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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.
1.4 RESEARCH QUESTIONS
The relevant
research questions related to this study include the following:
1. What is the quality of manpower in Dangote
Sugar Refinery PLC?
2. Are there manpower training and
development in Dangote Sugar Refinery PLC?
3. What are the effects of manpower training
on the productivity of Dangote Sugar Refinery PLC?
4. Does Dangote Sugar Refinery PLC give
incentives to their employee in order to motivate them?
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