EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON EMPLOYEES PRODUCTIVITY IN AN ORGANIZATION- NTA

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ABSTRACT

CHAPTER ONE

INTRODUCTION

  1. Background Of The Study

The effect of training and manpower development on employee’s productivity and organization performance has attracted considerable interest in the analytical and empirical literature. On the whole, human resources management theory has paid considerable attention to this debate; however, the theoretical predictions are ambiguous. Depending on their underlying assumptions, some approaches predict that the performance of an organization is necessarily based on innovative labour force, technology, quality management, and customer satisfaction; while others see training as a tool in the hands of human resources managers to activate and empower the productive base of an organization (Dhamodharan et al. 2010).

Manpower Training is very vital for any development of any Organization.  Why some organizations take it very serious others take is very lightly. There is always a positive result on the part of any organization that takes up staff training and development very importantly. Any organization that fails to take it manpower training and development very necessary tends to encounter difficulties in attaining its objectives and would find it difficult to compete favorably. There are various training and development procedures that can be undertaken by organization (s). This study is about highlighting the fact that unless training and development of manpower is properly done, objectives will be very difficult to attain.

Manpower development therefore, becomes the end result of the application of power and though career development. In the public sector, employees anticipate equitable and adequate Manpower development training. One of the purpose of an organization is to permit the group of individuals to enhance efficiency and effectiveness.

Employee training and manpower development is very vital to job productivity and organization performance since the formal educational system does not adequately provide specific job skills for a position in a particular organization. While, few individuals may have the requisite skills, knowledge, abilities and competencies needed to fit into a specific job function, some others may require extensive training to acquire the necessary skills to be able to fit in a specific job function and also make significant contribution to the organization’s performance. The human capital theory provides evidence which indicates that training and education raises the productivity of workers by imparting useful knowledge and skills, hence raising workers’ future income by increasing their lifetime earnings. Becker, 1964 and Mincer,1974also provide an explanation that links investment in training with workers’ wages. In particular, their theory draws a crucial distinction between general education and firmspecific training, and recognized training and human development as a basic skill provided for higher productivity of a worker. Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce (Stone, 2002). Goldstein, 1980 defined training as the systematic acquisition and development of the knowledge, skills, and attitudes required by employees to adequately perform a task or job or to improve performance in the job environment. This implies that for any organization to succeed in achieving the objectives of its training program, the design and implementation must be planned and systematic, tailored towards enhancing performance and productivity. Similarly, Cascio, 1989 sees training as consisting of planned programs designed to improve performance at the individual, group and/or organizational levels.

The study of Manpower development as in long time seen as a vital tool in enhancing employee’s morale which has it multiplying effect on organization’s productivity. The study of Manpower development as a tool for employees high morale towards Organizational efficiency and effectiveness has been embarked upon in attempt to access the extent to which organization especially National Television Authority (NTA) cherish and promote Manpower training and development in boosting employees morale towards organization’s output.

Therefore, the study would like to access: How far Manpower development planned with the mind of those at the top level management whenever they are planning strategies to introduce new concept to the administrative procedures with particular reference to NTA.

  1. Statement of the Problem

Some organizations in Nigeria do not engage in proper training and development of its staff, resulting to low productivity and poor organizational performance. In most cases, these organizations are not fully aware of the impacts of employee training and development on the performance of their organization, and thus they do not undertake training and development exercises for their employees.

According to Cole (2002), ill trained employees will definitely be less productive, as they do not have the necessary and complete skills and knowledge to achieve maximum performance in the organization. Training of employees must be implemented in every organization that wishes to succeed, since training enhances skills, knowledge, attributes and competencies and ultimately worker performance and productivity in organizations. The following research questions were developed to guide the study:

1. What training programs does National Television Authority have?

2. Are the training programs in NTA effective?

3. What is the impact that these training programs have had on employee productivity and performance?

4. What is the effect of manpower training and development on employee productivity?

  1. Objective of the Study

In the light of the problems already identified in 1.2 above, the study was undertaken with the following aims and objective.

