Introduction
1.1 Background of the Study
Business organization whether manufacturing, commercial or construction requires some inputs in their operations. These input resources may be raw materials or human. The interaction of these resources through design, rules, policies and prescription give rise to the final product which may be tangible or intangible in nature.
Fearns (1980) points out that organization employs three (3) main resources factors of production –natural resource such as land and raw material, man-made resources such as building, machinery /equipment and people of all these, people are the most important assets of any organization.
According and Nwachukwu (1990) human resources are considered the most important because the success or failure of an organization depends on them. In other words, human resources/ employees are those that operate, direct and manage the other resources in order to achieve the desired objectives of the organization.
Manpower development is a process by which an organization endeavors and strives to prepare it’s employees to be active in a particular job are and ensure it develops their skills to be better and useful to the organization helping it to achieve it’s overall objectives. Miller (1978).
By focusing on productivity, organizations are realizing that it is imperative to hire employees who can do the job and be successfully at it and to find these people, bring them into the organization and develop their skills for the job is a sound human resources implementation.
It is interesting to note that in any organizational set up, managers must have a clear idea of the current configuration of human resources. The need to known the strengths and weakness of their present stock of employees as well as information on the job specification and job evaluation must be considered. Again, to review the organizations overall objectives and revenue projection. To translate the organization’s revenue projection into a forecast of demand for human resources. Mager (1970).
The environmental situation of business generally has influenced the importance attached to the human resources of an organization. Most organizations now look forward to the planning and developments of their labour forcer in terms of quality and composition. As a result of this, the issue of manpower development has continued to interest organizations and scholars alike.
Manpower development, which was born into the family of human resource management, emanated from effective strategic management. This is to say that through the mid 1950s, the basic concept of strategic management was that of policy making from where the course “business policy” took it’s name, there have been enormous environmental changes facing most business organizations.
These changes therefore brings to our door steps the need for an organization to develop and beat up her manpower for them to be able to acquaint themselves the reoccurring changes in business. An organization is required not only to keep replacing managers to be able to tackle these ugly situations when they come, but developing the best possible managers to meet required demands. Nelson (1978).
This works was designed to investigate human resources planning and development approaches used in Port Harcourt Electricity Distribution Company of Nigeria PLC. Uyo, the influential factors involved in the exercise.
1.2 Statement of the Problem
The human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilized these available resources to bring about the desired goals.
However, most organization plan meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.
They few organizations that give thought to this very important aspect of staffing functions do so with lack of seriousness, all round attention and continuity. The programmes are carried out not only one in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lack of proper attitude of management towards training and manpower development. There had been a progressive decline in the ability of manpower to cope with challenges that attend the over unfolding new dispensation in the industry, in the circumstance, what we find is that the rise in industrial output is inconsequential in spite of the enormous wave of modern technology that now exist industrial activities.
It is the opinion of industry observes that the poor performance of the organization. Workers follow from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of performance training and development on organizational performance of this mission, however, the researcher used Port Harcourt Electricity Distribution plc as a reference point.
1.3 Objective of the Study
- To examine the role of manpower development in the company (PHED) relative to staff performance.
- To establish a relationship between manpower development and staff performance.
- To find out the manpower development techniques adopted by PHED.
- To identify factors influencing human resources in the company.
- To establish a relationship between employee’s performance and level of motivation in company.
- To find out if training and development of workers can bring about efficiency and high productivity level in the company.
1.4 Research Question
The Following Research Question Was Formulated:
- In what way does manpower development relate to staff performance?
- Is there any relationship between manpower development and staff performance?
- In what way does manpower development techniques adopted by PHED?
- In what way can identify factors influencing human resources in the company?
- Is there any way we can establish a relationship between employee’s performance and level of motivation in the company?
- Bring about efficiency and high productivity level in the organization?
1.5 Research Hypothesis
As a guide to this work, the following hypotheses were formulated.
Ho: There is no significant relationship between manpower development and staff performance in PHED.
Hi: There is significant relationship between manpower development and staff performance in PHED.
1.6 Significance of the Study
The research is importance for the following reasons. PHED services constitute the backbone of the economy of a great country like Nigeria, no wonder it is always the most active sector in the stock exchange. It is upon this premise that government monitors the activities of PHED through national electric power authority and provides the necessary infrastructures for optimum service to the public. In spite of all efforts geared towards improving the services of that PHED industry, there are some doubts at to the quality of services rendered by the PHED to its customers in particular and the nation in general. It is the light of this that the researcher through the work intend to look into the factors militating Port Harcourt Electricity Distribution Plc in achieving its sets objectives, by this, the study will look into the manpower base and quality of staff of the PHED Plc and assess their suitability with the aim of developing training programmes to enhance their performance since the progress of an organization is a function of the quality of those directing its affairs. The important of this cannot be overemphasized especially in these periods when most companies are international standard complaint. It therefore behooves a company to plan and train its workers for the best quality of work to be relevant in the scheme of globalization.
