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EVALUATION FOR MANPOWER
DEVELOPMENT POLICIES
CHAPTER ONE
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 NigerianDefenceAcademy, 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, NigerianDefenceAcademy 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 NigerianDefecneAcademy policies are one
of the problems encountered by their civilian. It seems NigerianDefenceAcademy
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
NigerianDefenceAcademy. 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 NigeriaDefenceAcademy goal. However, the specific
purpose of this study.
1. To find out
manpower policies in NigerianDefenceAcademy
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 NigerianDefenceAcademy?
3. What are the
evaluation for implementing manpower Development in NigerianDefenceAcademy?
4. In what way do
manpower development policies of NDA impact on their staff
5. What are the
conditions of staff development policy in NigerianDefenceAcademy?
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
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