Effect Of Manpower Training And Development In Employee Morale

Introduction

1.1 Background of the Study

There are a number of factors that contribute to the success of any organization, these factors include: capital, equipment, manpower, etc. All these factors are important but the most significant factor is the human factor. Since it is the people that will put the other resources to work, it should be viewed as such by management by giving it due attention in order to achieve its organizational goals and objectives.

According to Ejiofor (1987), training is indispensable to employee efficiency especially with the growth and modernization in the banking industry. He added that, they are essential for better labour utilization and planning of organizational goals.

Manpower training aimed at ensuring that the right person is available for the right job at the right time. This involves formulating a forward looking plan to ensure that the necessary human effort to make it possible for the survival and growth of the organization, it becomes imperative to develop the employee.

Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to series of activities, which an enterprise would embark upon to improve its managerial capacity. Manpower development is important in any discussion of strategic human resources management.

These emphasis on manpower and development is influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication, involvement and commitment necessary to compete effectively.

Since the early 1960, the human factor of production of manpower as it is alternatively called, has increasable been recognized as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although, it might to tempting to attach more importance to the availability of physical resource such as capital and equipment undermining that they are mere passive factors of production, which depend on human intellectual which is the active agent to exploit them in order to achieve the objective of the organization. Thus, the human factors (manpower) is the main stay of the organization.

In other words, the success of an organization depends on the ability and expertise of those who operate it both at the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge they possess and training received.

According to Harbison, F.H. (1973), human being constitutes the ultimate basis of a nation’s wealth. This proposition applies to the organization, which implies that with daily increase and complexity in the organizational activities and the problem ensuring optimum productivity which is fast becoming a challenge as well as imperative for the management of organization, thus, training and development of staff on whom the huge responsibility of furthering these goals rest, must take top priority if the organization must continue to enjoy maximum performance from the staff.

The main objective of setting up a company is to make profit and to achieve this organizational goal, adequate manpower planning and development programmes should be put in place to enhance performance.

1.2 Statement of the Problem

The human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilizes these available resources to bring about the desired goals.

However, most organizational plans meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail while rarely do such organizations pay attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.

The very few organizations that give thought to this very important aspect of staffing functions do so with lack of seriousness; all round attention and continuity. The programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development. There had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the industry, in the circumstance, what we find is that the rise in industrial output is inconsequential in spite of the enormous wave of modern technology that now exist in industrial activities.

It is the opinion of industry observes that the poor performance of the organization-workers follows from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the effect of manpower training and development in employee morale, however, the researcher used Oredo Local Government Council of Edo State as a case study.

1.3 Objectives of the Study

The overall aim of this study is to critically examine the effect of manpower training and development in employee morale using Oredo Local Government Council of Edo State as a case study. Hence, the study will be channeled to the following specific objectives;

Determine whether there is a significant relationship between manpower training/development and employee morale.

Ascertain whether the implementation of manpower training/development programme enhances employees’ job satisfaction.

Ascertain whether the implementation of manpower training/development programme improves employees commitment and productivity.

Find whether there is an adequate implementation of manpower training/development programme in Oredo Local Government Council Of Edo State.

1.4 Research Question

The study sought answer to the following questions.

Is there a significant relationship between manpower training/development and employee morale?

Does the implementation of manpower training/development programme enhances employees’ job satisfaction?

Does the implementation of manpower training/development programme improves employees commitment and productivity?

Is there an adequate implementation of manpower training/development programme in Oredo Local Government Council Of Edo State?

1.5 Research Hypothesis

Ho: There is no significant relationship between manpower training/development and employee morale.

Ha: There is a significant relationship between manpower training/development and employee morale.

1.6 Significance of the Study

This study when successfully completed will be immense important to employees of labour in order to know the quality and effect of industrial training programmes offered by ITF. It will be of importance to government to know how the fund has been fairing and make recommendations where necessary.

It will also enable non-contributing companies or non member to know the skill content of the fund and decided whether the fund is living up to expectation.

The analysis will act as a catalyst in funding remedies to operational problem of the fund thereby providing solutions where it is lacking.

1.7 Scope of the Study

The scope of the study covers the effect of manpower training and development in employee morale using Oredo Local Government Council of Edo State as a case study. Hence, the study will be delimited to Oredo Local Government Council of Edo State.

1.8 Limitation of the Study

This research project, like all human endeavors, had some challenges that threatened to derail the study’s completion. One of the reasons is that the time allotted for this work was so limited that the researcher did not have enough time to complete the task thoroughly. During data collection, the researcher also had to put forth extra effort to understand the respondents’ interview schedules, several of whom fell into the incomprehensible age group. Also, there were financial and transportation constraints to deal with. Insufficient funds tend to impede the efficiency of the researcher in sourcing the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, interview).

1.9 Definition of Terms

Manpower:

They are workforce employed or hired in a business establishment to perform day to day activities, and rendering services to the public to maximize profit for business establishment.

Training:

This is a key factor in enhancing the efficiency and expertise of the workforce.

1.10 Organizations of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.