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1.1 BACKGROUND OF THE STUDY
Manpower planning and staff development is an essential asset in the growth and development of any organization. The success or failure of any nation or organization depends largely on human resources of that nation or organization. No nation or organization can carry out any of its development programmes without adequate and competent manpower. The vital role of manpower comes into focus both in times of peace and crises.
Among all the resources at the disposal of any nation or organization hold the key to its survival, prosperity and future economic and social development. In order to achieve the goal of development, effective manpower planning is very essential because in every area and at every stage of development the human factor is very crucial.
Manpower planning and staff development could be described as the process of determining the policies and programmes that will develop, utilize and distribute the human resources with a view to achieving an organization’s broader aims of social, economic and political development. This also involves the training for the acquisition of skills of the employees in the organization for positive and increase in productivity.
The important of manpower planning and staff development in the business would need not to be overemphasized from the general outlook of the discipline and from what could be inferred from the established definition of manpower planning and staff development. It has a lot to do with human element in the organization. Manpower planning is an indispensable activity in any nation or organization striving for development because without human element, there will be virtually no organization and without the proper human elements, organization will not operate to the optimum.
Moreover, in Nigeria recently, development in most government education establishments, educational institutions and companies have shown that there are clear needs for manpower planning and staff development.
Reference could be made to prior and after the promulgation of the indigenization decree in 1972; again experience from developed nations such as Germany, America, France and USSR has shown the important of manpower planning in the life of any nation. These serves as a spring board for more companies to really engage in manpower planning and staff development.
By and large, it is important to mention at this point that there is no need citing more instances for Nigeria establishment since we shall carryout a case study on Water corporation.
BRIEF HISTORY OF WATER CORPORATION, ENUGU STATE
The story of Total Oil Nigeria Nsukka branch Enugu State dates back to 1920s with the creation of Campaign Francaise des Petroles (CFP). Total Oil production activities in the idle east began in 1924. In 1929 they embarked on exploration work in other countries to discover and develop new resources. They started building their chemical businesses in the 1960s at the same time their retail network continued to expand, growing into the global operation it is today.
Total Oil Nigeria Plc is a marketing and services subsidiary of total, a multi-national energy company operating in more than 130 countries and committed to providing sustainable products and services for its customers. For over 50 years, Total Oil Nigeria Plc has remained the leader in the downstream sector of the Nigeria oil and gas industry with extensive distribution network of over 500 services stations nationwide range of top quality energy products and services.
In order to maintain and consolidate its unique position in oil industries, the total Oil Nigeria Plc own 19 customer service centres, numerous industrial outlets, 5 depots, distribution plants and warehouses with high safety standards spread across the western, northern and eastern territories in Nigeria. The company also established three lubricants blending plants at Koko in Delta state, Kaduna in Kaduna state and Apapa in Lagos state. The total oil company has over 470 employees with which it enjoys a cordial management and staff relationship built over the years through progressive welfare and staff development schemes in enhancing and sustaining employees efficiency, moral and productivity. The company strives to conduct its business in a manner that reflects its passion for top quality products, customer services, health, safety and environment. Little wonder why many people choose ‘Total’ everyday. It’s a matter of trust.
1.2 STATEMENT OF THE PROBLEMS
Manpower planning and staff development have posed very big problem to many business organization these day, many scholars have attempted to find out why these problem has been accepted by the general scholars.
However, the researcher considered it necessary at this point to find out whether the instability in most organizational goals arises from the problem of manpower planning and staff development or if these problems arise because of the business environmental change.
1.3 RESEARCH QUESTIONS
The researcher has designed his work (question) based on the following questionnaires administered.
i. How did your organization place the right person on the right place?
ii. How effective is the training and development in your organization?
iii. How do you respond on the option of consent training and development given to work in your organization?
iv. How do you respond after being trained and developed in your organization?
1.4 OBJECTIVES OF THE STUDY
The objectives of the study are:-
i. The study attempt to identify the frequency of changes and management in staff planning and development
ii. The study also proffers recommendations of immense benefit in the growth and development of manpower planning and staff development.
iii. It helps the researcher to equally attempt to suggest the possible solution to problems of manpower planning and staff development.
1.5 SIGNIFICANCE OF THE STUDY
The significance not only believed to be useful to water corporation on which the study is carried out but also to student who wants to carry out research on the same topic. It will also be relevant to other organizations that are currently or about operating manpower planning and staff development programme most especially those that are incorporated with Water corporation.
1.6 SCOPE AND LIMITATION OF THE STUDY
In the bid to make a comprehensive study of the research work, the researcher wish to state the areas the study work will cover.
Firstly, the study will cover an overview of the manpower planning and staff development programme in the Water corporation.
Secondly, the study of the labour turnover and productivity will be carried out. Finally, recommendations will be made covering some problem areas with the objectives of reading problem facing the programmed.
The manager I came in contact with refused to supply me with the relevant information, at first because he believed I will reveal their trade secrets.
However, I promised to make that information confidential, they supplied the information with reservation. One of the limitations of the research envisage in carrying out this research is time constraint, one would require up to two years to carry out an effective study on not a friend to fund constitute great encumbrances in realizing the set objectives.
1.7 DEFINITION OF TERMS
Manpower Planning and staff development: According to R
obert (1979) is “an attempt of forecast, how many and what kind of employee will be required in future and to the demand in likely to be met” (source).
Indigenization decree: The decree was proclaimed in conjunction with Nigeria government to serve as a spring board for most companies to really engage in participating of Nigeria commerce. Indigenization is the art of bringing foreign own companies into the hand of the bonafide indigene to run and manage.
Training: Training is the organization effort aimed at helping an employee to acquire basic skills required for influence execution of function which has been sourced for.
Management: Refers to the act of getting things done through the use of human and material resources to achieve the stated objective or goal.
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