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University of Nigeria Research Publications

AMAEFULA, Ugonma Joy

Aut

hor

PG/PGD/03/34567

Title

Factors Affecting Manpower Development and Utilization in Umuahia North Local Government

Council of Abia State

Facu

lty

Social Sciences

Dep

artm

ent

Political Science

Dat

e

June, 2005

Sign

atur

e

TITLE PAGE

FACTORS AFFECTING MANPOWER DEVELOPMENT

AND UTILIZATION IN UMUAHIA NORTH LOCAL

GOVERNMENT COUNCIL ? -

AMAEFULA UGONMA JOY

-PG/PGD/03/34567

DEPARTMENT OF POLITICAL SCIENCE

UNIVERSITY OF NIGERIA, NSUKKA

ENUGU STATE

JUNE 2005.

APPROVAL PAGE

THIS IS TO CERTIFY THAT AMAEFULA UGONMA JOY WITH

REGISTRATION NUMBER PGlPGDl03134567 HAS WRITTEN HER

LONG ESSAY UNDER MY GUIDANCE AND SUPERVISION AND

THAT TO THE BEST OF MY KNOWLEDGE, HER WORK IS

ORIGINAL AND SHE DID ACKNOWLEDGE ALL PRIMARY AND

SECONDARY SOURCES OF DATA AND MATERIAL CONTAINED

THERE IN. THIS WORK IS THEREFORE APPROVED FOR THE

DEPARTMENT OF POLITICAL SCIENCE UNIVERSITY OF N I G E U ,

D ~ \ P . c . cmwu SUPERVISOR

DATE:

DR. AS~SI ASOBIE

HEAD OE DEPARTMENT

E

DATE:

REQUIREMENT PAGE

FACTORS AFFECTING MANPOWER DEVELOPMENT AND

UTILIZATION IN UMUAHIA NORTHY LOCAL

GOVERNMENT COUNCIL

ANAEFULA UGONMA JOY

PG/PGD/O3/34567

A LONG ESSAY SUBMITTED TO THE DEPARTMENT OF POLITICAL

SCIENCE, FACULTY OF SOCIAL SCIENCE IN PARTIAL

FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF A

POST-GRADUATE DIPLOMA (PGD) IN POLITICAL SCIENCE.

DEDICATION

This work is dedicated to my caring husband Mr. U. I Kalu for his

moral and financial support and to my little baby Uchechi Kalu Ugbor. *

Amaefula. U. Joy

UNN

June 2005.

ACKNOWLEDGEMENT

It is a pleasure to acknowledge the help and co-operation I have

received in the completion of this long Essay.

I am particularly indebted to my supervisor, Dr. P.C. Chukwu for his

invaluable advice, guidance and untiring patience in going through this

work.

My thanks also go to my parents Mr. & Mrs. Maxwell Amaefula

whose painstaking efforts gave me the moral to do the work.

To all and sundary who contributed in one way or the other to the

success of this work I owe my immense gratitude.

Lastly, I am indebted to the Almighty God for giving me health,

sound mimi and endurance for successful completion of the career.

Amaefula, U. J

UNN

PREFACE

This work was carried to examine the factors that affect manpower

development and utilization in Umuahia North Local Government Council

of Abia State. This was necessitated as a result of lack of manpower

development in Umuahia North Local Government Council.

The main objectives of this study were to ascertain the factors that

affect manpower development and utilization in Umuahia North Local

Government, to examine the opportunities available for manpower

development and utilization, to determine the directions of the factors that

affect manpower development and utilization.

From the study it was found that factors which affect manpower

power development and utilization in Umuahia North Local Government

Council includes, inadequate motivation of Local Government, workers, the

wrong deployment of workers, political interference in the appointment

promotion, .welfare and discipline of staff in the local government,

inadequate financing, poor awareness of the need for training among

political leaders and workers.

It was recommended among others that government should make

labour policies that will improve manpower development and adequate

utilization. Also the issue of indigene syndrome or ethnic and cultural

belonging should be abolished in the local government council. Further

more local government should continue to intensifl the need for

vii

organizational in service training to enable them to meet up with the ever

changing environment and also the local government should be given a free

hand to operate without outside interference.

TABLE OF CONTENTS

TITLE PAGE ................................................................................................. .i . . E Q W M E N T PAGE ................................................................................ -11

... AE'PROVAL PAGE .................................................................................... .ill

DEDICATION. iv ............................................................................................... ACKNOWLEDGEMENT ............................................................................. v

PREFACE .....................................-................................................................. .vi ... TABLE OF CONTENT ................................................................................. .vln

CHAPTER ONE ............................................................................................ .1

1 .0 IN'IRODUCTION .................................................................................... 1

........................................... 1.1 The Concept of Manpower Development. 4

1 -2 The Factors in Manpower Development .............................................. 10

1 -3 The Nhon of Manpower Utilization. .................................................. 1 3

1.4 The Link Between Manpower Development

And Utilization. ................................................................................... 16

CHAPTER TWO ........................................................................................... -22

2.0 Factors that Affects Manpower Development

In Organizations .............................................................................................. 22

2.1 Inadequate Capital ............................................................................... 22

2.2 Shortage of Institutional Staffto Impart

Knowledge and Skill ............................................................................ 23

2.3 Lack of a Unified National Labour Market

And the Mobility of Labour into rural areas. .......................................... 24

2.4 Language Barriers. Ethnic Prejudices and Pubic Policies ...................... 25

2.5 Religions and Literate Level of the Workers ......................................... 26

2.6 Physical Environment and Location of the Organization ...................... 27

2.7 Strategies for Manpower Development ................................................. 28

CHAPTER THREE ......................................................................................... 31

3.0 Factors Affecting Manpower Development and

Utilization in Umuahia North Local Government Council ................................ 31