1. To identify existing training programs at National Television Authority

2.  To evaluate the effectiveness of these training programs.

3. To find out if the training programs have impacted on employee productivity and the firm’s overall performance.

4. To investigate the effect of manpower training and development on employee productivity.

1.4 Research Hypothesis

The hypotheses for the study are:

  1. Ho: Training programs of National Television Authority is not effectively administered to staff member.

Hi: Training programs of National Television Authority is effectively administered to staff member.

  • Ho: There is no significant impact between manpower training and development on employee productivityin National Television Authority.

Hi: There is a significant impact between manpower training and development on employeeproductivityin National Television Authority.

1.5 Significance of the Study

The study is specified on Manpower training and development as a tool measuring employees productivity, which explains the inefficiency that characterized our public sector and corporations which also result into lack of commitment to work and waste of resources which are strongly needed to enhance social and economic development.

It is hoped therefore that this study would provide information on the remote and immediate course and possible solutions to the manpower development problems as they affect NTA. This is also hoped that the finding of this study will contribute to existing knowledge and information on the area of research. It is also expected that the findings and recommendations of this study will guide NTA to establish a formidable manpower development planning.

The study would also be useful to the people who always cry that the organization does not have effective manpower development programs, so that they know its limitations and area of help to the workers for their support and recognition of their efforts to the organization.

Finally, this study will be useful to the students that may wish to write or make research on similar topics and using this as a point of reference to re – orient them towards their profession or future research or practical endeavor.

  1. Scope and Limitation Of The Study

The study is limited to the role and impact that training have on the performance of employees of NTA, using NTA Headquarters Abuja as the focus point. The NTA Headquarters Abuja office constitutes an important location of NTA and holds a large population of employees.

Funds were in very short supply to the researcher and the researcher could not purchase some valuable print materials needed for this project at the time they were most needed. The expenses on transportation to NTA are so enormous because of many occasions the researcher was not attended to and would have to leave without the information required.

Another constraint faced by the researcher was limited time for the completion of the project and engagement in other academic activities which occupied most of the researcher’s time.

The research was faced with some restrictionsin the area of the case study; this is due to bureaucratic reasons in the administrative procedures in the Organization. It was not possible to get all the necessary information that would have helped in producing a comprehensive research work. The process of going through some records to get data was very tedious and formidable task as some materials needed are tagged “TOP SECRET”

  1. Operational definition Of Terms

Manpower: This is the human resources of an organization that coordinates and control materials, finance and others towards the attainment of an organization objectives.

Training: Training could be seen as an Organizational effort aimed at helping an employee to acquire basic skills required for the efficient and effective execution of the function for which he/she is hired for.

Development: This is a programme designed to provide new ideas and concepts that may be useful for present and future specification/response which take care of professionals and managers.

Planning: Is a strategy by which Organization ensures that right number of employees with the right talent/skill occupy the right position of the Organization. It is a deliberate effort put in place to attain a target goal.

Efficiency: This refers to an input-output relationship that is maximum work achieved for a minimum time or result. It is a notion of ‘Optimization’ whereby maximum satisfaction is obtained for a given out lay of resources.

Effectiveness: This is referred to how frequently and perfectly human or machine are able to carry out a task leading to a required output that always resulted to an Organizational efficiency. Effectiveness is therefore a means to an end”.

Organization: This is referred to as two (2) or more people working together in a co-ordinated manner to attain group results.

1.8 Organization of the Study

This research consist of five chapter:

Chapter one will contain background of the study, statement of the problem, objective, hypothesis, scope and limitation of the study and operational definistion of terms.

Chapter two, chapter gives an insight into various studies conducted by outstanding researchers, as well as explained terminologies with regards to the impact of training on employee performance.

Chapter three, the chapter also gives a resume of the history and present status of the problem delineated by a concise review of previous studies into closely related problems.

This chapter covers the description and discussion on the various techniques and procedures used in the study to collect and analyze the data as it is deemed appropriate

Chapter four, this section will present the findings from the survey, using the statistical tools and methods chosen for data analyses with summarized analysis on the results. Problems such as secrecy and indifference on the part of respondents were limitations in the collection of data. Since the bank is a formal organization, the letter of approval for the survey to be done had to go through the head managers of the organization.

Chapter five, this chapter will present a detailed analysis of results, conclusions and recommendations for the study in answering the research questions. It starts by addressing the research questions, and then gives the conclusion based on the analysis from the results followed by the proposed recommendations.

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