IMPACT OF EFFECTIVE MANPOWER ON THE DEVELOPMENT OF ORGANIZATIONS

IMPACT OF EFFECTIVE MANPOWER ON THE DEVELOPMENT OF ORGANIZATIONS

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Manpower occupies an indispensable position in every establishment, be it manufacturing or service organizations, like Dangote Sugar Refinery PLC. This means that without manpower no establishment can function. In essence, human effort is greatly desirable and fundamental in achieving the goals and objectives of the organization. The onuses as to how an organization thrives are at their
whims and caprices; the supply of labour, technical and professional skills, which are apropos for effective and
efficient planning and implementation of development policies, programmes, projects and daily functioning of the
organization are their prerogative, it cannot be succinctly stated that manpower constitute organizations’ greatest asset.
Thus, the pivotal role of manpower in an organization, informed the importance that its development cannot be
optional but something that must be done irrespective of the personnel previous training or experience. Manpower
development is an indispensable component of strategic human resource management as well as a means of
reducing inefficiency among organizational key asset- its human resources, and it is vital for workers’ productivity and organizational performance. Since the formal educational system does adequately provide specific job skills for a
position in a particular organization, while few employees may have the required skills, knowledge, ability and
competencies needed to fit into a specific job position in an organization. Thus, it is through manpower development
process that employees are trained and developed to fit into organizational strategic goals and objectives. It is
germane to espouse the position of Druker (2000), who opined that manpower development is seen as a concept
which is generic because it focuses on training out human resources that is needed for the development of an
organization.
Manpower planning and development as a function of management is highly indispensable in the achievement of
organizational objectives. There is need to plan for the various resources such as human, material and time, etc, in
order to achieve stated objectives. It should be noted that it is the function of the personnel to combine the various
resources in an appropriate manner in order to actualize the objectives of the organization. In this globalized era,
there are increasing claims that the route to competitive advantage is achieved through people. In a situation where
identical non people resources in the form of finance, raw materials, plants, technology, hardware and software are
made available to competing organizations, the differences in economic performance between organizations can be
attributed to differences in the performance of the organizations workforce. In other words, the calibre of the human
resources in an organization determine the success or failure of an organization, hence, justify the rationale to plan
for, and develop the personnel in various units of the organization in order to achieve the stated goals.
According to Ake (2001), 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. 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 planning and development as a 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 planning and development in a postcolonial
Nigerian State in which the process of manpower planning and development for national growth was distorted by
colonialism with it attendant negative orientation that was injected into political leadership (Ekpo 2009). Thus,
manpower planning and development became an elitist design that was geared to favour capitalist mode of
production in which labour was relegated to the background among the factors of production (Omodia, 2009:113).
Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the
organization. The efficient and effective performance of the workforce in turn, rest on the richness of the knowledge,
skills and abilities possessed by the workforce. Capacity building and development in most organizations is a
continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make
adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills.
This cannot happen if employees‟ capacity building and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise (Dada, 2004).

1.2 STATEMENT OF THE PROBLEM

The challenge of human capital development for developing nations is daunting. This is in consideration of how far
ahead the rest of the world is and the enormous efforts and resources required of them to catch up. Nigeria’s high
population, vast socio-cultural diversity, yet-to-mature political culture and the great hope repose on her to
emancipate the black-race, makes the challenge even more critical for us. The good news however, is that there is
cause for great optimism because the nation has more than enough human capital potentials to surmount the
challenge if harnessed, activated and effectively channeled.
For this reason, it encounters numerous problems which range from:
1) Lack of qualified instructors and consultants to undertake capacity building courses,
2) Lack of essential capacity building tools, to
3) Lack of effective communication within the organization which makes it impossible for most employees to know
about capacity building opportunities available to them.

1.3 OBJECTIVES OF THE STUDY

The general objectives of this study is to examine the Impact of effective manpower on the development of
organizations, a case study of Dangote Sugar Refinery PLC. The specific objectives include:

1. To ascertain the quality of manpower in Dangote Sugar Refinery PLC.
2. To find out if there are manpower training and development in Dangote Sugar Refinery PLC.
3. To examine the effects of manpower training on the productivity of Dangote Sugar Refinery PLC.
4. To investigate if Dangote Sugar Refinery PLC gives incentives to their employee in order to motivate them.
   
5. 1.4 RESEARCH QUESTIONS
   
6. The relevant research questions related to this study include the following:
7. What is the quality of manpower in Dangote Sugar Refinery PLC?
8. Are there manpower training and development in Dangote Sugar Refinery PLC?
9. What are the effects of manpower training on the productivity of Dangote Sugar Refinery PLC?
10. Does Dangote Sugar Refinery PLC give incentives to their employee in order to motivate them?

IMPACT OF EFFECTIVE MANPOWER ON THE DEVELOPMENT OF ORGANIZATIONS