3.1Inadequate Motivation of Local Government Workers ........................... 32

3.2 The Wrong Deployment of Workers ..................................................... 32

3.3 Political Interference in the Appointment Promotion,

Welfare and Discipline of Staff in the Local Government ...................... 33

............................................................................ 3.4 Inadequate Financing 34

3.5 Poor Awareness of the Importance of Training

................................................... Among Political Leaders and Workers -35

CHAPTER FOUR ........................................................................................... 36

4.0 Conclusion ........................................................................................... 36

4.1 Recommendations ................................................................................ 37 . . 4.2 Bib110 graphy ......................................................................................... 39

CHAPTER ONE

1.0 INTRODUCTION

Various organizations in the world today are involved in a lot of

activities, which help them to achieve their organizational goals. These

activities could be in terms of production processes, marketing processes,

management and host of others. Onah (2003) stressed that an organization

needs four basic kinds of inputs or resources fi0 the environments namely,

human resources, financial resources, physical and information resources in

order to achieve organizational goal. Nwankwo (1998) argued that

manpower is the most crucial assets of any organization and nation because

no matter the amount of capital invested in an organization its f ~ l u r e or

success depends wholly on the quality and quantity of people who plan and

execute the organizational programmes.

According to Anyanwu (1997) Manpower refers to the totality of the

energies, skill knowledge and experience available in a country. Barney

(1999) sees manpower to include all the experience, skills judgment,

abilities, howledge, contacts, risk-taking and wisdom of individuals and

associates with an organization.

However, manpower development is a vital issue in a developing nation

like Nigeria. Manpower development is the process of developing the

workers in an organization in order to enhance adequate utilization. A

nation without good quality manpower development is like a nation without

foundation. This is because the nation depends on its manpower for the

supply of physical labour, technical and professional skills needed for

effective and efficient planning and implementation of development policies,

programmes and projects of the nation. (Yesuh 1966). Utilization on the

other hand deals on the ability to employ the developed manpower for the

efficient and effective management of human and material resources for the

up &ent of the nation.

The success of any nation is the utilization of the trained manpower for

its productive activities. Njoku (1995) argued that manpower development

without utilization is like wasting the nations resources. Therefore there is a

linkage between manpower development and utilization in any nation.

The purpose of this study is to examine the issue of manpower

development and utilization in Umuahia North Local Government Council.

The Local Government Council was carved out from former Umuahia Local

Government Council in August 1996. It is located within latitude 415 and 3'

O ~ ~ E and longitude 5' 08' and 4' 5 0 ' ~ . It covers a land area of about

682km2 with a population about 287,200 (National population cornmission,

199 1).

Umuahia North Local Government Council shares a common boundary

on its Eastern axis with Ikwu-ano Local Government Council of Abia State.

While it shares its Northem boundary with Bende Local Government

Council, and its Western axis, it shares a boundary with Amankwo and Ohia

in Umuahia South LocaI Government Council.

The present Umuahia North Local Government comprises seven (7)

automous communities. The autonomous communities are: Umuhu

autonomous community, Nkwo-achara autonomous community, Nkwo-

egwu autonomous community Isingwu autonomous community, Aka-ukwu

autonomous community, Aka-nta autonomous community, OssaIEmede

autonomous community. Also Umuahia North Local Government is made

up of two clans namely, Ibeku and Ohuhu.

Furthermore, the key research questions that will guide this study

include: what are the factors that affect manpower development and

utilization in Umuahia North Local Government Council? What are the

areas or opportunities and utilization? Whzt are the directions of these

factors? And how can these problems be eliminated. Furthermore the

objectives of this study includes to ascertain the factors that affect manpower

development and utilization in Umuahia North Local Government Council;

to examine the opportunities available for manpower development and

utilization; to determine the directions of the factors that affect manpower

development and utilization; and basically to make input for policy

recommentlations based on the findings.

However, hypothetically fiom this study we would deduct if there is no

significant relationship between manpower development and adequate

utilization or induct that there is sigtuficant relationship between manpower

development and adequate utilization.

Also the study would serve as an exploratory step sought to examine the

factors that affect manpower development and adequate utilization with the

bid of finding solution to it. It will also help to provide the much needed

information in the various sources of manpower development. The findings

of the stuey will be useful to the management and it will help them to ensure

optimum use of manpower available to them. The study will further provide

a practical basis for forming sources of reference to students, researchers and

provide bases for further studies on related subjects.

This study is constrained by inadequate of reading texts and journal

regards to the topic and time. Despite this, we hope that the study will be

helpll to policy makers and government, various organization and also help

them to identrfy the areas where they will contribute in the development of

their manpower and provide for the kture needs of their manpower

development and utilization.

1.1 THE CONCEPT OF MANPOWER DEVELOPMENT

Oakhenan eta1 (1997) sees manpower development as the process of

training and improving the workers skills and knowledge in order to achieve

the highest productivity in the organization. Manpower refers to the total

number of people available for service or work. They are the people

employed in the organization that helps in achieving the organizational

goals, as such the management should bear in mind that an employee should

be helped to grow into more responsibility by systematic training and

development. It is only then that he will feel confident to cany out the job

assigned to him, such a worker is inbued with the potential to think and

originate ideas as to how best to carry out his job (Odike 1999).

how eve^, according to Oxford Advanced Learner's Dictionary

development means the gradual growth of a thing so that it becomes

advanced. According to Okwudiba Nnoli (1 98 1) development means:

A phenomenon associated with Changes in man's humanity and

Creative energies and a process of actualizing man's inherent

Capacity to be better and more rewardly.

