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Achieving Effective Productivity In Public Service Through Manpower Planning And Development
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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Human
resources are cardinal element of development. The over all development
of a country revolves on the level of manpower utilization. This has
made manpower planning and development imperative for any successful
organization. Maintaining a competitive edge in any segment where
multiple players exist is only possible with people and talent. It has
got an important place in the arena of industrialization. Manpower
planning and development are two important pillars for achieving
effectiveness and efficiency in organization.
It has been observed
that both pre and post colonial administrations of Nigeria had failed to
accord adequate regard to manpower planning and development. Labour was
relegated to background among other factors of production. The human
resources planning and staff development for national growth and
development were distorted. These affected the availability of human
resources for improvement of socio-economic and political development
during the first and second national development planning.
This was
made clearly in Nnadozie (2004), he states thus; the unrealistic nature
of the 1962-68 plan objectives and targets become more apparent when
they are juxtaposed with the financial, technical and managerial
capabilities of the country.
In recognition of the needs for human
resources planning led to introducing of the policy for Manpower
Planning and Development in Nigeria at the period of 1960’s and 70’s.
Specifically, in the year 1962, federal republic of Nigeria created
National manpower board (NMB) with the responsibility for determining
the manpower needs and developments. To enhance the manpower need in
local government, federal military Government in 1978 selected three
universities, University Nigeria, Nsukka, Obefemi Awolowo University,
Ile-Ife and Ahmadu Bello University, Zaria.
Though ideals do not
approximate reality, the socio-economic and political development of
Nigeria state has become elusive due to inappropriate and inadequate
manpower planning and development. Planning in Nigerian public service
has become a gambling affair. Public service in Nigeria especially local
government usually embark on manpower planning with inadequate data on
the evolutionary trends of an organization, partly on organization’s
personnel, external relations, and general organization’s objectives.
Development
of workers is no longer a matter of a necessity to much management as a
result of inability to forecast future manpower needs in relation to
the organizations’ objectives. Training in local government, despite the
selection of the universities named above to under take training of
local government workers; training is still sporadic, unstructured and
unsystematic. There is little emphasis on training for technical and
professional staff; such as surveyors, accountants, engineer and
doctors. This finally retards the progress of an organization.
The
resources of organization are diverse but human resources is recognized
as the most important out of other resources required for effective and
efficient service delivery in local government. Human resources are the
key to rapid socio-economic development and efficient service delivery.
In addition, Mwagbala (2005) posits that “it is Human resources of a
nation not its capital, nor its material resources that determines the
nature of, direction and pace of its socio-economic development.
Essentially, nations are built through the creative, productive and
innovative hardworking of people. At best financial resources can only
facilitates production, but real wealthy is increased by productive
labour activity.
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ABSRACT - [ Total Page(s): 1 ]The role of manpower planning and development in promoting sustainable development of any nation cannot be underestimated. The socio-economic and political development of Nigeria to a large extent depends on the quality and quantity of existing human resources. This led to the establishment of National Manpower Board (NMB) in 1962 and other subsequent agencies to undertake responsibilities of the Human resource development. Though ideals do not approximate reality, today manpower planning and st ... Continue reading---
