EVALUATION FOR MANPOWER DEVELOPMENT POLICIES

EVALUATION FOR MANPOWER DEVELOPMENT POLICIES

(A CASE STUDY OF NIGERIAN DEFENCE ACADEMY (NDA), KADUNA)

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ABSTRACT

This project was conducted to determine the Evaluation for manpower development policies – a case study of Nigeria Defence Academy, Kaduna. In order to have a full knowledge of the topic, some literature review was carried out.

The population for the study comprises of junior and senior staff excluding cleaners and messengers. Five research questions were provided to guide the study and a total number of three hundred (300) copies of questionnaires were distributed out of which one hundred and ten (110) were returned and used for analysis.

The questionnaire was designed for the junior and senior staff only. The mean score statistical instrument was used to analyse the data.

Some of the findings revealed that, with staff development, employees are more effective and productive, competence, prepare staff for higher responsibilities and reduces supervision and enable organisations to retain qualified staff.

Conclusion and recommendation were also drawn for the study on the relevance of staff development on employee’s productivity in the organisation. Management should make efforts to develop employees on off-the-job development so as to expose workers to modern techniques among others.

 

CHAPTER ONE

  1. Background of the study       –       –       –       –       –       1
  2. Statement of the problem     –       –       –       –       –       4
  3. Purpose of the study    –       –       –       –       –       –       6
  4. Research question        –       –       –       –       –       –       6
  5. Significance of the study       –       –       –       –       –       7
  6. Scope of the study       –       –       –       –       –       –       9
  7. Limitation of the study  –       –       –       –       –       –       9
  8. Definition of the terms  –       –       –       –       –       –       10

CHAPTER TWO

Literature Review

  1. Introduction-      –       –       –       –       –       –       –                12
  2. Meaning of manpower Development Policies-   –       –                12
  3. Evaluation of improving Manpower Development       –       –       14
  4. Effects of manpower development in an organisation –       25
  5. The objectives of manpower planning thus include    –       –       26
  6. Identifying employee development need  –       –       –       –       27
  7. Choosing the employment development plan    –       –       –       28
  8. Effects of employee compensation on organisation    –       –       32
  9. Evaluation for effective manpower development in N.D.A    –       33

 

CHAPTER THREE

  1. Introduction        –       –       –       –       –       –       –       –       36
  2. Research design  –       –       –       –       –       –       –       –       36
  3. Population of study-     –       –       –       –       –       –       –       36
  4. Sample size and sampling techniques-     –       –       –       –       38
  5. Instruments for data collection       –       –       –       –       –       38
  6. Administration of Instrument –       –       –       –       –       –       39
  7. Validity of the study     –       –       –       –       –       –       39
  8. Method of data collection      –       –       –       –       –       39
  9. Method of data analysis        –       –       –       –       –       40

CHAPTER FOUR

Data Presentation and Analysis

  1. Introduction        –       –       –       –       –       –       –       41
  2. Answer to research questions         –       –       –       –       41
  3. Major findings of the study    –       –       –       –       –       48
  4. Discussion of findings   –       –       –       –       –       –       49

CHAPTER FIVE

Summary, Conclusions and Recommendations

5.0    Introduction        –       –       –       –       –       –       –       52

  1. Summary    –       –       –       –       –       –       –       –       52
  2. Conclusion –       –       –       –       –       –       –       –       53
  3. Recommendations        –       –       –       –       –       –       54

Reference   –       –       –       –       –       –       –       –       57

Appendix    –       –       –       –       –       –       –       –       59

 

 

 

CHAPTER ONE

1.0   Introduction

1.1   Background of the Study

The importance of employing good evaluation in improving manpower development cannot be over emphasized. Manpower development according to Brach (2000), is educational and development activities conducted by an enterprises to improve the lives of their workers. The activities have definite relationship to employer’s productivity.

Adequate manpower development in human capital formation is a process which enable organisation to acquire and increase their manpower stock, through the process of planning, recruitment training and retraining. Employers develop their staff and mobilize them in the attainment of organizational goals. Training is an integral element in manpower development.

Cole (2001) viewed manpower development as being concerned with increasing knowledge and skills in doing a particular job. He went further to say that training is an attempt to improve the performance of employees through learning which is done by increasing their skills and knowledge.

Provision of good incentives which include leadership style work structure, wages and reward, selection and placement of employees, promotion of employee, attractive conduction, job security, recognition and objective setting appraisal are the evaluations used to improved manpower development so as to achieve higher productivity in any organisation.

 

According to Ekpo (2002), manpower development programmes are designed to educate employees beyond the requirement of their present job position so that they can be prepared for promotion and be able to face future challenges. Ekpo also affirm that it is necessary to broaden the knowledge of employees to meet the requirements, which their work may demand especially in future. He considers effective performance on he part of the employees as essential for the success of any organisation. Observing that however, such performance would depend on their knowledge and skills.

 

Manpower Development Policy In N.D.A

Regulations governing conditions of service for junior civilian staff in Nigerian Defence Academy, Kaduna are:

  • Merit for staff development can only be possible with the recommendation of the Head of Department/Unit of the registrar for his recommendation to the commandant of N.D.A.
  • An employee granted staff development without pay for full knowledge of the N.D.A shall be entitled to annual increment in that year.
  • Staff development may be granted with or without pay only to employees whose appointment has been confirmed and whose proposed development will be of value to the N.D.A
  • Staff can only be sent for staff development when he or she has spent some numbers of years like 3 years and above.
  • Staff should go on staff development only when it is granted for 2 (two) years duration. Extension o development of programme for a further period or not more than one year may be granted with or without pay. Each case shall be considered on its merit.

 

1.2   Statement of The Problem

Theoretically, evaluations for improving manpower development policies have become increasing vital to the success of every organisation. Once an organisation is able to fix in the right personnel, there

 

 

 

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