EFFECT OF
MANPOWER TRAINING AND DEVELOPMENT ON SERVICE ORGANIZATIONS
(A CASE STUDY OF
BENIN ELECTRICITY DISTRIBUTION COMPANY (BEDC) ADO EKITI DISTRICT)
CHAPTER ONE
INTRODUCTION
1.1 Background of the
Study
Manpower training and development must
be based on a need analysis derived from a comparison of “actual performance’’
and behavior with “required performance’’ and behavior. Manpower training and
development is one of the major ways organization invests in the workforce for
greater return today and even in the foreseeable future. Organizational
effectiveness rests on the efficient and effective performance of workforce
that makeup the organization. The efficient and effective performance of the
workforce in turn, rest on the richness of the knowledge, skills and abilities
possessed by the workforce. Manpower training and development in most
organizations is a continuous act/exercise.
The
inexorable march of time and the ceaseless glamour for social change combine to
make adaptability and continuing preparation of the workforce as inevitable as
the initial acquisition of knowledge and skills. This cannot happen if
employees training and development do not occur in an enterprise. In other to
maximize the productivity and efficiency of the organization, every executive,
manager or supervisor in a public or private organization has the
responsibility and indeed the bounding duty to ensure the development of their
employees who have requisite knowledge and expertise.
Training
is like sharpening an existing skill in order to reflect the trends in
technology and other socio–cultural environmental changes of an organization.
Productivity is the goal of today’s competitive business world and training can
be a spring board to enhance productivity. The aim is to enable them contribute
their full measure to the welfare, health and development of the organization (Onah,
1993).
The
main objective of training an development in service organization is to
increase efficiency of employees with the resulting increase in corporate
productivity. This accounts for why a large number of fund and time is expected
by organization at one period or the order in the improvement of the skills of
their employees at various levels. The principal intention of training
according to Akpan (2002:128) is to equip people with the knowledge required to
qualify them for a particular position of employment, or to improve their
skills and efficiency in the position they already hold. Manpower development
on the other hand, implies growth and the acquisition of wide experience for
future strategic advantages of the organization.
Manpower training and development therefore,
improves the effectiveness and efficiency of the employee. Therefore, the aim
of this research is to know the current state, nature, procedure and method of
training and development used by Benin Electricity Distribution Company (BDEC) for
their employees and let’s not forget that any organization that has no plan for
the training and development of its staff is less than dynamic for learning is
a continuous process and acquired skills get obsolete when the environment
changes. Also, a popular caption in the field of personnel management says, “If
you think training and development are expensive try ignorance”. While training
and development prosper organization, ignorance destroys it. Therefore, workers
like machines must be updated on constant basis or else, they end up becoming
obsolete or misfit.
1.2 Statement of the
Problem
1) Lack
of qualified instructors and consultants to undertake training courses,
2) Lack
of essential training tools, to
3) Lack
of effective communication within the organization which makes it impossible
for most employees to know about training opportunities available to them.
1.3
Objective of the Study
The purpose for this research is to probe into
the evaluation of the effect of manpower training and development on service
organization using Benin Electricity Distribution Company (BEDC) Ado-Ekiti
District, as a case study with a view to find out how the organization is
performing in terms of its employees training and development. The following
are the specific objectives of the study:
i)
To highlight the advantages of employees
training and development on service organization.
ii)
To examine the current training and
development of employees on the organization and BEDC Ado-Ekiti District in
particular.
iii)
To increase the general knowledge and
understanding of individual member.
iv)
To recommend appropriate measures that
could help improve the current manpower training program.
v)
To increase efficiency and effectiveness
of employees with the resulting increase in corporate productivity.
1.4
Research Questions
a) What method of training and development does
your organization use?
b) What is the category of staff level in your
organization (BEDC)?
c) What
is the major problem in the organization?
1.5
Statement of Hypothesis
Here, Hi and Ho below represent the alternative hypothesis and null
hypothesis respectively.
Hypothesis
One
Hi:
Training and development improve productivity and better performance.
Ho:
Training and development does not improve productivity and better
performance.
Hypothesis
Two
Hi: Training and development
improve skills and knowledge of manpower in service organization.
Ho: Training and development do not improve skills and
knowledge of manpower on service organization.
1.6
Significance of the Study
The research
will be beneficial to all service organization especially Benin Electricity Distribution Company (BEDC) Ado-Ekiti
District and their staff as it emphasized the need and encourage the
establishment of policy guidelines on the efficient and effective training and
development programme.
It will help managers
of various organizations to generate ideas and solution to problems based on
the best way to run training in their organization in order to achieve desired
goals and objectives. It will equally be useful to small scale business, large corporations,
universities, college of education and to the government. It will also help
researchers to know more about training programme as a tool for improving employees’
performance.
Finally, it will
be of great value to students as a point of reference and will equally form the
basis for further research study.
1.7
Scope and limitation of the Study
The scope of this study although very
wide if it has been carried out in the entire service organization. For this
reason, it was necessary to have a concentrated area of study which was
restricted to the evaluation of the effect of manpower training and development
in service organization using Benin Distribution Company (BEDC) Ado- Ekiti District
as the case study.
Its major limitation was the problem of
getting information from the institution under study. As a parastatals, there
is always the fear of giving out information to the public as such, vital
information needed was not readily available.
Time equally would not be
left out; getting permission to leave school and the issue of finance cannot be
ignored as much was spent in procuring materials. However, with fact and
judicial use of the limited resources, reasonable analyses have been carried
out in this research work.
