ACHIEVING EFFECTIVE PRODUCTIVITY IN PUBLIC SERVICE THROUGH MANPOWER PLANNING AND DEVELOPMENT: A CASE STUDY OF LOCAL GOVERNMENTS IN ENUGU STATE

ACHIEVING EFFECTIVE PRODUCTIVITY IN PUBLIC SERVICE THROUGH MANPOWER PLANNING AND DEVELOPMENT: A CASE STUDY OF LOCAL GOVERNMENTS IN ENUGU STATE

TABLE OF CONTENTS
Title page- – – – – – – – – – – i
Certification – – – – – – – – – – ii
Dedication – – – – – – – – – – – iii
Acknowledgment- – – – – – – – – – iv
Abstract – – – – – – – – – – – vi
Table of Contents – – – – – – – – –
vii
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study – – – – – – – 1
1.2 Statements of the Problem- – – – – – – 5
1.3 Objectives of the Study – – – – – – – – 9
1.4 Significance of the Study – – – – – – – 9
1.5 Scope and Limitation of the Study – – – – – – 12
CHAPTER TWO: LITERATURE REVIEW
2.1 Literature Review- – – – – – – – – 13
2.1.1 Manpower Planning.- – – – – – – – 13
2.1.2 Importance of Manpower Planning – – – – – 24
2.1.3 Strategy or Approach to Human Resource Planning.- – – 28
2.1.4. Manpower Forecasting – – – – – – – – 34
2.1.5 Techniques for Determining Human Resources Requirements- – 36
2.1 .6 Manpower Development and Utilization- – – – – 38
2.1.7 Importance of Manpower Development- – – – – 41
2.1.8 Method for Manpower Development in Public Sectors- – – 44
2.2 Hypotheses- – – – – – – – – – 47
2.2.1 Operationalization of Key Concepts – – – – – – 47
2.3 Theoretical Framework- – – – – – – – 49
CHAPTER THREE: METHODOLOGY
3.1 Historical Background of Local Government in Enugu State – 55
3.1.2 The Organization Structure of Local Government in Enugu
State of Nigeria- – – – – – – – – 58
3.2 Research Design – – – – – – – – 61
3.3 Population of Study – – – – – – – – 62
3.4 Sample and Sample Techniques – – – – – – 63
3.5 Method of the Data Collection – – – – – – – 65
3.5.1 Primary Sources – – – – – – – – 65
3.5.2 Secondary Sources – – – – – – – – 66
3.5 3 Reliability and Validity of Research Instrument – – – – 66
3.5.4 Administration of Questionnaire- – – – – – 67
3.6 Method of Data Presentation and Analysis- – – – – 68
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation – – – – – – – – – 69
4.2 Findings – – – – – – — – – –
102
4.3 Discussion and Analysis of Finding. – – – – –
108
CHAPTER FIVE: SUMMARY, RECOMMENDATIONS AND
CONCLUSION
5.1 Summary- – – – – – – – – –
124
5.2 Recommendation – – – – – – – –
128
5.3 Conclusions – – – – – – – – –
133
Bibliography
Appendices

