ABSTRACT
The importance of manpower development is more obvious given the growing complexity of the work environment, the rapid change in organizations and advancement in technology, among other things. Development helps to ensure that organizational members posses the knowledge and skills they need to perform their jobs effectively, take on new responsibilities, and adapt to changing conditions. Despite the recognition of the importance of manpower development by management experts and government as expressed in white papers on various reforms in Nigeria, the experiences of manpower training and development in the Nigeria public services has been more of ruse and waste. This paper examines the experience of Nigerian public services on manpower development with a view to understanding the problems being faced. It makes appropriate recommendations on how to ameliorate the situation.
CHAPTER ONE INTRODUCTION
5.1BACKGROUND OF THE STUDY
The administrator’s as well as the business executive in the country today are beginning to realize that the extent and quality of manpower development provided within their organisation may be a major factor in determining the differences between catastrophic and rapidly growing organisation.
By manpower development, one simply means any attempt by an organisation to improve current or future employee performance by increasing through learning an employee attitude or increasing his skills and knowledge.
Therefore, the process of manpower development is a continuous one managers and the workforce are expected to have acquired or have the
potentials to acquire educational technical training and experience necessary for their jobs before they are deemed qualified for employment.
The mistake arises from the feeling that once these are complemented with learning on the job, the human resource would have been fully equipped to face the present and future challenges in the work environment. As a result, many organisations feel that there is no need to continuously improve the knowledge of the employee through regular formal training programmes.
The consequences of this are low productivity due to employee’s ineffectiveness as a result of their inability to adapt to changes because change in respect to these issues is inevitable.
1.2 HISTORICAL BACKGROUND OF THE CASE STUDY Nigeria agricultural and co-operative bank ltd. (NACB) was established as a national agricultural credit institution on the 24th November, 1972 and
went into operation on 6th March, 1973. The bank started off as the
Nigerian agricultural bank limited (NAB) and actually took its new name in 1978 at the instance of the Nigeria government. Prior to the establishment of NACB as an institution lender to Nigeria farmer, the financing of the Nigeria agricultural sector was essentially being handled by variety of public institutions, which include the fund for agricultural
and industrial development corporations and the regional marketing boards.
According to an agricultural expert, these credit financing institution faded due to some factor which range from monitoring and supervision to low coverage of the farming population inadequate funding, adoption of excessively rigid and time consuming procedures for processing loan applications, low loan recovering and untimely loan disbursement. The non-institutional lenders, friends, relations and thrift societies took advantage of the weakness of these institutional lenders to charges exorbitant rates of interests to loan seeking farmers. These was the state that Nigeria farmers found themselves when the government commissioned a number of studies which finally culminated in the world bank “Stoneham report” of 1969 the report recommended among other things, the establishment of national agricultural credit institution whose major function would be the provision of credit to farmers so as to exterminate dearth of capital which has been the major impediment to agricultural development in Nigeria.
Share capital: NACB ltd took off with an initial share capital of N1,000,000 million in 1974 on realizing that consequent upon the increase in the volume of the bank operations under capital base would be needed, a special increase of share capital N2,000,000 million was
effected in 1978. This amount later proved inadequate as it could not put the bank in a comfortable position to mobilize funds from capital and money market a step which became very necessary in order to have enough revenue base to satisfy the increasing demands of the Nigeria farmers. The federal government therefore approved that the share capital be increased from N150million to N500million in 1988.
Sources of funds and financial capability: NACB has two major sources of funds. The local and international sources. The local sources could be further broken down into; the federal government and the central bank of Nigeria (CBN). Apart from equity participation, the federal government usually makes a yearly statutory allocation to the bank in form of loan for credit delivery to farmers. There are also loans in form of short falls from Commercial and Merchants Banks which is passed to NACB by the CBN as loans. As the local sources could no longer be totally relied on for sufficient investible funds, the banks decide to source funds from the international capital market so as to be in a better position to give effect to the federal government policy on agriculture. With the bank share of capital an N500million, it has been well placed to negotiate for loan from lending institutions outside the country. Among these lending institutions are the international bank for reconstruction and development (IBRD), ADE ECOWAS, IMF to mention but few. All
along the bank has never received any subvention from the federal government as all monies from the government are loan which are being repaid with accrued interest as repayment full due.
