The training of Manpower Development and Employee
Performance in an Organization was studied with The Ministry of Finance in Akwa
Ibom State as a reference point. Staffs of the Ministry were used as subject
for the study. Three research questions were raised and tested. A sample of 150
staff form the Ministry of Finance in Akwa Ibom State used. Instrument used in
gathering data was questionnaire on identifying and determining manpower needs
in an organization, Manpower needs in manufacturing and marketing organizations
and their influence or problems on the training of Manpower Development and
Employee Performance. Analysis of data was carried out using simple percentage.
The result shows that identifying and determining Manpower needs, training
Manpower Development and Planning as well as services oriented influenced
employer performance in an organization. This is to say that training of
Manpower Development and Employee Performance has a significant influence on
the input and output of an Organization.
TABLE OF CONTENTS
Table of Contents
CHAPTER ONE – INTRODUCTION
of the Study
of the Problem
1.2 The Purpose of the Study
1.3 Objective of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitation of the Study
1.8 Definition of Terms
CHAPTER TWO – LITERATURE REVIEW
/Determination of Manpower Needs in an Organization
2.3 Training of Manpower Development and Employee
Performance in Historical Perspective
Needs in Manufacturing and marketing Organizations
CHAPTER THREE – RESEARCH METHODOLOGY
3.3 Area of Study
3.4 Population of the Study
of the Instrument
3.7 Reliability of the Instrument
of the Instrument
3.9 Statistical Treatment of Data or Analysis
CHAPTER FOUR – DATA PRESENTATION,
ANALYSIS AND INTERPRETATION
4.1 Presentation of Data Analysis
4.2 Data Presentation
of Major Research Questions
4.4 Discussion of Result of Findings
Summary, Conclusion and Recommendation
5.5 Suggestions for Further Study
OF THE STUDY
Education is regarded as a foundation for any country’s
development. Humans are equipped intellectually, physically, spiritually and
technologically to face their socio-cultural and other problems realistically
through the life long complex process known as education. Education provides
the necessary skills for effective functioning within the environment and the
survival, growth and manpower development of the society. In the National
policy on Education (1998), it is regarded as an instrument par excellence.
has encouraged the government and every organization to train their manpower for the much need
development and productivity of their firms and the nation at large.
Organization and government depend or rely on the training of manpower and
employee performance system for the perpetuation and development of effective
and efficient personnel for the growth of the economy. The increase and large
publicity on awareness campaign for the workshops and seminars on government
personnel and organization workers as well as large enrollment of pupils at all
levels of education are intended to justify the nation’s policy of providing
literate manpower and self reliant individuals for development.
The reason of manpower in an organization
is to ensure the accuracy of the right numbers of employee, the right level of
skills suitable for the right job and also performing the right activities in
order to achieve the aim of an organization. The socio-economic status of an
organization seems to have a far reaching influence on the variability of the
training of manpower and employee performance Leung and Lam (1998) noted that,
socio-economic status of an organization plays vital roles in determining and
identifying manpower needs and employee performance.
The influence of
socio-economic status of an organization cannot be overemphasized as this could dictate the type and
quality of workshop/seminars their employee attend, the provision of necessary
training materials and timely payment of salaries. These and many more could
influence manpower development and employee performance in an organization. In
line with Ezewu (1993), it is generally observed, that, employee from
organization of higher socio-economic status perform better than those of the
lower standard. Datta (1984) in a similar view noted that workers who perform
well in their duties are from organization of upper socio-economic status. It
was on the basis of these assumptions that the interest to undertake this study
tend to pay much attention to the effect of training manpower development and employee performance than other factors.
This is probably because the organization is the initial seed-bed of the
employees performance and if an organization status does not have a sound base,
there is every like hood that the employee’s performance might be adversely
There seems to exist some interplay between the
employee’s performance and the nature of an organization. According to Blairs
(1975) factors within the organizational structure should be put together to
ensure effective training and development of manpower needs as to give optimal
level of peters (1979) is of this view, when he says that certain parameters
within the organization such as welfare packages, incentives prompt payment of
bills and organization socio-economic status help training of manpower to be
successful. Obemeta (1981) point out that, one of the reasons for low employee
performance is lack of workshops and materials for training manpower
development. This research work therefore, aimed at training manpower
development and employee performance in an organization and it effects.