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Human resources are cardinal element of development. The over all development of a country revolves on the level of manpower utilization. This has made manpower planning and development imperative for any successful organization. Maintaining a competitive edge in any segment where multiple players exist is only possible with people and talent. It has got an important
place in the arena of industrialization. Manpower planning and development
are two important pillars for achieving effectiveness and efficiency in
organization.
It has been observed that both pre and post colonial administrations of
Nigeria had failed to accord adequate regard to manpower planning and
development. Labour was relegated to background among other factors of
production. The human resources planning and staff development for national
growth and development were distorted. These affected the availability of
human resources for improvement of socio-economic and political development
during the first and second national development planning.
This was made clearly in Nnadozie (2004), he states thus; the unrealistic
nature of the 1962-68 plan objectives and targets become more apparent when
they are juxtaposed with the financial, technical and managerial capabilities of
the country.In recognition of the needs for human resources planning led to
introducing of the policy for Manpower Planning and Development in Nigeria
at the period of 1960’s and 70’s. Specifically, in the year 1962, federal republic
of Nigeria created National manpower board (NMB) with the responsibility for
determining the manpower needs and developments. To enhance the manpower
need in local government, federal military Government in 1978 selected three
universities, University Nigeria, Nsukka, Obefemi Awolowo University, Ile-Ife
and Ahmadu Bello University, Zaria.
Though ideals do not approximate reality, the socio-economic and
political development of Nigeria state has become elusive due to inappropriate
and inadequate manpower planning and development. Planning in Nigerian
public service has become a gambling affair. Public service in Nigeria
especially local government usually embark on manpower planning with
inadequate data on the evolutionary trends of an organization, partly on
organization’s personnel, external relations, and general organization’s
objectives.
Development of workers is no longer a matter of a necessity to much
management as a result of inability to forecast future manpower needs in
relation to the organizations’ objectives. Training in local government, despite
the selection of the universities named above to under take training of local
government workers; training is still sporadic, unstructured and unsystematic.
There is little emphasis on training for technical and professional staff; such as
surveyors, accountants, engineer and doctors. This finally retards the progress
of an organization.
The resources of organization are diverse but human resources is
recognized as the most important out of other resources required for effective
and efficient service delivery in local government. Human resources are the
key to rapid socio-economic development and efficient service delivery. In
addition, Mwagbala (2005) posits that “it is Human resources of a nation not its
capital, nor its material resources that determines the nature of, direction and
pace of its socio-economic development. Essentially, nations are built through
the creative, productive and innovative hardworking of people. At best
financial resources can only facilitates production, but real wealthy is increased
by productive labour activity.
The quality of company’s personnel is the single factor that determines
whether the organization is going to be successful, whether the organization
will realize a satisfactory return on its investment and whether it will reach its
basic objectives.
Getting the right caliber of people through the process of recruitment to
meet the organization’s need is not just enough; this makes manpower
development crucial in an organization. Development of employees in
enterprises is associated with long run profitability of organization.
Organizational effectiveness is strengthened through workforce development.
In other words, it improves employee’s productivity and increases their loyalty
to the company and their job satisfaction. Manpower development is a link
between the manpower planning and organizations objectives.
In analysis of the above, manpower planning and development are
necessary for effective productivity, growth and development. Unless there is
planning, event is left to a chance affair, planning minimize risk while taking
advantage of opportunities. When adequate arrangement are not being made
for future manpower needs of the organization, the organization find itself
fighting with emergencies as the manpower needs arises. This may definitely
resulted in spending more money for hiring manpower. It also results in
procuring wrong personnel which may have devastating effects on the
organization.
In a critical analyses of the above, manpower planning and development
are path way to sustainable development. In view of this, both private sector
and public have to embrace manpower planning and development if Nigeria
really wants promote sustainable development. Local government which is
regarded as non-functioning sector will turn to functioning sector if adequate
emphasis would be accord to manpower planning and development.

1.2 STATEMENT OF PROBLEM
The quality and quantity of services delivery of local government for
two decade now had generated national crisis. There have been sharp drop in
effectiveness and efficiency with which local governments discharge their
constitutional responsibilities. This is justified by pathetic nature of the high
rates of under development in our rural areas. This is as a result of nonchalant
attitude of the management and government over human resources planning
and development which are essential for any organization which wants to
remain relevant in our dynamic society. Organization is established in order to
achieve stated objectives or goals. To achieve these objectives, effective human
resources must be in place. Since every organization depends on its employees
for its survival and accomplishment of its task, manpower planning and
development are crucial in all organizations be it private or public sectors
especially in local governments where their constitutional responsibilities
appear elusive.
Paradoxically in our contemporary society, emphasis has shifted from
manpower planning and staff development to controlling and sharing of the
national cake meant for implementation of the development projects. Human
resources planning are considered as luxury affairs and human resources
supply is seen as an elastic item which can be expanded anywhere leading to
acute neglect of manpower planning.
Recruitment in local government has turned to political patronage for
political aspirant and party loyalist. This has a negative impact on the
performance or productivity of organization. Some organizations that
embarked on planning usually end up not achieving the objectives as result of
inadequate and inaccurate data on personnel profile and on projected
objectives. Poor data management abounds in local government because of
lack of adequate skilled employee and continued use of manual /filing
methods. These have adverse affect on manpower planning.
Further more, there is highly recognized poor human resources
development and utilization in various public organizations. There is growing
evidence that lack of investment in the development and training of workers is
associated with the long-run bankruptcy of organization. In addition,
inadequate development of employees contributed to poor performance of local
governments in Nigeria. This is traceable to poor human resources
management. Human resources management according to Mathis and Jackson
(1977) is the design of formal system in an organization to ensure effective use
of human talent to accomplish organizational objectives. It is a set of activities
directed to attracting development, utilizing and maintaining an effective
workforce.
In view of the above, manpower planning, recruitment and selection,
training and development, promotion and compensation which are the critical
aspects of human resources management had been neglected and manipulated
by incompetent personnel managers.
critical analysis of relevant data on the performance of local government
in Nigeria in this our contemporary society expose to its totality the chaotic
situation which pervaded the whole system as result of negative attitude to
human resources planning and development.
Many key officials occupying sensitive positions in local government are
new entrants in the system, the worst of it all is that they lack pre-requisite of
administration. They assumed the positions through Nigeria system of “whom
do you know” and political patronage. Performance of organization cannot be
explained to large extent outside those that operate it. This leads to sharp
decline in quality and quantity of service delivery.
It is in responds of the above back drop that makes manpower planning
and development imperative in this study. The place of manpower planning
and development cannot be compromise in the achievement of development in
our localities.
The following research questions were raise;
• What is appropriate manpower planning process for effective service
delivery in local government service?
• Does recruitment of unqualified personnel influence productivity of
local government?
• What is the relationship between development of employee in local
government services and employee’s performance?
• What are measures to improve manpower planning process and staff
development?