Also development means increasing skill and capacity to do things, greater

fieedom, responsibility and material well being.

Burack (1972) in his own contribution to manpower development

argued that the concept of manpower at a glance seems to mean every body

who are currently on pay roll but it means much more than that, others

terms, relevance to a fuller definition include work assignment, academic

training, specific current skill, individuals, versus job categories, men versus

women, external versus internal labour, resources all seem part of a . comprehensive manpower definition. According to Diejomah (1982)

manpower development is the process, which leads to the formation of

values, and attitudes, the development of skills and the knowledge of a

people or workers and thereby contributing to the enhancement and

improvement in the quality of human resources on which the organization

ultimately depends.

Nwankwo (1998) argued that manpower development refers to more

than just the specific development of a person. It involves educating people

at all levels, vocational training, rehabilitation and retraining programmes.

Akpan (1982) stressed that manpower development is the process whereby

an employee is enabled to grow in job through the acquisition of wide

experience, and increasing confidence resulting form the exercise of varied

that tested responsibilities the aim being to enable him to reach the top or

achieve his best in his profession of employment. Also manpower

development enables the workers to improve their efficiency and

effectiveness and assume new roles and fimctions in the organization.

Cuming (1968) asserts that manpower development enables workers

to give the best out of their job. Manpower development also means human

resource development. According to Awotunde (2000) it refers to the

productive capacity of the people in an enterprise who are involved in the

acquisition of 'knowledge skill and abilities through education and training

for productive purposes. The prosperity of any organization depends, to a

large extent on the competence of its manpower. So manpower

development c:m be viewed as a series of activities, which an organization

undertakes to provide for its self on a continuous basis, a regular supply of

skilled manpower to meet its present and future needs.

The work done by Burack (1972) shows that, organization both

private and public may employ a low skilled worker with the intension of

providing them with in service training. The main purpose is to provide the

workers with more skills, which are in turn, utilize by the organization in

question. This training will help them to acquire more skills in order to

enable them to adapt to the new environment.

David Downey (1989) in his own contribution stipulated that

development needs vary according to the circumstances, the kind of

organization, the level of complexity of the job and the experience and

educational level of the employee all determine the kind of development .

needed. He finher stated that development programs are devised to meet

one or more of the following objectives, to reduce mistakes, accidents,

increase motivation and productivity and prepare the employee for

promotion, growth and development. Managers seek to increase the value of

the fbm through employee development. Furthermore, he noted that

development programme should be based upon specific objectives and meet

the test of the fbllowing formular. What should be known (-) minus what is

. know equal to (=) what must be learned.

Olalokie (1989) in his own contributions assets that training fall under

the following major categories. Firstly, training on-the-job. This is the type

of training undertaken by lower level manpower, that is those who are

unskilled and semi-skilled. The management organized training for them

internally, in which they are taught how to make use of machines, filing

system and host of others. Secondly formal education training; this type of

training is carried out, outside the organization. It involves acquiring skills

and knowledge fiom the higher institutions of learning. Thirdly is the out

side formal; this includes organization of conferences, conventions,

workshops, lectures and seminars.

Nwobi (2002) emphasized that the capacity to acquire and generate

knowledge is all its forms is a critical aspects of the development process

regardless of how that process is defined. The type of skill or knowledge

differs depending on whether a social, political, economic, technological or

scientific perspective is adopted. He further added that several skills are

required in order to solve problems. Recent research has shown that

manpower development processes are influenced by cost and time.

However, this conception of manpower development has been questioned

and it is much more widely recognized today that the social setting and

people's capabilities are crucial to the manpower development. Knowledge

and capital are also essential to all aspect of manpower development.

Hence, major transformations are occurring in the formal education sector

and other organizations that play key role in enabling people develop new

capabilities and skills.

FWhermore, study done by Appleby (1982) pointed out that there is

the need to develop the organizational manpower due to the technological

changes in recent times. He further stressed that change is a dominant factor

today, processes, products, system and methods are rapidly changing as

times goes on. As a matter of fact an organization needs to develop its

manpower in order to acquire more skill and knowledge that would help in

adopting new techniques used in modem technologies. The training would

also help them to increase their coping capabilities. Take for instance the

use of the Internet, computer works could lower transaction cost

dramatically among organization and facilitate new type of commercial

transactions. Also he argued that development of manpower in an

organization is necessary to allow them to acquire more skills for coping

with new technologies instead of laying them off.

Really manpower development refers to methods where by worker's

skills are improved. Nonaka and Takeuchi (1995) in their opinion stipulate

that manpower development is the key to creating, adapting and spreading

knowledge. Basic manpower development process increases people's

capacity to learn and to interpret information. It is also needed to build a

labour force that can keep up with a constant stream of technological

advances, which comprises product cycle and spread the depreciation of

human capital. Manpower development therefore is critical for enhmcing

people's capabilities to harness knowledge for economic development

especially in the developing countries.

1.2 THE FACTORS IN MANPOWER DEVELOPOMENT

There are many factors that determine or influence manpower

development in an organization. In the first place, we have the management

manpower-planning objective as a factor in manpower development. Goetz

(1949) stipulated that plans alone couldn't make an organization to be

successful; action is needed; the organization must operate plans, and focus

on action. They can forcast, which actions will tend towards the ultimate

objective. Without plans actions must become merely random activity,

producing nothing but chaos. For an organization to achieve its goal, there

must be planning. Planning means making decisions to meet up competing

needs. It involves allocation of resources. Resources here refer to anythtng,

which is considered by those making decisions to be of potential use in

achieving a particular objective. These include capital resources and human

resources. Capital resources include equipment, building etc. Planning

involves also making decision about how to make the best use of the

available resources.

