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The

effect

of

manpower

development

on

workers'

productivity in Cross River State civil service Calabar.

(Business Management)
CHAPTER ONE
INTRODUCTION
1.1 Descriptive Background to the study
The effect of manpower development on employees
productivity

and

organization

performance

has

attracted

considerable interest in analytical and empirical literature. On

the whole, human resources management theory has paid

considerable attention to this subject matter (Dhamodharan

2010).
Manpower development is very vital to job productivity
and organization performance since the formal educational
system does not adequately provide specific job skills for a
position in a particular organization. While, few individuals may
have the requisite skills, knowledge, abilities and competencies
needed to fit into a specific job function, some others may
require extensive training to acquire the necessary skills to be
able to fit in a specific job function and also make significant
contribution to the organizations performance.
The

human

capital

theory

provides

evidence

which

indicates that training and education raises the productivity of

workers by imparting useful knowledge and skills, hence raising
workers future income by increasing their lifetime earnings
also provide an explanation that links investment in training
with workers wages (Becker 1964). According to Stone (2002),
training has the distinct role in the achievement of an
organizational

goal

by

incorporating

organization and the workforce.

the

interests

of

Goldstein (1980) defined manpower development as the

systematic acquisition and development of the knowledge,
skills, and attitudes required by employees to adequately
perform a task or job or to improve performance in the job
environment. This implies that for any organization to succeed
in achieving the objectives of its training program, the design
and implementation must be planned and systematic, tailored
towards enhancing performance and productivity.
Onasanya (2005) defines manpower development as a
form of specialized education aimed at giving the employee a
particular or specialized knowledge, skill and attitude which he
must possess to effectively perform in a given position while
development is concerned with specific programmes designed
to prepare and groom a worker with particular education and
training for higher responsibilities. Capacity building according
to entails investment in human capital, institutions and
practices

necessary

to

enhance

human

skills,

overhaul

institutions and improve procedures and systems.

Sanusi (2002) further sees capacity building as the
internalization of the knowledge, skills and processes that

enable

the

formulation,

implementation,

monitoring

and

evaluation of set goals in an efficient manner; while views it as

a series of activities, which an organization, enterprise or even
a nation needs to undertake to provide for itself, on a
continuous basis, the supply of skilled manpower to meet its
present and future needs.
Manpower development according to Anyanwu (2002) is
the process of building up human resources to meet the needs
of

an

organization.

He

stated

further

that

Manpower

development includes investment by a society in education,

investment

by

employers

in

training

employees

and

investments by individual in time and money in their own

development.
Manpower development has been an important variable in
increasing

organizational

productivity.

Many

researchers

showed that manpower development is a fundamental and

effectual instrument in successful accomplishment of the firm's
goals and objectives, resulting in higher productivity. Manpower
development builds a team that is effective, efficient and well
motivating, thereby enhancing the confidence and self-esteem

of employees. Manpower development creates chances for the

promotion of employees to replace those who have left the
organization. Indeed, the benefits of manpower development
are innumerable. (Colombo 2008).
This study will therefore, examine the effect of manpower
development on workers productivity in Cross River State civil
servants, Calabar.
1.2 Statement of problem
The Cross River state civil service has a vision to become
a model in Nigeria in terms of loyalty effectiveness, efficiency
and quick service delivery and to maintain a highly motivated,
efficient

and

effective

Civil

Service

capable

of

speedily

implementing Government programmes and policies.

However, every organization will always face challenges
when the objectives of the employee is not in line with that of
the organization. An employee may have the ability and
determination, with the appropriate equipment and managerial
support yet such employee may be underproductive. The
missing factor in most cases is the lack of adequate skills, and
knowledge, which are acquired through training and manpower

development.

Training

reduces

employee

turnover

and

promotes goal congruency, while lack of training increases

absenteeism rate, low output, poor quality and results in high
unit cost (Adeniji 2002).
The

continued

complaints

of

low

productivity

and

the

demonstrated lack of commitment and efficiency of the civil

service has been an issue of great concern. Various efforts
have been expended by researcher, in an attempt to find a
solution to the problems of the civil service and also successive
government administrations have consistently increased the
remuneration and allowances paid civil employees, still in an
attempt to boost the effectiveness and productivity of it
workers. However their productivity levels are unarguably not
commensurate with the increment. The question that may
naturally emanate from these is, could there be other factors
apart from money that may account for the ineffectiveness and
unproductively of an employee? And of course one of such key
factors apart from pay that determines employees productivity
is the employees skills and knowledge of the job and again
what ultimately determines the amount of skills and specific

knowledge an employee possess, is the level of training

received by
the employee. As strongly note by Inyang (2001), the civil
service has a penchant recruiting untrained and unqualified
personnel and does little or in most cases makes no attempt to
train personnel even after recruiting them.
1.3 Objectives of the study
The main objectives of the study is to examine the effect of
manpower development on workers productivity in Cross River
State civil servants, Calabar.
Other specific objectives of the study include;
(i)

To determine the impact of manpower development

on organizational performance in Cross River State

(ii)

civil servants, Calabar.

To determine the effect on manpower development
on employee job performance in Cross River State

(iii)

civil servants, Calabar.

To assess the role

of

training

in

manpower

development in Cross River State civil servants,

Calabar.
1.4 Study questions

(i)

To what extent does manpower development impact

on organizational performance in Cross River State
civil servants, Calabar?
How does
manpower

(ii)

development

influence

employee job performance in Cross River State civil

servants, Calabar?
What is the role

(iii)

of

training

in

manpower

development in Cross River State civil servants,

Calabar?

1.5 Significance of the study

This study will be of

immense benefits to public and private

organizations especially Cross River State civil service Calabar

to understand the strategic role of manpower development in
organizational success. It will also help them to understand the
steps

to

follow

in

designing

programme. The research

and

implementing

training

will equally be significant to both

state and federal government in making policies that will

encourage regular training of its employees to update its
worker with latest relevant skills that will enhance productivity.
It will also serve as a valuable tool for students, academician,

institutions and individuals that wants to know more about the

strategic role of training needs assessment.

1.6 Scope of the study

In terms of coverage, this study examines the effect of
manpower development on workers productivity in Cross River
State Civil service, Calabar. This means that issues relating to
manpower development will be explained. In view of the
technicalities involved, it would be unrealistic to assume that all
necessary facts will

be gathered in the process of the study.

Information is limited to those accesses and made available by

the respondents and also have gathered from end users. More
so, since large public organizations have many forms, the study
will only be limited to Cross River State Civil service, Calabar.