EVALUATION FOR MANPOWER DEVELOPMENT POLICIES (A CASE STUDY OF NIGERIAN DEFENCE ACADEMY (NDA), KADUNA)
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EVALUATION FOR MANPOWER DEVELOPMENT
POLICIES
(A CASE
STUDY OF NIGERIAN DEFENCE ACADEMY
(NDA), KADUNA
ABSTRACT
This
project was conducted to determine the Evaluation for manpower development
policies – a case study of Nigeria Defence Academy ,
Kaduna
TABLE OF CONTENT
Cover
Page - - - - - - - - - i
Title
page- - - - - - - - - - ii
Declaration - - - - - - - - - iii
Approval
pages - - - - - - - - iV
Dedication - - - - - - - - - v
Acknowledgement- - - - - - - - vi
Abstract - - - - - - - - - viii
Table
of content - - - - - - - - ix
CHAPTER ONE
1.1
Background of the study - - - - - 1
1.2
Statement of the problem - - - - - 4
1.3
Purpose of the study - - - - - - 6
1.4
Research question - - - - - - 6
1.5
Significance of the study - - - - - 7
1.6
Scope of the study - - - - - - 9
1.7
Limitation of the study - - - - - - 9
1.8
Definition of the terms - - - - - - 10
CHAPTER TWO
Literature
Review
2.0
Introduction- - - - - - - - 12
2.1
Meaning of manpower Development Policies- - - 12
2.2
Evaluation of improving Manpower Development - - 14
2.3
Effects of manpower development in an
organisation - 25
2.4
The objectives of manpower planning thus
include - - 26
2.5
Identifying employee development need - - - - 27
2.6
Choosing the employment development plan - - - 28
2.7
Effects of employee compensation on
organisation - - 32
2.8
Evaluation for effective manpower
development in N.D.A - 33
CHAPTER THREE
3.0
Introduction - - - - - - - - 36
3.1
Research design - - - - - - - - 36
3.2
Population of study- - - - - - - - 36
3.3
Sample size and sampling techniques- - - - - 38
3.4
Instruments for data collection - - - - - 38
3.5
Administration of Instrument - - - - - - 39
3.6
Validity of the study - - - - - - 39
3.7
Method of data collection - - - - - 39
3.8
Method of data analysis - - - - - 40
CHAPTER FOUR
Data
Presentation and Analysis
4.1
Introduction - - - - - - - 41
4.2
Answer to research questions - - - - 41
4.3
Major findings of the study - - - - - 48
4.4
Discussion of findings - - - - - - 49
CHAPTER FIVE
Summary, Conclusions
and Recommendations
5.0 Introduction - - - - - - - 52
5.1
Summary - - - - - - - - 52
5.2
Conclusion - - - - - - - - 53
5.3
Recommendations - - - - - - 54
Reference - - - - - - - - 57
Appendix - - - - - - - - 59
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
·
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 Nigerian Defecne
Academy Nigerian Defence
Academy Nigerian Defence
Academy
1.3 Purpose of the Study
The main purpose of the study is to evaluate manpower
development policies in Nigeria
Defence Academy
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
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