Training manpower development and employee performance in an
organization has become a global crisis. Apart from those Asian countries and
regions where economies are on the rise, the lack of manpower has swept into
every corner of the world, and the prospect for the future are not optimistic
Zhong Shu N04 September, 1994 China Africa. One of the problems facing developing
countries is how to trained manpower development and employee performance from
their graduates and skill professionals. Nigerians problems are more
sympathetic in establishment of industry.
In effect of looking at manpower we may ask the following
question: what is manpower? What kind of manpower does an organization need, in
what numbers do they need? How many are available? What changes are there in
labour market which can affect the need of manpower? All these are questions
which need to be considered when deliberating on manpower needs or development
and employee performance in an organization. Therefore, all these can not be
achieved only from training as there are other variables that have direct or
indirect influence on the employee performance which can be psychological in
nature and as such this research has become imperative to investigate the
effects of some of these variables.
1.2 NEED OF THE STUDY
The study was aimed at training manpower development and
employee performance in an organization. A case study of Ministry of Finance,
Akwa Ibom State. Specifically, the study sought to find how organization structure or background,
organization socio-economic status and organization changes in labour market,
influence the training of manpower and employee performance.
1.3 STATEMENT OF THE PROBLEM
It is ideal for an organization to trained their manpower
development in view of the fact that employee performance is the ultimate goal
of nay organization. But it has been observed in an organization that employee
whose employer are of lower economic status seem to show less interest in
organization activities. The alarming poor achievement and lack of training 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).
The problem of
this study therefore was to investigate the training of manpower development and employee
performance in an organization. A case study of Ministry of Finance, Akwa Ibom
1.4 OBJECTIVES OF THE STUDY
The objectives of this study are as
To investigate and know the extent to which
the training of Manpower
Development and Employee Performance in an organization is important to Nigeria
determine why training of Manpower Development and Employee Performance in an
Organization is unavoidable in the society of ours.
assess what role has the government been able to play in order to training
Manpower Development as well as Employee Performance in an Organization.
offer recommendations and suggestions based on the findings of the study.
OF THE STUDY
The aim or major motive and intention of writing this
project is to investigate and know or create total awareness on training
manpower development and employee performance in an organization. However, to
shed more light on these word Training, Manpower, Development, Employee,
Performance, and Organization. Nevertheless, it will help both the government and
private sector to bring out or reach out with a lasting solution to Training
Manpower Development and Employee Performance in an organization. Therefore,
this study is of benefit to future researchers on how Training Manpower
Development and Employee Performance in an organization can help to generate
greater productivity and efficiency.
1.6 SCOPE AND LIMITATION OF THE STUDY
Financial constraint, time and their limiting factors made
it difficult to extend the research beyond Ministry of Finance Akwa Ibom State.
Owing to the above factors, the sample of the study was thus limited to
selected staff in the ministry of finance.
1.7 RESEARCH QUESTIONS
1. How does the
organization structure influence the training of manpower development and
2. What is the influence of
organization socio-economic status on the training of Manpower Development and Employee
3. What changes are
there in labour market which can influence or affect the need of Manpower
development and employee performance?
4. What kind of
manpower does an organization need, in what numbers do they need?
5. Why is training
of manpower development and employee performance in an organization needed?
1.8 DEFINITION OF TERMS
Terms used with
the context of the study were defined thus:
Training: A course of special exercises,
practice etc, to keep sportsmen or employee healthy and fit for a test of
Manpower: The number of workmen needed for a certain
type of work, as in industry, the army or police. The work power supplied by
man rather than machines. It is also a measure of the power of one man at work.
Development: The act or action of developing or the
state of being developed; a gradual unfolding.
Employee: A person who is employee.
Performance: The action or act of performing
something especially very well of people or machines. It is also the ability to
Organization: A group of people with a special
purpose, such as a club or business.
Ministry: A government department led by a
Finance: The science of controlling public
Socio-Economic Status: This implies a persons position in any
given group or society as determine by wealth, occupation and social class.
is the degree of achievement in test and examination of an employee. In other
words, it means the ability of Manpower to show understanding or not in a
training task and prove same in any written test, training, examination or
practical assessment to merit either pass or fail in an organization.
11. Need: The condition of lacking or wanting
something necessary or very useful.
12. Determination: Firm intention the ability to make
firm decisions and act in accordance with them strong will to succeed.
13. Manufacturing: The act of manufacturing to make or
produce by machinery especially in large quantities.
14. Marketing: The various activities by which goods
are sold, supplied and advertised.
Status: A condition that determines one’s formal position;
position in relation to others, it is also known as high social position,
recognition and respect by others.