Consequently, the quantity and quality of these have a very important

effect on the process of choosing between different courses of action. On the

one hand, the fact that there are almost always limits to the quantity and

quality of resources available is the main reason why planning involves

deciding on a number of desirable course of action should be given priority.

Most times the decision makers give greater attention to issues that

are involved in solving their personal problems rather than organizational

problems. Thjs is to say that they formulate policies and objectives that are

geared towards solving their individual goals. This means that the

objectives of developing the workers are not the interest of the top

management cadre of the organization and this influences manpower

development.

However, in a situation where it becomes their concern, it is usually

politicized. 'I'his is to say that the political environment within the

organization usually affects manpower development. The management ,

determines whom to send on training and whom not to send. Another issue

is connected to the selection and release of workers for training. In various

organizations merit is a major criterion for the recruitment and promotion of

civil servant. Also the process of management trainee selection is bound to

be affected by non-merit criteria. Sometimes officers selected for training

may not know the job or cope with the demands of training programs.

Furthermore, the financial resources available or capital are also a

factor in manpower development. Take for instance a large budget enable

you to hire more people and pay higher wages. Conversely, a projected

budget cruch could mean fewer positions and lower salary offers (Onah

2003). Therefore capital plays an important role in manpower development.

It is capital availability that dictates the number of workers that will be sent

on training especially outside and to formal Education training. Thus the

management is usually constrained in terms of the amount of capital needed

for manpower development.

Also the developments of the management workers of an organization

are necessary in order to ensure maximum productivity. However, most of

the institutions and organizations that are involved in manpower

development are sometimes involved in not given out the quality of

development needed by the organization. So the type of education or

training received by the workers are also among the factors that determine

manpower development. Most people involved in the education or training .

received by the workers are also among the factors that determine manpower

development. Most people involved in the education system are not

adequately developed and because of this the workers did not receive

adequate training needed for their working conditions.

Tang (1995) in his own opinion stipulates that manpower

development process is age related favoring the young. This is to say that

length of service affects manpower development. For instance youths or

young people in the service are highly favoured by manpower development

due to the fact that they are newly employed with little experience.

Furthermore the older ones who had stead for many years in the service are

almost retiring with full of experience and can hardly go for manpower

training especially in-service training. Also training process can be

influenced by time, place and cost of manpower development.

Silverstone (1996) emphasized that the competitiveness of industrial

sectors necessitates the training of manpower and its utilization. The

organizational performance depends on the quality of workers. And the

ability of firms to transform the results of their new skill into market

products easier access to up-to-data scientific and also the technical

information as well as opportunities to communicate within an organization

the skills hodedge and techniques acquired by in-service training

programme will generate new demands and fueling higher expectation in the

organization.

In another development, the income of the workers plays a significant

role in manpower development. A worker that earns a reasonable amount of

money at the end of month will also like to engage himherself' in training.

This is outside the organized training that is carried out by the management.

1.3 THE NOTION OF MANPOWER UTILIZATION

Manpower utilization according to Ojofertimi (1988) refers to

recruitment, selection, placement and compensation of the workers. The

recruitment process in this definition means reabsorbing the workers after

they might have completed their training programmes. In this context

selection is the procession and rank ordering of internally developed workers

in order to fix them in their new job. Placement means putting them in their

appropriate positions in the organization after passing through the series of

training process. Manpower utilization also involves getting the right caliber

of people and most importantly providing conditions that are conducieve,

which will enable them, stay on their job and cope with the demands of their

job. Therefore Griftin (1992) sees utilization as the organizational activities

directed at attracting, developing and maintaining an effective workforce.

However, the efficiency with which an organization can perform will

depend to a large extent on how its human resources can be managed and

, . utilized Mathais and Jackson (1997) emphasized that manpower had become

of strategic interest to upper management recently because the effective use

of people in organization can provide a competitive advantage. Onah (2003)

argued that the achievement of the goal in an organization depends on the

maximum utilization of human and material resources of the organization.

The full utilization of the human resources of any establishment depends

mainly on the kind of industrial relations prevalent in the organization. The

type of industrial atmosphere in any enterprise will go along way in

determing the extent to which the organization will tap its human, material

and financial resources in order to achieve its objective. b

Osuji (1992) stressed that the increasing complexity of technology,

the multiplicity of organizational roles, the pressure of social needs and

problems heighten the desire for effective manpower development and

utilization. However Odike (1999) sees manpower Utilization as those

personnel who are gahhlly employed and used in carrying out the objective

of an establishment. It is ideal that after developing the workers on the

nature of job or work what follows is utilization of workers within the

organization. The workers in various organizations today usually face the

problems of inadequate utilization sometimes and also the problem of lack

of proper placement and conversion.

In another development, Denga (1984) maintain that improvement in

the provision of food shelter, higher salary and so on will cost the

organization more money but will not necessarily increase productivity or

efficiency and investment. But human labour can actually increase

productivity. Therefore utilization is important in order to increase -

efficiency and productivity. Dessler, (2001) stipulates that factors that can

influence staff retention and utilization include favourable conditions of

service, leader effectiveness, job security or task analysis and job

satisfaction.

Apart &om the internal utilization of manpower, utilization can also

take place outside the organization. People also acquire skills, experience

and knowledge for the purpose of being utilized in other establishments.

