THE IMPACT OF MANPOWER DEVELOPMENT AND TRAINING IN EFFICIENT MANAGEMENT OF PARASTATAL

(A CASE STUDY OF NIGERIA RAILWAY CORPORATION EASTERN DIVISION ENUGU)

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ABSTRACT

The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges.

Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities.

The research work undertake a survey of the manpower development policies and programmes of the Nigeria Railway Corporation and found that though there exists an established policy and programmes for employee development there polices and programmes are deficient in content and complementation.

Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives.

In carrying out the research, oral interview and research questionnaire were used.  The analysis of the questionnaire was done based on percentages.  Allowing the greater or less than factor to influence the judgment either by mollified the oral interview responses gotten.  The work is divided into five chapters.  The first chapter contains the statements of problem and purposes of the study.  Three assumptions were made as forming basis for the study.

In chapter two, relevant literature on manpower development and man power development problems, methods and strategies were reviewed.  In chapter three, the research methodology and source of data are presented.  Chapter four contains the presentation and analysis of data and test of hypothesis.  The chapter five contains summary of the findings, conclusion and recommendation.

TABLE OF CONTENTS

CHAPTER ONE

• INTRODUCTION

1.1     Background of the study

• Statement of problem
• Objective of the study
• Significance of the study
• Scope of the study
• Limitation of the study
• Research question
• Hypothesis
• Definition of terms

CHAPTER TWO

• LITERATURE REVIEW

2.1     Defining manpower training and development

• Areas and objectives of manpower development
• Aims and objectives of manpower development
• Methods and types of manpower development
• Determination of development needs
• Steps in designing a manpower development programmes
• Manpower development problems
• Manpower development in Nigeria

References

CHAPTER THREE

• Research Design And Methodology

3.1     Introduction to the study

• Area of study
• Population of the study
• Sample size determination
• Instrument for data collection
• Validation of the instrument
• Reliability of the instrument
• Methods of data collection
• Method of data analysis

CHAPTER FOUR

4.0     Presentation, analysis and interpretation of data

• Testing of hypothesis

CHAPTER FIVE

5.0     Summary of findings, conclusion and recommendation

• Summary of findings
• Conclusion
• Recommendation
• Bibliography
• Research questionnaire

CHAPTER ONE

INTRODUCTION

Contemporary thoughts on national development and growth emphasize the need for the training and retaining of the human resources and economic independence of the nations.  The objectivity of this assertion becomes apparent when viewed against the background of the study.  Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts.

The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources.  They lock the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.

Since Nigeria gained her independence in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.

Our inability to provide for the necessary manpower needs results in the inefficient and under utilization of the abundant economic resources.  Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment.

The fail to foresee the desirability of continuous retaining and development of their workers in order to promote the efficiency and effectiveness of their organization.  Consequently instead of growing, the business rather fails and much capital wasted.

Commenting on the general poor development of the Nigerian workers, W.R. Haires observed that the Nigerian workers are under used, under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organization and the nation at large.

Manpower development is a dynamic process, in other words, it is a response to change in the beliefs, attitudes and behaviour of individuals so that they can better adopt new techniques and challenges.

In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the Nigeria railway corporation established a training policy for her employee.  In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which affected the success of the programme.

This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identifying problem areas (where any) and making suggestions on ways of achieving greater successes in their manpower development efforts.

• STATEMENT OF PROBLEMS

After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization.  The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced

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A CRITICAL APPRAISAL OF THE STRATEGIES OF EXPORTATION OF MADE IN NIGERIA GOODS IS A TOPIC CHOSEN FROM MARKETING FIELD.

 

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ABSTRACT

A critical appraisal of the strategies of export of made in Nigeria goods is a topic chosen from marketing field.

The research was conducted mainly to examine the strategies adapted by NEPC in Exportation of goods  made in Nigeria. For effective research on this topic both primary and secondary data were used to elicit information from sample studied, the primary source of data were response from the personal interview, while secondary source from periodical journals and newspapers.        Three hundred and fifty person’s were interviewed as the sample of exporters with NEPC. The data analysis was based on oral interview and the major findings are as follows:

• The commandment of the strategies adopted by Nigeria export promotion council.
• The positive responses given by respondents in the question of the research.
• The strengthening and upgrading the status of NEPC
• The reduction of institution bottleneck in export.