1.3 OBJECTIVES OF STUDY
The general objective of this study is to explore the manpower planning
and development in Nigeria public service with the view to improve higher
productivity in local government.
Specific objective include:
• To identify manpower planning process and its impacts on productivity.
• To examine building of employee’s capabilities as a tool of inducing
workers for maximum productivity.
• To investigate the relationship between the recruitment of right caliber
of employee and quality and quantity of service delivery.
• To identify improve manpower planning process and staff development

1.4 SIGNIFICANCE OF THE STUDY
The significance of this study lies on its functional objectives. This
research study is very much imperative for our national development. This is
because development of any country depends largely on its human resources.
Theoretically, in our contemporary society in which research form the
basis for academic study, this research work constitute a veritable research
material in all field of study as manpower is essential in all endeavor. In line
with the above, it is necessary in sensitizing those in the realm of affairs of
education on the needs to strengthen the school curriculum to incorporate and
enhance the study of human resources planning and development in all
administrative and management courses as manpower planning is crucial for
national development.
This study is also necessary in propelling the policy maker to integrate
manpower planning and staff development with overall national development
plan as national objectives inform manpower planning, and national objectives
/ goals cannot be realized without operating under sound human resources. In
addition the research will also instigate them to make policy that will push both
private and public organization to embrace. Furthermore, it will also activate
other researcher to undertake comprehensive research on manpower planning
and staff development which will also improve the development of this
country.
Empirically, the research work really is a problem solving tool in our
society. The major aim of this research work is to accelerate growth and
development in our rural as development is synonymous with productivity, and
productivity in organization is achieved through suitable human resources. And
quality human resources in any organization in a right number and in a suitable
job are stemmed from appropriate and adequate manpower planning process.
Specifically, local government in Nigeria are regarded as non relevant
because of its inability to influences the development in rural areas, this
problem of local government will be alleviated as appropriate manpower
planning process will help to eradicate problem of unqualified employee’s.
Adequate manpower planning will help to balance manpower requirement in
local governments with their constitutional responsibilities.
Furthermore, the data management problem in the local government will
also be ameliorated, poor data management had constituted obstacle to
adequate manpower forecasting, action plan and implementation. This study
helps to introduce the computerized method in data management which will
ease the problems of delay in their employee’s management function and local
government working with inaccurate data in efforts towards realization of their
objectives.
Essentially, it will help in inducing the management of organization in
investing in staff development as there is growing evidence that investment in
training staff is associated with long run profitability of organization.

5.2 SCOPE AND LIMITATION OF STUDY
This study focuses on manpower planning and development in local
government, specifically in Enugu state. The researcher examined the staff
recruitment, selection, placement, staff training and development process.
The constraints to this research are numerous. A lot of the finance was
required to investigate extensively the extent manpower planning and
development was being carried out in all the seventeen (17) local governments
in Enugu state. As result of that the researcher covered three local
governments, namely; Nsukka local government, Igbo-Eze south local
government, and Igbo-Eze north local government.
In addition the study lasted for 12months which is not enough for
researcher to embark on thorough research in all the local governments. In
view of that, the study covered only local government listed above. The
problem, the researcher also encountered was that some officials refused to
avail themselves for interview for fear that the information given might put
their job in jeopardy. To overcome this problem, the researcher had to explain
to them critically the main purpose of research as well as assuring them of their
anonymity.
These difficulties not withstanding, the researcher made profound efforts
to ensure that the project was comprehensively carried out to meet the desired
needs.

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EFFECTIVE PRODUCTIVITY IN PUBLIC SERVICE THROUGH MANPOWER PLANNING AND DEVELOPMENT: A CASE STUDY OF LOCAL GOVERNMENTS IN ENUGU STATE