This will go along way in increasing their standard of living.

However, the issues of under utilization of human resources or

manpower in its entire ramification should be seen and treated as one of the

most serious problems facing developing countries. In the first place

manpower is seen as the most abundant of all the factors of production. The

waste of manpower in the developing countries has a number of facets that

makes it different fiom what obtains in the advanced countries. It takes the

forms of open unemployment i.e. complete lack of employment.

In general, under-utilization of human resources in the developing

countries can be traced to repaid rates of population growth; the introduction

of new technologies, which soak-up limited capital but creates few

employment opportunities in the process. The utilization of developed

manpower in an organization enables the workers to contribute their best

there by promoting organizational goals. Adequate utilization will help to

increase the welfare of the workers as well as raise their standard of living.

Most times, after acquiring knowledge and skills the levels of the workers

usually rise higher than one who did not acquire training.

1.4THE LINK BETWEEN MANPOWER DEVELOPMENT AND

UTILIZATION

The linkage bletween manpower development and utilization as used in this

context means the connection between manpower development and

utilization.

Manpower development as Cole (2002) put it, involves learning

activity, which is directed towards firher needs, rather than present needs

and which is concerned more with career growth than immediate

performance. Manpower development also involves the acquisition of

knowledge, skill, values, abilities and experience that will enable the

workers to contribute and assume new roles and function in the organization.

Utilization means the reabsorption of the workers back in the organization

after training.

Okoye (1992) in his own contribution sees utilization as a process that

has to do with retention of employee in an organization with a view to

getting them to perform at a relatively high level of productivity to achieve

the set objective.

However, the importance of manpower development and utilization in

national development has been extensively discussed and demonstrated by

outstanding scholars all over the world. For instance the work done by

Fredrick Harbson (1960) titled "Human resources the wealth of nations"

Fredrick stresses that human resources, constitute the ultimate basis for the

wealth of any nation: capital and natural resources are passive factors of

production; hurnan being are the active agents which create, accumulate

wealth, exploit material resources build social, economic and political

organizations clevelopment. Manpower development helps to ensure

productivity and efficiency. It makes the workers to contribute their

measure to the welfare, health and development of the economy.

Furthermore, manpower development is necessary in order to introduce new

techniques, to provide for succession, enabling qualified replacement to be

available and to raise the standard of unskilled personnel thus over corning

labour shortages. Appleby (1982) emphasized that it helps to develop

supervisors and decrease the amount of supervisor needed and lead to a

reduction in scrap rates and improve machines utilization.

The environment undergoes rapid changes at all times and acquisition

of wide experience for future strategic advantage is necessary. Various

studies have shown that manpower development and utilization are

interwined. In the work done by James eta1 (1986) an organization may

wish to expand its outlets, for this reason the organization may organize

manpower development in which they workers have to be utilized in the new

expanded units. The individual may also acquire more managerial skills for

the organizational expansion strategies or the replacement of retired workers

in the same organization.

Also income and managerial views or aims influences manpower

development process in an organization. Work done in recent times shows

that most organization develop their workers with the view of utilizing them

for more profitable ventures in the future. This is because of economic

reason, after assessing the cost and benefit of such training programmes. It

is important to train the workers and retain so that most of the h s secret

would not be exposed to others. For this reason the establishment would

wish to train and utilize them, no matter the cost of training the workers

(Anyanwu 2000).

Ade (2003) in his study stipulated that manpower development and

utilization helps in increasing the output/profit of the organization which

will in hrm increase the welfare of the workers by increase in their wages

and salaries. He stated that it will also accelerate economic growth and in

turn reduces the wide spread poverty, in addition he states that under

development syndrome that are common in developing countries need

manpower development process and utilization through formal education

and training as well as research programmes, not only to man the foreign

machines but also to develop local and indigenous technologies.

On the other hand work done by Debel (2001) shows that manpower - development helps in impacting new skills, knowledge and ideas on the

workers as regard the nature of their job. Take for instance educated farmers

learn how to adopt new technologies first and in so doing provide those who

follow with valuable, £tee information about how best to use the new

methods. Also firms, organizations and countries use technical knowledge

to improve their efficiency in the production of goods and services. He

concluded that the essentials choices for people are to lead a long and

healthy life to acquire knowledge and to have access to the resources needed

for a decent standard of living. Thus manpower development and utilization

are crucial for development because everythmg we do depends on

knowledge.

Onah (2003) in this contribution stipulates that manpower

development enables workers to assume new roles and function so as to

adopt new technology. This will in turn increase their efficiency in the use

of scarce resources. It will also increase their effectiveness in production

process. Furthermore, manpower helps in saving time and reduces cost of

production. This is because more new techniques of doing things are leant.

Individuals through the acquisition of more skills and knowledge increase in

their area of specialization. According to Adam Smith (1776) in his work

titled the inquiry into the wealth of nation stated that specialization

facilitates the use of machinery and production of much greater total output.

OECD (1997) pointed out that trained people are required to take advantages

of manpower training in order to acquire skilled technical workforce for '

developing purposes. Through manpower training process government and

firm/organization have to invest more in their own technological capability

in order to bargain more effectively for access to newer technology,

capturing some of the economic gain fiom continued technological advance

in computers, must certainly be one of the major reasons why developing

countries are today interested in learning to use and produce computer

technology through manpower development process and utilization

programme.

Evidence has shown that manpower development and utilization helps

in reducing industrial hazard among workers in an establishment. This

stems from the fact that the skills and knowledge acquire during training

help the workers to observe critically and intelligently when operating

industrial machines. Through the knowledge, and skill; industrial accidents

are reduced (Lundall and John 1994).