 

 

TABLE OF CONTENT

CHAPTER ONE

• INTRODUCTION 1
• BACKGROUND OF THE SUBJECT MATTER 2
• PROBLEM ASSOCIATED WITH

THE SUBJECT MATTER                                     3

• THE PROBLEM THE STUDY WILL

BE CONCERNED WITH                                      4

• IMPORTANCE OF STUDYING THE AREA 5
• DEFINITION OF IMPORTANT TERM 6
• REFERENCE 8

CHAPTER TWO

• LITERATURE REVIEW 9
• THE ORIGIN OF THE SUBJECT MATTER 20
• SCHOOL OF THOUGHT WITHIN

THE SUBJECT AREA                                           21

• THE SCHOOL OF THOUGHT RELEVANT

TO THE PROBLEM OF THE STUDY.               23

• DIFFERENT METHODS OF STUDYING

THE PROBLEM                                                     25

• SUMMARY 28
• REFERENCE 30

CHAPTER THREE

• CONCLUSION 31
• DATA PRESENTATION 35
• ANALYSIS OF THE DATA 36
• RECOMMENDATION 41
• CONCLUSION 43
• REFERENCE 45

 

 

 

CHAPTER ONE

1.1     INTRODUCTION

Harnessing Nigeria non-oil product for export is government policy of promoting the product by providing various export incentive as well  as volatility of the international oil market. In 2002 this was almost in Jeopardise due to federal government inability to realize its revenue projection from crude oil exports. The emergency of oil and the national economy since the early 1990’s making the sector the major contributor to government revenue as well as foreign exchanging caring led to the neglect of the other sector of the economy and create serious structural imbalance in the economy. From 58% in 1970 oil contribute to total export earning increase to 9890 in 1982 dropping slightly to 90% in 2000.  Inspite numerous government effort, to promote non-oil export the sector remain depressed, accounting for between 3-5% of budgeted foreign exchange revenue.

 

 

 

1.2     BACKGROUND OF THE SUBJECT MATTER

Before the discovery of oil, the main stay of Nigerian economy was agriculture such as plan oil, cocoa, cotton, groundnut, rubber, palm kernel etc. which enjoyed encouragement and support in policy implementation accounting for about 8090 of Nigeria total revenue.

In 1965, non-oil export accounted for as much as 70% of Nigerian foreign exchange earning in 1970 it was 43% but in 1976 the share of non-oil export falls to 6% and by mid eighties, the sector remain structural imbalance in the economy and thereby had to import some of these product increased total export earning from 58% to 98% which is the peak of oil boom as crude oil sold at 40 dollars barrel and when the world oil glut, price of crude oil drop slightly to 90%. It is against the background that Nigeria need to re-appraise her strategies in the exportation of non-oil export.

Export promotion management was adopted early sixties for international trade centres UNITED/GAT as strategies for effective enhancement and development of international marketing of export products in developing economics in world trade.

Export promotion is designed also to assist in looking debts servicing, purchase of basic input and responsible of promoting non-oil export in Nigeria. It is against these back drop that the council was establish by decree 26 of 1976 under Murtala/ Obasanjo regime later in 1988 under Ibrahim Babangida, NEPC was revisited and organised under decree 41 of 1988.

Although, it has some success but suffice to say that it is saddled with problems as yet to record. Excellent compared to its set objectives.

 

• PROBLEM ASSOCIATED WITH THE SUBJECT MATTER

The problem associated with the subject matter is listed below;

1. To evaluate or ascertain the management strategies adopted by the Nigerian export promotion council (NEPC) in promoting Nigerian products abroad
2. To ascertain the root causes of low percentage in the foreign earnings from non-oil export.

