An Assessment of Manpower Utilization in Public Sector a Case Study of Ministry of Works
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To assess the placement and utilization of trained personnel in the ministry of works
- To ascertain the importance of manpower development and utilization in the productivity and performance of the recepient.
- To assess the extent of consistency of the development programmes in the ministry works
CHAPTER TWO
REVIEW OF RELATED LITERATURE
NATURE OF MANPOWER
The centrality and the importance of Manpower to a nation or to an organization cannot be over emphasized. It is in recognition of this importance that the late United States President John F. Kennedy in his first Manpower report, stated, “Manpower is the basic resources. It in the undependable means of converting other resources to mankind uses and benefits. Wow well we develop and employ human fundamental in deciding how much we would accomplish as a nation. The manner in which we do so well profoundly determine the kind of nation we become” in effect John F. Kennedy is saying that Manpower id fundamental to the development of any nation or organization. According to William L Dejon (1978:268) stated that “selecting the most suitable resources is important, the right plant machinery and equipment, the right tools, but selecting the right people to do each task id of over riding importance”. Even the most efficient machinery in the world will not produce at a maximum unless the people who operates it perform at their best, and most importantly are motivated to make their equipment produce efficiently. According to Dejon, if the skill and will are properly applied, wonderful things can happen. Harbison (1962:lO) argue in the same line when he said that manpower is the human resource; not capital, not income nor material, resources, constitute the ultimate basis for the wealth of a nation. In effect Harbison regarded a nation manpower as constituting its wealth. According to J. Vetter (1967:126) in his argument or development and management of human resources contended that “human resource is an asset, which enables an enterprise to distinguish itself in performance from other enterprises. Human resources are more that current resources used in the production process. It has a long economic lie, which deserves the same planning attention given to other assets with long lives. Actions taken today in human resources areas influence the quantity and quality of the company’s human resources. According to Ojo (1985;39) defines manpower as a managerial scientific, engineering, technical, craftsman and other skills which are employed in creating, designing and developing organization and in managing and operating productive and service enterprises and economic institutions.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to an assessment of manpower utilization in public sector a case study of ministry of works.
Sources of data collection
Data were collected from two main sources namely:
Primary source and Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain an assessment of manpower utilization in public sector a case study of ministry of works. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of manpower utilization in public sector a case study of ministry of works
Summary
This study was on an assessment of manpower utilization in public sector a case study of ministry of works. Three objectives were raised which included: To assess the placement and utilization of trained personnel in the ministry of works, to ascertain the importance of manpower development and utilization in the productivity and performance of the recepient and to assess the extent of consistency of the development programmes in the ministry works. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of ministry of works, Enugu state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made of directors, HRMs, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Development of staff in organization is of paramount importance as the Utilization of those developed or trained staff. If a staff is trained and was not deployed appropriately to subject the skill acquire to work, the training is of no importance and of no use and as well not valued by the organization at their detriment. The same holds if organization utilizes well but do not pay much attention to staff training and development. Therefore, there is need for optimum personnel function in any organization. There is no gain, asking whether manpower development and utilization, are the wealth of or pillar of organization
Recommendation
The ministry of works should also ensure that the personnel function of training is consistent through embarking on it annually, biannually or quarterly as the case may be. Professional advancement programmes such as Institute of Personnel Management, Nigerian Institute of Management etc should be articulated for senior staff. Also organize skill development for the junior staff who joined the organization with very low entry skills and qualifications. Redeployment of staff training is essential for optimal utilization after obtaining a higher qualification. The ministry of works should ensure that the staff recommendation or selection for training is done on merit and need. The management has to embark on in-service-training programmes for her staff to enable them acquire and develop more skill to meet the demand of their job.
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