1.1 Background of the Study
In every aspect of running a business, forward looking should be the rule of the organization. This is even more important when we talk about the effect of manpower development. According to Ubeku (1990:17) manpower requirement of my organization have to be planned for just as we budget for the amount of money to be spent. In a dynamic country like Nigeria no organization can grow effectively unless the functions of manpower are carried out effectively. Some organization without well-established manpower department (personnel) falls into the error of looking for staff as and when necessary which is bad management. Adeyi (1991:30), sees manpower development as a part of organization and should therefore not be considered in isolation, but in the extent of the growth of the organization.
Hence the future of an organization hinges on it, the process of manpower development (training) employees in money well invested.
Employees who have not received adequate training before being assigned with responsibilities may lack the necessary confidence with which to carry out the job. An employee should be helped to develop into more responsibility by systematic training. It is only when that he will feel confident to carry out the responsibilities of the job. Because he believes he knows what is expected of him on the job and he can do it. In addition, Kayode (1990:32) said people who are not trained tend to stick to what they were taught the first time they took over the job. They are frightened of doing the job in a different way, because something might go wrong and that risk they cannot take.
However, there are many employees in this country who still do not believe in the philosophy of training or manpower development. Chukwu (1999:27), “among the worst offenders are small manufacturing companies, contract companies, service organization etc” so long as the employees can be used to set the money, such employees are not interested in manpower development programmes for their employees.
To them manpower development or training as it is often called redundant that attitude however is an unfortunate one which in the long run will do such organization more harm than good. There are pressures to promote Nigeria’s to position of higher responsibilities in an industry and commerce and any organization that is not prepared with manpower development might find itself who have not been trained to run such a business. It was a result of this, the study focus on the effect of manpower development on the productivity of an organization.
Brief History of Mr. Biggs – UAC Foods
Mr. Biggs, a division of UAC of Nigeria Plc, formerly UAC food was operating a coffee shop, UAC food as can be traced have been operating before 1962. UAC later in 1986 established fast food outlet and named it Mr. Biggs and as at 1986 they started with one restaurant at Marina Street, Lagos which Mr. Chris Adelepe was the first restaurant manager with their office at Ojota Lagos.
Currently, Mr. Biggs is the largest fast food business in Nigeria having 174 restaurants, 171 in Nigeria, 3 in Ghana. Mr. Biggs vision statement: To be No. 1 in their chosen business providing exceptional value to their customers”.
Mr. Biggs mission statement: “To experience the thrill of adding value to lives and businesses by being a superior, convenience provider”. The question now is how has this objective been actualized? Can this be possible without the management carrying the workers along through manpower development which enhances productivity? It is against this background that the research study “effect of manpower development on the productivity of an organization, case study of Mr. Biggs was chosen”
1.2 Statement of the Problem
For any organization to achieve its desired goals, management policies and implementation must be exercised in such a manner that her employees’ needs are taken into consideration. Where this is neglected the morale of the employees as well as their performance average may drop. Thus their productivity of drop means that the realization set of goals of such as organization would be threatened.
Hence it is advisable to guide against such policy that will affect employees’ morale and productivity. In Mr. Biggs, it does appear that her employees are not needed or available to do the job hence the performance of the company has not been able to change the live of her people. This problem brings us to the issue of manpower development on the productivity as it affected the employees.
Wage and salary administration is the organization process involved with analyzing these problems and providing workable solution to them. The performance average of her employees could be raised through general review of the condition of service for the staff.
1.3 Objectives of the Study
i. To determine the best way of utilizing the available manpower resources of an organization.
ii. To obtain and retain the quantity of manpower needed in the organization.
iii. To determine the level of manpower development in an organization.
iv. To determine the importance of manpower development in an organization.
v. To understand the effect of training on employee performance.
1.4 Research Questions
i. Does an organization undertake manpower development as a conscious management activity?
ii. Do you think manpower development has nay effect towards productivity of an organization?
iii. Do you think an organization can achieve its goals through an effective manpower development?
1.5 Research Hypothesis
Hypothesis I (Ho1): there is no significant relationship between the effectiveness of the company and manpower development
Hypothesis 2 (Ho2): there is no significant relationship between recruitment, selection and manpower development.
Hypothesis 3 (Ho3): there is no significant relationship between manpower development and works performance.
1.6 Significance of the Study
Efficiency of workers in no doubt brings high productivity in any organization. This can only be actualized if manpower is developed or trained. Therefore the significance of this study will review the effect of manpower development in an organization. We also hope that the finding of this study will assist in the effective management of both private and public enterprise in a highly volatile economy like Nigeria. Moreso, it will provide useful information to the members of the public who might be interested in knowing the effect of manpower development especially in Mr. Biggs. Such knowledge will assist them in understanding the role of manpower development plays in an organization.
It is also hoped that students and other researchers will find the result of the study meaningful as they will see it as a secondary data in matters relating to manpower development.
Finally, the study will add a lot of contributions that has been made so far towards the effect of manpower development.
1.7 Scope of the Study
This research work examines the manpower programmes, policies and practices in Mr. Biggs Port Harcourt with particular attention to how the company determines its manpower resource needs, techniques used and evaluation method. It also covers the types of people that are promoted according to the different departmental requirements and the cost effectiveness of the programme.
1.8 Limitations of the Study
The time allowed for this project was short and as a result of which, comprehensive study could not be possible. This type of research requires a considerable length of time so that much better study and findings would be guaranteed.
A combination of time and financial problems limited me to the scope of carrying out the research on only Mr. Biggs in Port Harcourt, when infact a study of this nature calls for comparative analysis of two or more organization.
1.9 Definition of Terms
Manpower: According to oxford advanced learners dictionary, the word manpower, is the number of workers needed or available to do a particular job.
Organization: is a group of people who form a business, club together in order to achieve a particular aim.
Development: is a process of creating or producing new or more advance.
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