3.       To ascertain problems facing NEPC

 

 

 

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ORGANIZATION STRUCTURE AS A TOOL FOR EFFECTIVE MANAGEMENT

(A CASE STUDY OF INSTITUTE MANAGEMENT AND TECHNOLOGY) ENUGU

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CHAPTER ONE

1.1     INTRODUCTION

• Historical Background
• Statement of Problem
• Objective of The Study
• Research Hypothesis
• Scope of Limitation of Study

Reference

 

CHAPTER TWO

LITERATURE REVIEW

• Definitions and Explanation
• M.T Performance and Growth

2.3      Need of Organization and Types of Organization Structure

• Process of Designing and Organization Structure
• Common Mistakes in Organization Structure
• Making Organization Structure Effective
• Essence of Organization Chart

Reference

• Essence of Organization Chart

Reference

CHAPTER THREE

RESEARCH METHODOLOGY

• Research Design
• The Population

3.3     Sample Size

3.4     Source of Data

3.5     Method of Data Collection

3.6     Method Data Analysis

CHAPTER FOUR

Data Presentation and Analysis

• Presentation and Analysis of Data
• Analysis of Data

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMEND

5.1     Recommendation

5.2     Conclusion

5.3     Bibliography

Appendix I

Appendix ii

CHAPTER ONE

 

• INTRODUCTION

Every organization is made up of human and physical resources. The resources are bought together in order to accomplish these objectives, tasks must be identified, the tools and technology required must be provided and a structure of relationships must be created. It is the sole function of management to determine the best structure that will optimizes the utilization of the resources.

Thus organization is a means of achieving the best result from concerted effort, organizations deals with people and their relationship within an enterprise.

It is the type of organization that determine the type of people require and their relationships.

Osisoma defined organization as a social and technological device made up of people and physical factors which process certain inputs, and execute functions and tasks that lead to the accomplishment of specified objective”. Organization is also two or more people working together in a co-ordinate manner to achieve group objective or result.

Akpala said that “organizing is a management function of dividing out the constitutions activities into elemental units for facilitating operations, of grouping the units into wider sub-systems called departments branches or division of placing people or decision makers on to the units created of establishing functional or responsibility and authority relationships between the various units and person holding offices”. Hodget said that “organizing entail the assignment of duties and the co-ordination of efforts among all organizational personnel to ensure.

Maximum efficiency in the attainment of predetermined objective.

Structure can be seen as a framework providing a pattern for organization structure has been defined by Hurley as “patterns of relationships among the various people occupying the positions” Yode said that “organizational structure is a structure that provides a systematic arrangement of functional assignments in which component parts have specialized duties, a;; presumably contributing to the over all objective organization structure has also been defined by Osisoma as “ the framework of the formal relationship within which management can adequately and effectively control, supervise, delegate and fix responsibilities and synchronize the work done by divisions, departments and individuals” Nwachukwu opined that organizational structure.

Involves dividing activities into departments, divisions, units and sub-unit defining relationships between the heads and members that make up the units” while KWCHER and MASOW explained that an” organizational structure establishes the responsibility and authority relationships between people in enterprise. The purpose is to find the structure, which will be most efficient and effective. They went further to defined the key word as follows: responsibility refers to the set of duties one must perform, the requirement one is accountable for or answerable to in order to achieve a purpose. Authority is the right or power to give commands to others to perform duties and requirement” these views are in line with the of hinterland, who defined organization structure as the pattern or network relationships between the various positions and position holders.”

The arrangement within the framework of interaction in-the organizational is hierarchical in the organizational is hierarchical. The definition by professor Akpala which saw organizing as the management function of dividing out the institutions activities into elemental units for facilitating operations of grouping the units into wider sub-system called departments, branches or division or establishing function or responsibility and authority relationships between the various units and the persons holding offices, will be adopted that the purpose of the study.

From the following definitions, organizational structure may be for the purpose of this study be defined as the sanctioned network in interactions and relationship between positions, their functions and occupants and a means through which management attempts to achieve predetermined organizational goals. These includes who reports to who, levels and patterns of communication, the specific functions of members of the organization; the rules, regulation and procedures that govern individual activities.

This is because the definition tries to bring in all the important elements in the understanding of organizational structure. The important of development of an appropriate organizational cannot be over emphasized. It provides the over-all guider-line essential for effective employee performance. The organizational structure provides the guidelines for clarifying and communicating the line or responsibility, authority and accountability within the firm.

