EVALUATION FOR
MANPOWER DEVELOPMENT POLICIES
CHAPTER
ONE
1.0 Introduction
1.1 Background of the Study
The importance of employing
good evaluation in improving manpower development cannot be over emphasized.
Manpower development according to Brach (2000), is educational and development
activities conducted by an enterprises to improve the lives of their workers.
The activities have definite relationship to employer’s productivity. Adequate
manpower development in human capital formation is a process which enable
organisation to acquire and increase their manpower stock, through the process
of planning, recruitment training and retraining. Employers develop their staff
and mobilize them in the attainment of organizational goals. Training is an
integral element in manpower development.
Cole (2001) viewed manpower
development as being concerned with increasing knowledge and skills in doing a
particular job. He went further to say that training is an attempt to improve
the performance of employees through learning which is done by increasing their
skills and knowledge.
Provision of good
incentives which include leadership style work structure, wages and reward,
selection and placement of employees, promotion of employee, attractive
conduction, job security, recognition and objective setting appraisal are the
evaluations used to improved manpower development so as to achieve higher
productivity in any organisation.
According to Ekpo (2002),
manpower development programmes are designed to educate employees beyond the
requirement of their present job position so that they can be prepared for
promotion and be able to face future challenges. Ekpo also affirm that it is
necessary to broaden the knowledge of employees to meet the requirements, which
their work may demand especially in future. He considers effective performance
on he part of the employees as essential for the success of any organisation.
Observing that however, such performance would depend on their knowledge and
skills.
Manpower
Development Policy In N.D.A
Regulations governing
conditions of service for junior civilian staff in Nigerian
Defence Academy,
Kaduna are:
·
Merit
for staff development can only be possible with the recommendation of the Head
of Department/Unit of the registrar for his recommendation to the commandant of
N.D.A.
·
An
employee granted staff development without pay for full knowledge of the N.D.A
shall be entitled to annual increment in that year.
·
Staff
development may be granted with or without pay only to employees whose
appointment has been confirmed and whose proposed development will be of value
to the N.D.A
·
Staff
can only be sent for staff development when he or she has spent some numbers of
years like 3 years and above.
·
Staff
should go on staff development only when it is granted for 2 (two) years
duration. Extension o development of programme for a further period or not more
than one year may be granted with or without pay. Each case shall be considered
on its merit.
1.2 Statement of The Problem
Theoretically, evaluations
for improving manpower development policies have become increasing vital to the
success of every organisation. Once an organisation is able to fix in the right
personnel, there will be improvement in productivity and also increase in
output which leads to profit maximization.
Unfortunately, Nigerian Defence Academy
being a military institution does not seem to appreciate the importance of
improving manpower development policies programme and sometimes, where it
exists it is poorly implemented. The manpower policies of Nigerian Defecne
Academy policies are one
of the problems encountered by their civilian. It seems Nigerian Defence
Academy does not send
their employees for training and this lead to low productivity and high
turnover of employees leaving the organizations because they have no improved
skills and new techniques. Nigerian defenses academy does not seem to motivate
their workers with adequate incentives and reward which is a evaluation of improving
employees to reach their goals. Some of their workers as a result of lack of
training seem to be incompetent in areas of services delivery and it appears
people do normally complain of the services rendered. After an employee has been
trained and developed in order top boost his morale and sustaining the
increasing productivity level, there seems to be no sound promotion policy to
ensure employees’ confidence in the management of Nigerian Defence
Academy. It is in line
with the above problems, this study is set out to investigate the evaluation
for manpower development polices.
1.3 Purpose of the Study
The main purpose of the
study is to evaluate manpower development policies in Nigeria Defence
Academy goal. However,
the specific purpose of this study.
1.
To find out manpower policies in Nigerian Defence Academy
2.
To
find out the impact of staff development in Nigerian defence academy
3.
To
find out the area of discontentment of manpower policies in Nigeria Defence
academy
4.
To
find the implantation evaluation of manpower policies in NDA
5.
To
investigate the impact of manpower development police of
1.4 Research
Question
1. What are the existing manpower policies in
Nigerian Defence academy?
2. What are the area of discontentment of
manpower policies in Nigerian
Defence Academy?
3. What are the evaluation for implementing
manpower Development in Nigerian
Defence Academy?
4. In what way do manpower development
policies of NDA impact on their staff
5. What are the conditions of staff
development policy in Nigerian
Defence Academy?
1.5
Significance of The Study
The aim of the study was to
identify the evaluation for improving manpower development policies the study
would be significant to the following:
Organisation understudy: First the research is hoped to give
Nigerian Defence academy insight on the importance of adopting good evaluation
for improving manpower development policies as it enhance and improve the image
of the organisation.
Employees: With increase on skills, knowledge and
attitude employees are not only more valuable to the organisation but they are
worth themselves, and it would enable employees to be much more productive and
remake performance deficiencies whether current or anticipated ones.
Organisations: The result of this research would help
Nigerian Defence academy to realize the need to develop their employees. It
would also help the management in fashioning development programs that are very
relevant to their organisation and at the end justify the effort and means
invested in such programme.
Future researcher:The researcher in the filed can use it as a
guild to develop and establish from ideas that would bring about development in
the future researcher effort.
General Public: It
is also hoped that this research finding would provides better insights can
understanding on the part of the public about the possible
evaluation for improving manpower development policies in the attainment of
organizational goal.
1.6 Scope of The Study
The research work was
limited to Nigerian Defence academy. It concentrates on the existing manpower
policies, areas of discontentment of manpower policies. Evaluation for
improving manpower development policies, impart of staff development and the
condition of effectives staff development in Nigerian Defence academy.
1.7 Limitation of The Study (Delimitation)
The researcher encountered
A lot of problems which were constraints. The
researcher encountered difficulties from respondent during data administration
before getting the requires information because of the security nature of the
place financial problems. The researcher encountered financial difficulties in
the course of this research. The time limit which this project was carried out
couples with demand from other academe work was too short.
1.8 Definition of Terms
Evolution: This is the process of planning or
carrying out a plan in a skillful way
Development: This is attempt made to improve employee’s
abilities in order for them to perform better than usual, but also future
ability of employee. It is a gradual growth of something so that it will become
more advance and strong.
Policy: This may be regarded as the guideline,
laid-down, cunning dexterity of management among or manger of governing, in
general or specific terms to enable a comparing or other organisation to reach
the long range target by the objectives. It is also what government chooses to
do or not to do.
Constituents: This refers to the component or
combination policy and steps that make up evaluation for improving manpower
development policies in Nigerians Defence academy