Freeman eta1 (1995) stresses that the acquisition of skill and

knowledge through manpower development workers in organization are bale

to reduce the challenges prevalent in their production. For instance through

manpower training the best way of product mix or input combination at least

cost are applied to reduce the cost of production.

CHAPTER TWO

2.0 THE FACTORS AFFECTING MANPOWER DEVELOPMENT

AND UTILISATION IN ORGANIZATION

There have been a number of factors that affect manpower

development and utilization in various organizations or enterprises. They

are identified md explained below.

2.1 INADEQUATE CAPITAL

Capital means the financial resources, with which the management

uses to cany out development programmes in the organization. Sometimes

capital may be available but it is being mismanaged by the management.

This means that the capital that is being map out for the development of the

workers are being embezzled by the top officers in the management. Also in '

' a situation where the workers are allowed to go on the training programmes,

when they returned the management might not be in a position to afford to

pay them. In such situation capital becomes a major constraints to

manpower development and utilization.

Also due to inadequate capital in the management purse, it limits the

number of workers that will be sent on training. This will go a long way in

affecting the organizational goal and production processes, since only few

hands are developed to carry out work in the organization.

2.2 SHORTAGE OF INSTITUTIONAL STAFF TO IMPART

KN0WL:EDGE AND SKILL

This factor applies mostly to the institutions involved in the

development of the organization manpower. Some of the various

institutions to which organizations send their workers for training lack

adequate trainee staff. The availability of qualified teachers in a school

enhances lealing and the process of imparting knowledge on the students.

Due to the problem of shortage of qualified institutional staff certain relevant

courses in the curriculum are often neglected. Most times the teachers are

overwhelmed with excess course loads. On the other hand the available -

teachers are sometimes unqualified and as such they are not in a position to

give the required howledge the students.

In such a situation if the worker returned after training he will not be

in a position to give out to the organization what he was sent to learn. The

academic workers in these higher institutions are often unable to engage in

productive research, consultancies conferences, workshops and other extra

curriculum activities, which could have improved their knowledge and

skills. Closely related to this issue is lack of learning and teaching materials.

Sometimes learning go beyond paper work. And students are exposed to

learn how to use equipment

2.3 LACK OF A UNIFIED NATIONAL LABOUR MARKETAND

THE DEMOBILITY OF LABOUR INTO RURAL AREAS

This is one of the factors that affect manpower development and

utilization. According to Odike (1998) lack of unified National Labour

market affects manpower development and utilization especially developing

country like Nigeria. He went further to stress that inadequate official

registration centers that will inform unemployed labour manpower of the

availability of labour (job). This leads to mal-distribution of the labour fore

in spatial terms and raises production costs, reduces national growth and

contributes to unemployment problems. In addition the lack of unified

labour market also creates problem in manpower training and utilization.

Most people in Nigeria today obtain jobs by means of personal contacts or

family ties. There is no effective clearinghouse for labour, which brings

together employers and potential employees in order to facilitate the

effective distribution of labour.

Furthermore, effective utilization of available manpower especially

those possessing intermediate and high level skills are restricted by mobility

of labour into m a l areas and between different states. The amenities and

opportunities of the cities and towns attracted skilled labour thus leaving the

' rural areas of needed human resources for their transfornation. The

manpower requirements of different states varies with their respective

economies and extent of local services since the stage of educational

development also differs sigdicantly, some states experience more severe

labour shortage than others. If a national labour market existed workers in

search of higher wages and better job opportunities would move into states

experiencing shortage, thereby optimizing the utilization of national labour.

2.4 LANGUAGE BARRIERS, ETHNIC PREJUDICES AND PUBLIC

POLICIES

A predominant feature of Nigeria social environment is its different

languages and cultures. There are up to 400 language groups with varying

cultures and modes of production, various ethnic groups and a distance

between these groups and uneven educational development. This had helped

to bring about pronounced sensitivity and ethnic affiliation and has often

been acquised for suspicious and disunity (Onah 2003).

In the various organizations, this issue of we belong to this ethnic group

constitutes a problem to manpower development and utilization. This is

why Elton Mayo in (1927) in his analysis of human relation school stipulates

that beyond any formal organization there is in formal organization. This

informal organization such as clubs, Yoruba association etc provide a forum

in which the workers interact and discuss issues that relates their welfare.

Since the come fiom the same cultural background and speak one language,

they tend to stick together and solve their personal problems. Also when the

opportunity for staff development it is usually done within this ethnic

segment while discriminating against those who did not come fiom the same

group with them. Bellow (1992) argued that ethnic value and its effect on

manpower development and utilization have been quite costly while its

cumulative effect has been difficult to reverse. The issue of federal

character representation has been the blight of Nigeria politics; tending so to

say to solve the problem of sectional domination through creating new

dominant group. Furthermore, the public and state policies that are

restrictive usually sect manpower utilization and development in various

organizations. Take for instance the issue of indigene syndrome being

practiced in some organizations where the state governments

indiscriminately dismiss non-indigenes fiom their services.

This is to say that some laws made by the federal government usually

affect manpower development and utilization in various organizations.

These laws rather than encouraging manpower development activities

entrenched in the Nigeria constitution is not only problematic but difficult to

apply.

