and the maximization of production and profits. Organizations taken measures to retain the services of these employees who make positive contributions through its operating policies.
The importance of training and development was understood long before the dawn of modern management philosophy, hence Solomon’s information in proverbs chapter 22 verses 6 of the holy bible says.
“Train up a child in the way it should grow when he is old, he will not diseased or depart from it” this statement by Solomon is equally applicable to modern Business organizations because when an employee us trained in the way he should go, his performance and by extension the organizational performance will be enhanced.
From the classical management days of the Taylors to our modern day integrative approaches to management manpower development has continued to remain an integral part and an important function of management.
The emphasis by these authorities on manpower development was inform by their understudying that all other aspects of training and development are subordinate and instrument to the development of human component.
National resources and capital cannot buy themselves be productive if they are not operated by men. Similarly, money cannot do anything if there is one employee and employed. This point to the fact that no matter the capital outlay natural resources and machines invested in any organization. It is the employee who make use of all this for the production and distribution of goods and services.
The training and development of employees are analogues to the maintaining of machinery, in order to operate the peak efficiency, machinery usually required servicing to maximize employees productivity, employees are first oriented to the work environment and the periodically provided with additional admits turbulent business to invest it’s hard earned resources on manpower development is a right step in the right direction.
Consequently, this research work aimed at finding out the impact of manpower development on organizational performance using Rocana industries limited as a case study.

1.2 STATEMENT OF THE PROBLEM
The desire for any management is to see that employees in its organization improve the organization performance and is always, tied to the quality of training offered and received. Because of this belief, most if not all organization purse vigorously employees training programs. But these programmes not withstanding, there are still complaints of poor performance by some organization.
The researcher therefore aims at finding out validity or otherwise of the assertion that manpower development guarantees organizational performance. The possible problems that can arise from lack of training include;
a. Decrease in productivity
b. It attracts smooth career succession
c. It also alters proper utilization of manpower
d. It does not rectify poor performance deficiency
e. It bridges the gap in the knowledge and skills of existing employees which does not enhance performance

1.3 OBJECTIVE OF THE STUDY
The objective of this study is set out here under;
i. To examine the impacts of manpower development on organization performance in Rocana industries limited
ii. To examine manpower development and how it can act as a motivational factors or organization performance.
iii. To make proper recommendation in areas where problems are identified
iv. To identified and analyzed the problems encounter by the management of Rocana industries limited Owerri in employee programmes etc.

1.4 RESEARCH QUESTIONS
Some questions are framed below to serve as a guide in achieving the objectives of this study.
i. How are employees hired in Rocana industries limited?
ii. How are employee trained and developed?
iii. How are trained manpower motivated and satisfied?
iv. How are the performances of employees evaluated?
v. Is training activities easily allotted to a specialist?

1.5 STATEMENT OF HYPOTHESIS
The following hypothesis are research question using new and alternative.

HYPOTHESIS ONE
Ho: There is no significant relationship between training and development and employees efficiency
Hi: There is a significant relationship between training and development and employee efficiency

HYPOTHESIS TWO
Ho: Motivation of staff through training and development lose not increase effectives in performance.
Hi: Motivation of staff through training and development increase effectiveness in performance

HYPOTHESIS THREE
Ho: Training and development do not boost employees moral in organization
Hi: Training and development do boost employees moral in organization

1.6 SIGNIFICANCE OF THE STUDY
The research work is significantly in the following ways;
a. The work serves as a basis for further research in this area
b. It is a contribution to knowledge in the areas of employees training and development generating to improve productivity
c. The deficiency in technical known and the standard if training required for effective performance
d. The qualification necessary to the job

1.7 SCOPE OF THE STUDY
This work is a case study of Rocana industries limited Owerri. The project will cover the use of manpower development and its impact on organizational performance in Owerri branch of Rocana industries limited.
Moreover, in this work, I use primary data collected through questionnaire, secondary data and direct observation.

1.8 LIMITATION OF THE STUDY
This project is a case study of the manpower development and its impact or organizational performance in Rocana industries limited. A work of this nature often time is hard to carry out. The industry being a private sector cannot release all the needed information for fear of exposing itself to competitions. Furthermore, a as student financial constraints limits this work in the sense that there was not enough found needed to travel around much more that this would be done to source for more information. Moreover, time equally took a toll on the work, between the times the topic was submitted and the opportunity to do much work on the topic.
Moreover, the writing of this piece of work was to be combined with the normally vigorous final year class work. The non availability of current books on the subject also limits the study.

1.9 DEFINITION OF TERMS
Any analysis of economic, social or political phenomenon must start by defining this term and concepts of meaning or imperative to define and classify the use of concepts or terms as they relate to this research work.
– Manpower: The number of workers, staff and employees on an organization or whatever level engaged to carry out some work for wages or salaries.
– Training and development: Training and development are closely related concept while training refers to short term educational programmes offered to employees to help them acquire technical knowledge and skills for a particular purpose, development on the other hand is a long term educational process added to employees and to assume positions of importance in the organization.
– Performance: Performance means execution or carrying out one assignment or the satisfactory doing of one wish, in this research work performance will be used synonymously with productivity.
– Motivation: Motivation may be defined as the set of processes that energies person behavior and direct it towards attaining some organization goals.
– Workforce: This can be defined as the totality of individuals working for an organization
– Machine: This is an apparent with several moving parts designed to perform a particular task.