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IMPACT OF
MANPOWER DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 BACKGOUND OF THE STUDY
The role and
importance of human resources in the long term in ability of any business or
non-profit making enterprises cannot be overemphasized. Although other
resources such as financial information physical are also essential but human
resource are virtually boundless in the potential impact of the organization.
Manpower is
the basis of all resources use and it is the indispensable means of converting
other resources to mankind’s use and benefits. So how well we develop and
employ human resources skills in fundamental in deciding how much will
accomplish as a nation manpower is plot of every human institution. Even in he
develops and industrial nation of the world where the use of machines and
technology is at an advanced stage, manpower is still very essential.
Organization
today face many challenge in the management of their human resources-challenge
that ranges from constant change in organizational environment, through
unmotivated work force to shortage of skills manpower even in the face of heavy
unemployment syndromes.
In the word
of Onan (2003) what sets most successful organization apart is how they manage
human resources.
In the
private sector the ability to achieve and sustain competitive advantage lies
within the workforce without exception what keeps executives up a thing are
decisions about human resources that are rather difficult and delicate how to
control labors Costa, while still treating people fairly. Those challenges
depend on the pressure organization face. This no doubt that in this advanced
age to development and technological break through manpower must be developed
to meet the challenges of modern technology. Trained and well developed
manpower is the essential ingredient for efficiency and effectiveness in any
human organization
Unfortunately
this days the overwhelming and pervasive role of man power resources in
organization seem to be compromise to the extent of misplacing its role of
achievement of organization objective many organization paid little of no
attention to issue of training and developing ad aviate manpower for achieving
organizational goal or objective.
An essential
instrument for achieving organizational objective is the adequacy and
effectiveness of available manpower.
Any organization
whether (Informal or formal, private government can only boast of.
1.2 STATEMENT OF PROBLEM
Emphasis is
placed on manpower development in every organization because of the improvement
in the level of productivity that accompanies it. Thus any organization that
does not place emphasis on the development of its manpower is encouraging
failure. Without deviate training the employee morale and organizational
productivity while drop employee skill and innovative ability decline and hence
the whole organization suffers some organization do handle manpower development
with lackadaisical and incident care attitude.
Therefore
this research is intended to examine the important advection of relevance of
organizational performance through training and factors hindering it then come
up within recommendations which present solution to the problem at hand.
1.3 OBJECTIVE OF THE STUDY
The main
objective of the study is to examine the manpower development policy in federal
capital Development Authority as it affects the staff performance and retention
specific objective include
To ascertain
the staff training policies and programmers in the organization
To ascertain
if these training policies and programmers are consonant with the present
organization needs.
To examine
the effect of the training programmers on staff as it affects their skills
experience and quality in general.
To examine
the effect on staff performance retention as effective service delivery in the
organization
To make
suggestions as rewired with an view of ensuring a well
1.4 RESEARCH QUESTION
Manpower
program in FCDA improved service delivery
Manpower
training program adversely offices staff retention in FCDA.
There is
need for more an effective training program in the organization
Manpower
program impacted well in employee job performance
1.5 RESEARCH
HYPOTHESES
H01: Lack of
a clear-cut manpower development policy objective is responsible for
ineffective manpower development in FCDA
H02:
Ineffective effect on staff performance and retention as well as effective
service delivery in FCDA
1.6 SCOPE OF THE STUDY
This
research work is intended to cover the personal department of the FCDA with a
view to find out the impact of manpower development to the progress of FCDA as
a chose case study for the project work FCDA has it employees recruited from
all states of the federation that belong to the federal government. Federal
capital Development Authority (FCDA) was established in 1990. Thus the study
focuses on the data of establishment till date
1.7 LIMITATIONS OF THE STUDY
The study
was undertaken to asses the effectiveness of manpower development in FCDA. This
was done in view to asses it affects on the skill knowledge, performance and
staff retention.
A major
limitation of this study is that other institution not included in the study.
In other words an extensive coverage of other organization is not done, due to
time and financial implication which the researcher might not be able to
afford.
Another
limitation was that of difficulty sin collecting or having access to some data
or information relevant to this research work. This was due to the issue of
confidentiality which the public sector was knows for however these limitations
do not really effects the content of the research work. Not distending if these
limitations are avoided or eliminated it could have enriched or added more
value to the study.
1.8 DEFINITION OF RELEVANT TERMS
Manpower:
this implied the total number of pensionable employee of federal capital
Development authority.
Manpower
development: an extensive definition of this concept has been done in chapter
two (literature review) of this work. However in this study, manpower
development implied the organization and co-ordination of knowledge skill
experience and attitude of the staff of FCDA in view of making them perfect or
professional in their various schedule or duty it is aimed at enhancing their
ability for greater performance towards achieving the organizational objective.
Manpower
development objective: Can be defined as those results that the training hopes
to achieve.
Effective
training and development policy and programs implied the achievement of the
purpose to which the training policy or programs in this work is effective if
it is consonance with the needs of the individual staff and the organization a
whole.
1.9 SIGNIFICANCE OF THE STUDY
The issue of
manpower development has become a major agenda in public personnel
Administration. The reason for this is not fork etched, more public
organization is faced with a lot of challenge which rewires specialist and
professionals to handle.
This
invariably brought about the importance of re-defining the manpower development
policies and programs, so that staff of these institutions will be able
acquired new skills, knowledge and experience to cope with these change.
Thus the
importance of undertaken a study of manpower development in federal capital
development Authority is imperative.
Although,
some studies have been carried out (i.e., Bala, 1992 Danjuma 1998, Garba 2000,
Sani, 2002) none of them has examine the training policy on ground in relation
to the presence need in the organization.
The study is
an academic requirement as such, it would be of use and benefit to researcher
(as individuals, group and to organization) it will also serve as a reference
point for studies for both diploma and undergraduate student who to carry out
similar study.
Effective
operation if is bless with adequately well-training and development manpower.
In Nigeria
many organization (whether government or private profit oriented) have been
deficient in their operation and the overall effectiveness due to type or
caliber of manpower they have federal capital development authority is not
exemption.
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