CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Human resources are cardinal element of development. The over
all development of a country revolves on the level of manpower utilization.
This has made manpower planning and development imperative for any successful
organization. Maintaining a competitive edge in any segment where multiple
players exist is only possible with people and talent. It has got an important
place in the arena of industrialization. Manpower planning and development are
two important pillars for achieving effectiveness and efficiency in
organization.
It has been observed that both
pre and post colonial administrations of Nigeria had failed to accord adequate
regard to manpower planning and development. Labour was relegated to background
among other factors of production. The human resources planning and staff
development for national growth and development were distorted. These affected
the availability of human resources for improvement of socio-economic and
political development during the first and second national development
planning.
This was made clearly in Nnadozie (2004), he states thus; the
unrealistic nature of the 1962-68 plan objectives and targets become more
apparent when they are juxtaposed with the
financial, technical and managerial capabilities of the country.
In recognition of the needs for
human resources planning led to introducing of the policy for Manpower Planning
and Development in Nigeria at the period of 1960’s and 70’s. Specifically, in
the year 1962, federal republic of Nigeria created National manpower board
(NMB) with the responsibility for determining the manpower needs and
developments. To enhance the manpower need in local government, federal
military Government in 1978 selected three universities, University Nigeria,
Nsukka, Obefemi Awolowo University, Ile-Ife and Ahmadu Bello University, Zaria.
Though ideals do not approximate reality, the
socio-economic and political development of Nigeria state has become elusive
due to inappropriate and inadequate manpower planning and development. Planning
in Nigerian public service has become a gambling affair. Public service in
Nigeria especially local government usually embark on manpower planning with
inadequate data on the evolutionary trends of an organization, partly on
organization’s personnel, external relations, and general organization’s
objectives.
Development of workers is no
longer a matter of a necessity to much management as a result of inability to
forecast future manpower needs in relation to the organizations’ objectives.
Training in local government, despite the selection of the universities named
above to under take training of local government workers; training is still
sporadic, unstructured and unsystematic. There is little emphasis on training
for technical and professional staff; such as surveyors, accountants, engineer
and doctors. This finally retards the progress of an organization.
The resources of organization are
diverse but human resources is recognized as the most important out of other
resources required for effective and efficient service delivery in local
government. Human resources are the key to rapid socio-economic development and
efficient service delivery. In addition, Mwagbala (2005) posits that “it is
Human resources of a nation not its capital, nor its material resources that
determines the nature of, direction and pace of its socio-economic development.
Essentially, nations are built through the creative, productive and innovative
hardworking of people. At best financial resources can only facilitates
production, but real wealthy is increased by productive labour activity.
The quality of company’s
personnel is the single factor that determines whether the organization is
going to be successful, whether the organization will realize a satisfactory
return on its investment and whether it will reach its basic objectives.
Getting the right caliber of
people through the process of recruitment to meet the organization’s need is
not just enough; this makes manpower development crucial in an organization.
Development of employees in enterprises is associated with long run
profitability of organization. Organizational effectiveness is strengthened
through workforce development. In other words, it improves employee’s
productivity and increases their loyalty to the company and their job
satisfaction. Manpower development is a link between the manpower planning and
organizations objectives.
In analysis of the above,
manpower planning and development are necessary for effective productivity,
growth and development. Unless there is planning, event is left to a chance
affair, planning minimize risk while taking advantage of opportunities. When adequate
arrangement are not being made for future manpower needs of the organization,
the organization find itself fighting with emergencies as the manpower needs
arises. This may definitely resulted in spending more money for hiring
manpower. It also results in
procuring wrong personnel which may have devastating effects
on the organization.
In a critical analyses of the above, manpower
planning and development are path way to sustainable development. In view of
this, both private sector and public have to embrace manpower planning and
development if Nigeria really wants promote sustainable development. Local
government which is regarded as non-functioning sector will turn to functioning
sector if adequate emphasis would be accord to manpower planning and
development.
1.2
STATEMENT OF PROBLEM
The
quality and quantity of services delivery of local government for
two decade now had generated national crisis. There have been
sharp drop in effectiveness and efficiency with which local governments
discharge their constitutional responsibilities. This is justified by pathetic
nature of the high rates of under development in our rural areas. This is as a
result of nonchalant attitude of the management and government over human
resources planning and development which are essential for any organization
which wants to remain relevant in our dynamic society. Organization is
established in order to achieve stated objectives or goals. To achieve these
objectives, effective human
resources must be in place. Since
every organization depends on its employees for its survival and accomplishment
of its task, manpower planning and development are crucial in all organizations
be it private or public sectors especially in local governments where their
constitutional responsibilities appear elusive.
Paradoxically in our contemporary
society, emphasis has shifted from manpower planning and staff development to
controlling and sharing of the national cake meant for implementation of the
development projects. Human resources planning are considered as luxury affairs
and human resources supply is seen as an elastic item which can be expanded
anywhere leading to acute neglect of manpower planning.
Recruitment in local government
has turned to political patronage for political aspirant and party loyalist.
This has a negative impact on the performance or productivity of organization.
Some organizations that embarked on planning usually end up not achieving the
objectives as result of inadequate and inaccurate data on personnel profile and
on projected objectives. Poor data management abounds in local government
because of lack of adequate skilled employee and continued use of manual
/filing methods. These have adverse affect on manpower planning.
Further more, there is highly
recognized poor human resources development and utilization in various public
organizations. There is growing evidence that lack of investment in the
development and training of workers is associated with the long-run bankruptcy
of organization. In addition, inadequate development of employees contributed
to poor performance of local governments in Nigeria. This is traceable to poor
human resources management. Human resources management according to Mathis and
Jackson (1977) is the design of formal system in an organization to ensure
effective use of human talent to accomplish organizational objectives. It is a
set of activities directed to attracting development, utilizing and maintaining
an effective workforce.
In view of the above, manpower
planning, recruitment and selection, training and development, promotion and
compensation which are the critical aspects of human resources management had
been neglected and manipulated by incompetent personnel managers.
critical analysis of relevant
data on the performance of local government in Nigeria in this our contemporary
society expose to its totality the chaotic situation which pervaded the whole
system as result of negative attitude to human resources planning and
development.
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