2.5 RELIGION AND LITERATE LEVEL OF THE WORKERS

Religion according to Onah (2003) is another relevant factor that

affects manpower development and utilization in various organizations. The

two major religious groups are Christianity and Islam. Religion has been

known to affect politics, education, altitudes and perception. It has also been

associated with violence and had a sigruficant social and economic

development in the country, particularly in the South. Govermnent at times

spends huge amount of money in maintaining the diversities in religion for

the sake of peace. Tkis affects its revenue potentials and other resources that

would have enhanced manpower development and utilization.

The type of education a worker acquires before being employed is

also a factor in manpower development. The literacy level in Nigeria is low

and there are in balance in educational growth in Nigeria, the South are

being more advantaged than the North. However, an employer can select

their personnel and sometimes train them after hiring them but for effective

manpower development an employer has to deal with employee whose - attitudes, expectations skills and values are fairly positively well informed

by the time they enter the service. Consequently the unemployment is hgh . technically qualified and employable individuals few and far between the

results is that organizations spend huge chunks of their budgets on available

training programmes.

2.6 PHYSICAL ENVIRONMENT AND LOCATION OF THE

ORGANISATION

The physical environment is a factor in manpower development and

utilization. Some organizations are located in R i v e ~ e areas, others in

.- topographically difficult areas. A good number of local government areas

are linked to the state capitals and other local government areas by earth

roads, few are linked by tarred roads, and poorly maintained because of the

apparent declining state of the economy. The nature of the physical

environment of the states and condition people's responses to programmes

and their work attitudes. The state of the roads, the transport system, the

unplanned nature of cities afEefls regularity and punctuality to duties.

2.7 STRATEGIES FOR MANPOWER DEVELOPMENT

A worker that is not trained well or developed is a liability to a

dynamic organization. The worker usually applies the wrong skill and also

impacts the wrong knowledge to others. Akpan (1979) assets that:

An untrained man in the modern world may be a menace to the

society.

He is quack; knows only the how of things. He has no idea of their

why. Hence if there is any trouble anywhere

Such as break down in machine or a mistake in a ledger,

All he can do is to fumble and punch up trouble and

Leading to a more serious breakdown or greater confiision.

Really there is no place for the untrained worker, or even

The intelligent amateur, in these days of specialized work.

Not only that an employee who had not received adequate training before

being assigned with responsibilities lack the necessary confidence with

which to carry out the job. Therefore an employee should be help to grow

into more responsibility by systematic training and development.

Ubeku (1975) stipulates that such a person knows what is expected of

hun on the job and because he believes he can do it, his enthusiasm on the

job increases. Therefore the various aspects for manpower development

include the external and internal training schemes.

In the internal training; we have the in house training. This is an

induction programme usually a few duration. It is where the new employee

with the over all goals and aspirations of the organization are introduced into

the organization the organization ad its various parts and authorities. It helps

to give the worker an insight of what his roles are expected to be. Through

this process the worker is able to understand internal and external image of

the organization. Also training can be on the job. It is usually in the hands

of the managers or supervisors to show the workers the way things are done -

in the organization. It involves giving direction, discussing problems and

this goes a long way in allowing the learner to practice with the actual tools

in the environment of his job. Training can be inform of job rotation. The

basic purpose of job rotation is to broaden the knowledge of managers or

potential managers. The trainee learns about the different enterprise

functions by rotating into different positions.

Furthermore, the organizations can organize coderences. In this -. , approach the workers are exposed to ideas of speakers who are experts in

their field. The experts are used to impact knowledge on the workers.

Conference can also be externally organized. Workers are also sent on

seminars and workshops where subjects related to the job are discussed.

Seminztrs are teaching sessions vganized by companies and

institutions fca exchange of ideas among participant and resources persons

are invited to impact knowledge to the participants.

Reading can be a way of self-development this involves the reading of

current management literatures. Also in-service training is a source of

workers development strategy: it is a training undertaken by an employee

while in active service. It is also a situation where by an employee is

undergoing tr,xhhg in a school while receiving full salaries and other

benefits fiom his/her employer. We also have the industrial training

programme, in which tertiary institutions expose students to real work

situations so as to relate theory to practical work situations. The industrial

training fund helps in sponsoring this programme by paying the students

some stipends. This is external strategy.

CHAPTER THREE

3.0 FACTORS AFFECTING MANPOWER DEVELOPMENT AND

UTILIZATION IN UMUAHIA NORTH LOCAL GOVERNMENT

COUNCIL

On the other aspects of this work, the issue of manpower development

and utilization has been extensively discussed and debated. From this

section, we are going to discuss the factors that affect manpower

development and utilization with particular reference to Umuahia North

Local Government Council.

With reference to 1976 reform of local government in terms of

manpower development, there was introduction of a unified local

government service to implement through the local government service

commission of each state. The local government service commission was

charged with the function of appointments, discipline, transfer and

promotion of local government staff. Further more the commission was to

over see the implementation of the conditions of service and other welfare of

the local government employee as contained in the unified local government

service. And in the local government handbook a dot of things where

introduce that will help to improve and maintain effective and efficient

manpower development and utilization. Manpower development under this

system was improved but there are some factors that constitute serious

problems to eff8ective and efficient manpower development and utilization in

Umuahia North Local government council. Among the factors are the

following:

3.1INADEQUATE MOTNATION OF LOCAL GOVERNMENT

WORKERS

The workers are not adequately motivated due to poor condition of

service and low revenue generation in the local government council. Most

of the workers are owned arrears of salaries yet they are expected to be

working hard and efficient in canying out their duties. The non-payment of

salary helps to breed's frustration, rancor and bitterness among the workers.

Because of this condition, there is the problem of manpower development 4

and which resulted to truancy, absenteeism, low work output, fiaud and

mismanagement among the workers. On the other hand, if salaries are not

paid it affects individuals who want to carryout training and development on

their own without the organization helping them.

