The Role of the Personnel Department in Manpower Training and Development
Chapter One
Objective of the study
The main objective of this study is to investigate the role of the personnel department in manpower training and development. Other specific objectives are:
- To find out the role played by the personnel department in an organization.
- To examine if manpower training and development has any positive impact on an organization.
CHAPTER TWO
REVIEW OF LITERATURE
INTRODUCTION
Our focus in this chapter is to critically examine relevant literatures that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
CONCEPTUAL FRAMEWORK
Manpower Training
Training is a process that develops and improves skills related to performance. Effective training programmes according to Blum and Naylor (1976) can result in increased productivity, reduced labor turnover, and greater employer satisfaction. According to Abiodun (1999), training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. Employees who have not received adequate training before being assigned with responsibilities lack the necessary confidence with which to carry out the job. An employee should be helped to grow into more responsibility by systematic training and development.
McGehee and Thayer (1961) see training as the formal procedures which an Organization use to facilitate employees’ learning so that their resultant behavior contributes to the attainment of the Organizations as well as the individuals goals and objectives.
Furthermore, training according to Nwachukwu (1988) is an organizational effort aimed at helping an employee to acquire basic skills required for the efficient execution of the functions for which he was hired or employed. On the other hand, he regards development as the activities undertaken to expose an employee to perform an additional duties and assume positions of importance in the organizational hierarchy. Training as it is observed exposes employees to skills necessary for effective job performance while development goes further to equip employees with the knowledge required for performing additional responsibility to a particular task faster and better than before, development may involve exposing an employee to more challenging task.
Cole (2002) defined training as any learning activity which is directed towards the acquisition of specific knowledge and skill for the purposes of an occupation or task. He contends that the focus of training is the job or task. However, he sees development as any learning activity which is directed towards future needs rather than present needs and which is concerned more with career growth than immediate performance. He further goes on to state that the focus of development tends to be primarily on an organization future manpower requirements and secondly, on the growth needs of individuals in the workplace.
CHAPTER THREE
RESEARCH METHODOLOGY
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried out to examine the role of personnel department in manpower training and development. The staff and management of First Bank Plc Lagos state form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
DATA PRESENTATION
CHAPTER FIVE
CONCLUSION AND RECOMMENDATION
CONCLUSION
In this study, our focus was to carryout a critical analysis on the role of personnel department in manpower training and development. The study specifically was aimed at ascertaining the different roles personnel department plays in an organization and to find out if manpower training and development has any positive impact in an organization.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent are active workers First Bank Plc in Lagos State.
The findings revealed that the roles personnel department plays in an organization includes personnel management, personnel recruitment and selections, compensation and incentive management, employee performance and evaluation, staff training and development etc. the findings further revealed that manpower training and development has any positive impact in an organization.
RECOMMENDATION
Based on the responses obtained, the researcher proffers the following recommendations:
- Organizations needs to develop the employee training within the framework of a comprehensive, ongoing, and consistent employee training program. This quality employee training program is essential to keep the staff motivated about learning new concepts and their departments profitable.
- Organizations should encourage good and quality training programme since it is responsible for employee’s efficiency and effectiveness in their work place. Good and quality training programme such as on the job training, organizing of seminars and orientations periodically, etc., can help to improve the employees performance.
- Personnel departments should also enhance the selection criterion, so that it gives equal opportunity to all categories of workers to be selected for training.
- Since the technological innovation affects the content, nature and training needs of the organization, the company should develop the employees with technology knowledge.
- The training policy of organizations should be enhanced so as to be able to help increase the employees performance.
- Training is also a motivational technique; the workers are motivated when they discover the resources the company brings out for their training. The company should ensure that the training programme is done regularly.
BIBLIOGRAPHY
BOOKS
- Abba, N.C. (1997) “Public Personnel Administration”. Enugu: Joen Associates.
- Abba, U.E and Anagodo, R. (2006) “Development Administration in Africa”. Cases from selected countries. Onitsha: Abbot Books Ltd.
- Abiodun, E.J.A. (1990) Human Resources Management; An Overview. Shomolu, Lagos: Concept Publication.
- Adebeyo, A. (19979) “Principles and Practice of Public Administration in Nigeria” (let ed). Ibadan. Spectrum Books Ltd.
- Adebeyo, A. (2002) “Principles and Practice of Public Administration in Nigeria” (2nd ed) Ibadan: spectrum Books Ltd.
- Adamolekun, L. (1983), Public Administration: A Nigerian and Comparative Perspective. London: Longman.
- Appleby, R.C. (1991) Modern Business Administration. Pitman London
- Akpan, N.U. (1982) Public Administration in Nigeria. Lagos: Longman.
