1.1 Introduction
Manpower development can be defined as those results that the training hopes to achieve. Effective training and development policy and programs implied the achievement of the purpose to which the training policy or programs in this work is effective if it is consonance with the needs of the individual staff and the organization a whole. Manpower is considered the most critical to any organizational survival, because it is that resource which ensures that adequate supply of material and financial resources are made available and effectively utilized to bring about the desired goals of the organization (McSane and Glinow, 2008). However, most organizations plan meticulously for their investment in physical and capital resources, which are reviewed with utmost attention to detail, while rarely do such organizations pay attention to human investment in which the capital and equipment will be in vain (Aamodt, 2007).
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.
1.2 Background of Study
In this era of organizational complexity, industrial sophistication and technological advancement, the need for manpower training program cannot be overemphasized, as the application of acquired skills will go a long way in ensuring effective productivity in a world of work (Harrison, 2009). The importance of human resource to any organization; whether public or private has long been identified as a tool for goal attainment. Organizational objectives such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who coordinate the activities of organization using other factors of production such as land, capital and entrepreneur. The reduction of the value of human capital to any organization has led to a proposal by experts that people should be classified as “assets” and to be recorded in accounting record (Griffin, 2008).
The importance of effective training and development of employees makes organizations to spend an enormous amount of money and time on training in order to help employee’s learning of job-related competencies (Casio, 2000; Dowling and Welch, 2005), and employees competencies usually lead to organizational productivity.
Research has also evidenced that the more involved employees are, the more likely the organization is to exceed the industry average in its revenue growth (Hewitt Associates, 2004). Other studies have also indicated that employee involvement is positively related to job performance (Towers Perrin Talent Report, 2003). Thus according to Heintzman and Marson (2002) employee involvement is a positive predictor of enhanced job performance. The very 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 once in a blue moon but are also lopsided in terms of content and staff participation.
As a result of this, lackadaisical attitude of management towards training and manpower development, there had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the industry. It is the opinion of industry to observe that the poor performance of employees follows from their inability to keep abreast with the new technological due to their lackadaisical attitude to appropriate and sufficient manpower development. The quality of employees and their development through training are major factors in determining long tern profitability and optimum performance of employees as well as organizations.
According to Murphy (2004), to hire and keep quality employees, it is good to invest in the development of their skills, knowledge and ability so that they, and ultimately, organizational productivity can increase. Traditionally, training is given to new employees only, and this indeed is a mistake, as employee development should also cut across existing staff of every organization. Organizations that are committed to quality, invest in training and development of its employees. Training and development have become an essential responsibility of Human Resources Development department in organizations particularly as employees require new skills, knowledge and abilities as a result of the dynamic and changing business environment (Dole, 2000).
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Employee Participation, Manpower Development and Work Performance in a Communication Firm.
1.3 Statement of Problems
Investigation revealed that very 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 once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development, there had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the industry.
Human resource (manpower) is considered the most critical to any organizational survival, because it is that resource which ensures that adequate supply of material and financial resources are made available and effectively utilized to bring about the desired goals of the organisation (McSane and Glinow, 2008).
However, most organizations plan meticulously for their investment in physical and capital resources, which are reviewed with utmost attention to detail, while rarely do such organizations pay attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity of a well-defined and sustained manpower development for staff in order to upgrade their performance (Aamodt, 2007).
1.4 Aim and Objectives of Study
The aim of the study is to examine the Employee Participation, Manpower Development and Work Performance in a Communication Firm. In achieving this aim, the following specific objectives were laid out as follows:
- To examine the role of manpower development in the area under study relative to staff performance;
- To establish a relationship between manpower development and staff performance in the area under study;
- To find out if employee participation has positive impact on job satisfaction in the area under study;
- To identify factors influencing human resources in the area under study; and
- To investigate the training and development process of workers efficiency and high productivity level in the area under study.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Are there factors influencing human resources in the area under study?
- Does employee participation have positive impact on job satisfaction in the area under study?
- What is the role of manpower development in the area under study relative to staff performance?
- What is the relationship between manpower development and staff performance?
- What is the training and development process of workers efficiency and high productivity level in the area under study?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There are no significant factors influencing human resources in the area under study
- H1: There are significant factors influencing human resources in the area under study
Hypothesis Two
- H0: Employee participation has negative impact on job satisfaction in the area under study
- H1: Employee participation has positive impact on job satisfaction in the area under study
1.7 Significance of Study
The study findings will help supervisors keep employees updated about the future direction of the organization. Employee involvement helps organizations to quickly resolve problems boost workers’ morale and enhance management-employee relationship. It will help to stimulate the desire and interest of the participant in the programmes and ensure that they benefited maximally from it, as their performance continue to be transform more effectively.
This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of the research is focused on the Employee Participation, Manpower Development and Work Performance in a Communication Firm using Media Panache Nigeria PR Firm as a case study.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.10 Definition of Terms
Manpower: This implied the total number of pensionable employee in an organization.
Management: This connotes the body of knowledge and people employed to plan, co-ordinate and control all the resources of an organization.
Motivation: This is the desire within a person causing that person to act. It also implies a drive towards an outcome.
Organization: A group of people who form a business, industry etc. together in order to achieve a particular aim. It also implies the productive sector.
