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A CRITICAL ANALYSIS OF MANPOWER DEVELOPMENT IN NIGERIA

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CHAPTER ONE

1.0    INTRODUCTION

          The development of indigenous manpower to serve as the propelling force for national growth and development is no doubt a key to Nigeria’s socio-economic and political development (Ake, 1909).  This is quite indispensable considering the argument of the concept of transfer of technology as a propelling force for the development of the developing countries of which Nigeria is one (Ake, 2001).

However, it is important to state that the lack of adequate emphasis on manpower development as tool for development in Nigeria on the part of government as well as the organized private sector could not be far fetched. From the lack of understanding of both the concept and methods for manpower development in a post-colonial Nigerian State, in which due process of human resource development for national growth was distorted by colonialism with the attendant negative orientation that was injected into political leadership (Ekpo, 1989). Thus manpower development became an elitist design that was geared to favour capitalist mode of production in which labour was relegated to the background, one could therefore argue that there were distortions in both the concept and method of manpower development in the Nigerian state as it was oriented towards serving capitalist interest.  This no doubt account for the discrepancies in the educational system, a mechanism designed for manpower development meant to serve national interest. Conversely, the focus of this paper is not geared towards unfolding the distortion of colonialism on manpower development in Nigeria rather it is geared at understanding the operational concepts by looking at the divergence and compatibility between the concept of manpower development and development of manpower, the common methodological perspectives for manpower development in organizations with implication on the aggregate economy as well as unfolding the relevance and problems of manpower development in Nigeria.

  • HISTORICAL BACKGROUND

Anambra motor Manufacturing Company is a joint venture between Nigeria and Daimler-Benz AG of Germany to produce Mercedes Benz vehicles. The agreement was signed on the 12th December, 1975. The company is situated at Emene industrial layout along Enugu Airport Road.  The company started official production in January, 1981.

In 1982 the company commissioned its training centre.  The centre was conceived with the objective of providing training facilities for the involvement of technical skills, work habits leadership qualities of factory workers, artisans and first line managers. With the training centre ANAMMCO has been able to provide in-house training and development programmes and at the same time designed an apprenticeship programme that prepares potential employees of the company for the great task ahead.

Right from the planning stage of ANAMMCO Ltd., the availability of the right type and quality of trained manpower was seen as a critical prerequisite for the successful operation of the company.  The operations of a training system will undoubtedly run into difficult problems where training policies are either non-existent or not clearly defined. Policies define principles and also state the rules of action desired.

There are two main policies:

  • The company commits itself to the training and development of all its employees for the purpose of efficient and effective job performance and due career development of the employees.
  • The company also commits itself to offering its services to individual and organisation within and outside the country provided such assistance is not detrimental to the company.

The policies could be summarized as being aimed at training employees for efficient and effective and development performance and for innovation.

1.2    STATEMENT OF THE PROBLEM

Due to innovations and competitiveness associated with Automobile industry training and development is very important for almost all the employees to keep them abreast with developments and changes in the industry.  Since independence, there has been increasing interest by many organizations in training and development.  The automobile industry will not be an exception in the performance of its many activities.

Many organizations have developed good manpower training and development programmes, but this has not always been easy to attain due to certain factors that impede the achievement of diverse objectives.

All organizations, be it political, religious or business have predetermined goals and objectives which they intend to achieve and these are ends towards which the organizational activities are geared. And all organizations strive to achieve their respective goals and purposes since this is the yardstick standard for accessing its success or failure.

The major determinant for any organization is the presence of capable men and women with the right skill and knowledge to combine organizational goals and objectives.  The manager and his subordinate must be properly equipped in order to carry out this assignment and this skill can only be imported through training and development of employees.

In Nigeria, there is a shortage of skilled manpower as well as a surplus of semi-skilled labour and the major challenge facing the Nigerian manager is to help develop the skills of the nation’s existing manpower and at the same time device means and ways of utilizing the surplus manpower.

The job of a good manager is to look into the future and plan towards it.  One important way to do this is to develop subordinates so that they can cope with future challenges and demands. They have the responsibility of providing development opportunity for their subordinates so as to enable them exercise their full potentials.

Both the private and public sectors of the economy are besieged by the problem of inefficiency, low capacity utilization and other symptoms of poor job performance. These problems can be avoided and slowed by early identification of adequate training techniques and programmes for different levels of managers, supervisors and operatives.

Since the technology in automobile is foreign a lot of money will be required for sponsoring various training programmes both locally and overseas as well as providing training and development facilities for the organization.

Records show that many organisations are not making enough effort to train and develop their employees. Some informed authorities blame this lack of interest in manpower development on the fact that some of the beneficiaries do not always work towards increasing their productivity.  Another school of thought blames it on poor funding for planning and executing development programme for staff.

The task of this research is to investigate the impact of manpower development, how to effectively develop employees in order to bring about increased efficiency in the organization.

1.3    OBJECTIVE OF THE STUDY

This research will focus on the following:

  1. To determine the training and development needs of employees on Anambra motor manufacturing company Limited (ANAMMCO).
  2. To ascertain the category of employees that could benefit from the programme and how often they benefit from the programme and how often they benefit from the programme.
  3. To identify the problem that hinders staff training and development in the company.
  4. To assess the performance of employees who have been developed.
  5. Make recommendations based on the findings of the study to enable management of ANAMCO plan for a better, more effective and less expensive training/development programme.

1.4    STATEMENT OF HYPOTHESIS

  1. HO: Employees are developed on areas which is not relevant to their job.

H1:   Employees are developed on areas relevant to their job.

  1. HO: Development of employee does not lead to increased productivity.

H1:   Training and development of employee lead to increased productivity.

HO:   Null hypothesis

H1:   Alternate Hypothesis.

1.4    SIGNIFICANCE OF THE STUDY

The challenges the managers face in Nigeria today demand that managers should no longer sit and watch but must act to ensure that the wind of change does not blow away their organization.  This study is aimed at encouraging management to venture into training and development programme. The study would help management to reduce and appreciate the need for having a well trained workforce in order to achieve organizational objectives.  It would help to improve the efficiency of the managerial employee and ensure their personal confidence on the job.  The research enhance the company’s interest and make the company to intensify its effort in developing more of its staff.

1.5    LIMITATION OF THE STUDY

The study will be limited to the corporate policies and procedures on development of personnel in Anambra Motor Manufacturing Company Limited, Emene Enugu.  The training

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