3.2 WRONG DEPLOYMENT OF WORKERS

The appointment of staff in the Umuahia Local Government is like

putting a square pegs in round holes. Take for instance some of the workers

who has no relevant local government background and experience were

appointed as the head of the personnel management. This wrong full

deployment has become part of Nigeria value system and therefore it affects

manpower development and utilization.

Also after training the workers are supposed to be place in areas that

relates to their training certificates. But in Umuahia North Local

Government it was not done so. Closely related to this issue is the

devaluation of qualification after training. Take for instance, the trainee of

local government in the department of public administration University of

Nigeria Nsukka had bitterly complained to the department on how the

various authorities in the local government often look down on them after

their training anll how they discriminated against in holding some positions

in the service for which they well qualified. Also the authorities usually

appoint those holding degree in a high position than those holding the

Advanced Diplcma Certificates, which they are sent on training by the local

government. This problem did not account for industrial harmony in the

local government and also peaceful relationship among staff. It is a waste of

manpower to under-utilize a worker on which much money has been spent

on training by the local government. The risk involved is that the local

government usually looses such staff to other organization where sheke is

likely to have better motivation and job satisfaction.

3.3 POLITICAL INTERFERENCE IN THE APPOINTMENT

PROMOTION, WAREFARE AND DISCIPLINE OF STAFF.

The appointed council chairman always has over whelming influence on the

local government civil service commission. The chairman tends to dictate

their preferences over s M matters. Tbis affects manpower development as

sycophancy and bootlicking is a criteria for local government worker in

Umuahia North to be comfortable. This usually kills the initiative and

creativity of the workers. Hence the local government encourages

mediocrity. So the politicians and patronage syndrome prevent manpower

development and utilization. The politician usually appoints their associates

even into positions that do not exist, there by making manpower

development impossible. The politicians are trying to favour the workers

who helped them during the time of their elections. By given them the post,

which they are not supposed to hold in the local government. Because of

this the worker will not perform to expectation.

' 3.4 INADEQUATE FINANCING

Finance plays an important role in carrying out project and as well

when there is no money to pay the workers, to buy office equipment and to

send worker on braining productivity is bound to be low. The local

government lack adequate revenue base and also the revenue allocation that

comes from the federal government is too low for the local government to

use it to carry out training programmes for most workers. Because of this

there is problem of manpower development and utilization in the local

government. Also due to lack of adequate financing the condition of service

in the local government is nothing to ride home about most workers does not

have chairs to sit on while working talldess of desk to write on and most

,- importantly the workers spent the little money they had on transportation

due to the location of the local government.

3.5 POOR AWARENESS OF THE IMPORTANCE OF TRAINING

AMONG POLITICAL LEADERS AND WORKERS

There poor awareness of the importance of training among political

leaders under various regimes in Umuahia Local Government Council. The

leaders were unable to articulate the ideological component of training and

to relate the training and development programmes closely to the

development objectives of the various regimes. On the part of the workers

they perceived training either as an opportunity for going abroad on holidays

or as a means of enhancing their prospects for local government

advancement. Rarely has training been taken seriously by the local

government as a means of improving their workers skills, knowledge and

experience. Tlie major cause of this most times is the inability of the posting

managers to post workers directly to jobs related to their training training in

the actual sense suppose to relate to job assignment after a training

programme. Also there is reluctance on the part of government to release

many officers for training programmes.

CHAPTER FOUR 4.0 CONCLUSION

Manpower development and utilization have been very important

issues especially when the welfare of the workers were to be taken into

cognizance. For the improvement of skills, knowledge, experience, to take

care of the ever changing environment, to protect the organizational trade

secret, for the purpose of introduction of new techniques, for the

replacement of other workers to be available, to lift the standard of living of

unskilled personnel's and host of other reasons. It is necessary to develop

the available manpower as well as to utilize them.

Despite this, there are various factors that hinders effective manpower

development and utilization. The areas available for manpower

development as discussed in the study include in service training, training on

the job, conferences, workshops seminars and host of others. After

acquiring these skills and knowledge the workers are faced with the problem

utilization. Most often after attending the training the workers are not

reabsorb in the establishment. Not only that before they attend the training

they are faced with problems of lack of capital, the organization political

environment and the reluctance on the part of government to send them on

braining. Other problems that affect manpower development include

inadequate financing, non- payment of salaries, the location of the local

, government and others. All these factors contributed to inadequate /

utilization of the available manpower.

4.1 RECOMMENDATION

1. Generally the government of various countries in the world today

should make labour policies that will improve manpower development

and adequate utilization.

2. Issue of indigene syndrome or ethnic and cultural belonging should be

abolished in our various organizations so that citizens should not be

unjustly thrown out of job because they do not belong to state or

ethnic group.

3. Also government and local governments should continue to intensify

the organization of in service training of its workers to enable them to

meet up with the ever-changing environments.

4. More fund, and other resources should be allocated to agencies such

as the Nigerian institute of management, National institutes of

personnel management, Universities and other higher institutions of

learning.

5. Also training should be taken seriously in the local government. The

situation where by those who holds the training certificates are

discriminated should be discontinued and the local govemment should

create room for adequate utilization of their manpower.

6. There should be serious orientation programmes, seminars especially

for the newly appointed chairmen and councilors, for them to have

adequate knowledge on how to organize workers in the local

government.

7. Finally the local government should be given a free hand to operate on

its own without outside interference. And the revenue base should be

increase to enable it to organize various training programme for its

staff in the Umuahia local North Local Government Council.

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