FUNCTIONS AND PROSPECTS OF NACB LTD
Nigeria agricultural and co-operative bank limited, a development finance institution, was established to deliver credit to the agricultural sector of the Nigeria economy having the following wing specific objectives as its central focus:-
1. Promotion of agricultural production and rural development.
2. Assisting in the improvement of the income and quality of life of the Nigeria rural population.
3. Contributing to the overall growth and development of the Nigeria economy.
Thus, the function of the bank are:-
i) The provision of loans to individual farmers, co-operation organisation, limited liability companies, state and federal government agencies.
ii) Financing direct investment in the equity capital if major agricultural and agro-allied industrial ventures.
iii) Providing guarantees for viable agricultural and agro-allied ventures to enable them raise financing either locally of from abroad.
iv) Assisting in improving the incomes and welfare of farmers, promoting rural development.
v) Increasing the nation’s output of foods and cash crops to meet the needs of a rapidly increasing population.
vi) Financing of all forms of agricultural projects, which include fishery, cattle, poultry, rabbi try, piggery, forestry and timber production, horticulture crops and trees crops.
vii) Provision of finance for the marketing of agricultural produce locally and for export. It also makes finance available to industries that process agricultural products.
viii) Financing of agro-allied projects including tractor hiring operations, agro-processing and storage.
1.3 STATEMENT OF PROBLEMS
The main problem to which this research aims to provide solutions among them includes:
How manager needs to balance competing goals and needs with required training from within and outside his organisation. The impact of identifying training need in all level of management. How to modify
the performance of managers through efficient and effective training so as to enhance an upward in production level. The respond of managers to adapt to the training need required.
1.4 OBJECTIVES OF THE STUDY
The purpose of this study is to critically highlight the major issues involved in manpower planning and development in Nigeria as of Nigerian public corporations. Since the country’s attainment of independence in 1960, she has being facing the problem of inefficiency, hence leading to incompetence, ineffective and low productivity. Due to this fact, the aims and objectives of this work will be:
a) Critically examine the needs for manpower development in
Nigerian agricultural and Co-operative Bank Ltd.
b) Examine the effects or contribution made by the development of manpower in the bank, look into the various types of manpower development as may be required in NACB Ltd.
c) Examine the extent to which manpower is being developed in the banking industry, and the extent to which money spent on this is being justified through cost benefit analysis.
However, the need for this study is very critical at time when all polices have been tried and none seems to be able to solve the economic problems facing the nation at large.
1.5 RESEARCH QUESTION
The main problem to which this research work aims to provide probable solution includes:
a) Which level of managers require training needs?
b) What’s the impact of training needs required for managers within the organisation?
c) What is the effect of training to the general productivity level in the organisation?
d) How can the effect of changes as a result of new training required to be carried-out by the managers?
1.6 SCOPE AND LIMITATION OF STUDY
In this research work, it will cover the need for regular and turnaround manpower development in public corporation with particular reference to the Nigerian Agricultural and Co-operative Bank Ltd (NACB Ltd).
It will be centred on the effect and contribution of manpower development. Various means of developing manpower resources, various cadres that needs developments and as it is applicable of all government establishment. Also to be indicated are the strengths and weaknesses that maybe indentified by comparing the theoretical approaches and practical approaches of manpower development in government establishment.
Since no academic work of this sort is devoid of problems, my work is not an exception.
As a result, this problem will lies in the gathering of adequate information
(data) to back up the study.
1.7 SIGNIFICANCE OF THE STUDY
The importance of this study is to critically examine the training needs that are required for the top, middle and low levels of managers within the organisation.
This however, will enable them to enlighten the potential business man and woman on the effect of training needs for the manpower dept in the respected organisation and for them to value the effect and contribution during and after the impartation of the training required which of course will have been changes in production level in the organisation.
1.8 DEFINITION OF RELATED TERMS
1. Manpower – According to the advanced learner dictionary, manpower can be defined as the numbers of people working or available for work in a given organisation.
According to Robert Guttmann (1976), His definition of manpower in mathematical terms as follows:
Manpower = F (work + force) = (organisational goals and objectives). However, after the transformation of labour or human being, they are presumed to have acquired greater force or power hence they begin to be referred to as a “manpower” that is the power in man. The extent of which this transformation has taken place determines the level of manpower to be attained.
2. Training: Training can be defined as a means of preparing somebody for a job or responsibilities. Also, it is an organisational effect aimed at helping an employee to acquire basis skills required for the efficient execution of the functions for which he was hired.
3. Development: It can be defined as all activities undertaken to expose an employee to perform additional duties and assume position of importance in the organisational hierarchy. It is however a process of developing or being developed.
4. Productivity: Productivity on the other hand can be defined in different ways, according to Mali, productivity is defined as the measure of how well resources are brought together in organisations and utilized for accomplishing a set of results.
Productivity is also reaching the highest level of performance with the least expenditure of resources.
This material content is developed to serve as a GUIDE for students to conduct academic research
MANPOWER DEVELOPMENT AS A MACHINERY FOR IMPROVED PRODUCTIVITY IN THE PUBLIC CORPORATION
A1Project Hub Support Team Are Always (24/7) Online To Help You With Your Project
Chat Us on WhatsApp » 09063590000
DO YOU NEED CLARIFICATION? CALL OUR HELP DESK:
09063590000 (Country Code: +234)
YOU CAN REACH OUR SUPPORT TEAM VIA MAIL: [email protected]
09063590000 (Country Code: +234)