Organization structure shows clearly the authority relationship in an organization. It vividly defines the centers of authority. Organizational structure provides a framework within which delegation and assignment of responsibility can perfectly take place. It shows line of co

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The Effect of Financial and Non Financial Incentives on staff productivity

 

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CHAPTER ONE

INTRODUCTION

• Background of the study

All organizations are concerned with what should be done to achieve high level of productivity through staff motivation using the right kind of incentive. Consequently the effect of financial and non financial incentive becomes a burning issue in human resource management.

 

As such a lot of theoretical concept, principles and techniques of management have evolved in response to these challenges/ but most scholars suggest that more conceptual and empirical work is required to show the link between financial and non financial incentive and staff productivity is still vague but some studies have documented in their work that financial incentive is readily perceived as having a high instrumental value that makes putting forth extra effort worthwhile and its has a long term effect in terms of labour turnover rate because of comparative value for alternative employment while non financial incentive has less initial impact as the pragmatics of financial gain, they seem to have a steady, sustainable impact.

 

Despite the growing body of literature and empirical study on the effect of financial and non financial incentive on workers productivity, the subject matter still remains complex. Hence, the need to undertake a survey on the effect of financial and non financial incentives on staff productivity in Nigeria Postal Services Kaduna.

 

 

1.2     Statement of problem

Nigeria Postal Services (NIPOST) like other public enterprise is constraint with the problem of using non performance based element like salaries to compensate it staff as against performance-related pay structure which has hamper productivity because it does not make worker put in extra effort in their work. This is so because their compensation is not based on incentive schemes that elicit additional effort of workers sequel to unfriendly government legislation on wages clause and bureaucratic inefficiency. Hence the need to examine the…

 

 

 

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EFFECTS OF PENSION SCHEMES ON THE NIGERIAN WORKERS

(A CASE STUDY OF ENUGU STATE)

 

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CHAPTER ONE

INTRODUCTION

1.1     Background of Study

1.2     Statement of Problem

1.3     Objectives of Problem

1.4     Significance of Study

1.5     Scope and Study Limitation

1.6     Research Questions

1.7     Definitions of Terms

Reference

 

CHAPTER TWO

LITERATURE REVIEW

2.1     Concept of Retirement

2.2     Retirement Benefits

2.3     Methods of Providing Benefits

2.4     Establishing Retirement Benefit Scheme

2.4.1  Creation of the Legal Frame Work

2.4.2  Informing the Employees

2.5     Qualifications for Membership

2.51   Circumstance in which Gratuity and Pension may be        granted

2.5.2  Computation of Pension and Gratuity

2.5.3  Non-Reckonable Services

2.6     Types of Benefits

2.7     Problems Associated with Scheme Administration

2.7.1  Public/ Civil Service Scheme

2.7.2  Self Administration Scheme

2.7.3  Insured Scheme

References

 

 CHAPTER THREE

RESEARCH METHODOLOGY

3.1     Sources of Data

3.2     Research Instrument Used

3.2     Research Population

3.4     Data Analysis Technique

References

 

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.1     Analysis of Data Collected from Employees in Active       Service

4.2     Analyses of Data Collected from Retired Employees

4.3     Analysis of Data Interview Conducted.

CHAPTER FIVE

FINDING, CONCLUSION AND RECOMMENDATIONS

5.1     Findings

5.2     Recommendations

5.3     Conclusion

Bibliography

Appendix

Appendix

Appendix

Questionnaire

ABSTRACT

 

No man is an island; collectively we have been able to make a thorough research on how effective pension scheme in both the civil and public sectors of the Nigerian economy has been beneficial or just a mirage to the Nigerian workers; thus a case study of Enugu state.

In the first case, the purpose of the stuffy shall be looked at. As an overview, the aim of this study as to look at the impact of pension schemes on a sector of Nigerian workers of this public servants and how effectively this pension arrangement would be made so as to cover every sphere of there problem in relation to this. So, the purpose stretches from the important of a proper pension arrangement and how best it shall be implemented to affect a proper working of the plan.

The method of study is purely on both qualitative and quantitative basis. But in particularity, the table analysis was used for the analysis of the data collection.

The third part of the project, death on method of data collection which was purely on interview; so the response from the interview as used a data per analysis for the research work.

The last part deals with basically the major pounding. This shall be merit viewed as follows the factors which militate against the effective administration of pension scheme in the country which may include: irregular payment of benefits lack of enlightment programme etc. in our findings, the following recommendation could ensure a need for regular review of prisoners the manpower needed making the scheme to be contributory etc.

 

CHAPTER ONE

 

INTRODUCTION

1.0     BACKGROUND OF STUDY

          In the traditional Nigerian society, aged parents look up to their children for support and this is one reason that the average numbers of children in Nigeria home are usually more than those of their counterparts in more developed countries. The home is therefore the bedrock of provision for the old. This arrangement therefore instates the role of a pension scheme on a less final setting.

It would be appropriate at this junctures to briefly give the meaning of a pension.

A pension can be defined as a series of regular payments provided by government or former employer for a person who has come to the end of his normal working life. It is an income during retirement at it’s most basic level. Such an income will assist the retired person to survive and depending on the amount and on any other means he may have, it may also enable him continue to enjoy some of the luxuries which he could afford during his working life. As earlier indicated, it is evident now that the Nigerian traditional society simply substitutes the large extended family as a pension scheme. Members of the family collectively make every provision required by the retired for his/her upkeep until death.

This method of course is crude and not very effective one which can be illustrated as thus: Assuming the retired has an infirmity this would mean double trouble for the supporting family and where the loss by accidental means one can retire only imagine the plight of such a retiree and dependents.

In order not to dabble much into that aspect, we will now examine the background of the pension scheme itself. Accordingly, pension dates back to the twelfth century and in those time, it was only through local manors or boroughs that protection was obtained from hardship and also within the confines of the community that guilds distributed relief. At that time though it was only regarded as relief for the old and poor and not necessary as a benefit for service rendered during one’s working days. These guilds were founded on religious or charitable basis and as time want on, merchants and craft guild were also founded. Gradually as strong central government emerged, caring of the poor because a national issue rather than a local responsibility so legislature concerning the poor because common.

As time wants on, the occupational pension scheme which established a right to a pension as a result of previous employment was also introduced and this is where, we are most concerned with in this research work.

In Nigeria generally, pension scheme does not import much meaning to the workers, not to mention it’s usefulness. It still has not rested it’s full weight on the Nigerian populace because all they see and know about is that it is some sort of income which one is supposed to be entitled to after retirement but never gets.

This is the present position of what the average Nigerian worker feels and knows of pension, which is pathetic.

What is the cause of this situation? How do we go about correcting the system? All these and other questions will enable us straighten out the present position of pension schemes in Nigeria using Enugu state as a case study.

Many Nigerian workers after retirement from active service whether voluntary or otherwise are not aware of what entitlements they are entitled to as pension or where there is awareness, those in authority seen to be up to one thing or the other in order to delay the commencement and safe of the retiring employee’s pension.

Experts in Nigeria agree that due to the fact that most workers become dejected and worn-out after retirement, not a few of them (workers) look up to their retirement period with optimism.

While the retired civil servants could be slightly better if as they are entitled to monthly stipends in the firm of pensions their counterparts in the private sector are not so lucky. They receive theirs en-bulk at the initial time of retirement and no more. Therefore it becomes difficult for them to plan and carry out their obligations which they still carry along with them regardless of their fresh status, as retried workers.

Another area where this research would tend to examine are the reasons being given for the delay in payments of gratuities and pensions which range from structural defects in payment arrangement in relation to bureaucracy, fraud and mismanagement of pension funds, though the Nigerian constitution on the protection of pensioners safe “The right of a pension in all the public service of the federation to receive pension or gratuity shall be regulated by law. Any benefit to which a person is entitled shall not be withheld to his disadvantage it however, is salient on when payments should be made and penalties for delay.

It is against this background that this research work will be established and recommendation made curb the present disheartening situation as regards pension schemes in Nigeria.

 

1.2     STATEMENT OF PROBLEM

          This study will aim at examining the problems associated with pension scheme effectiveness and efficiency, the administration of pension funds and criteria for setting up such schemes in Nigeria. It intends to finds out why it is near impossible for retirees to receive their pensions, the employees’ role in pension’s arrangement and the administration of the

 

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