BACKGROUND OF THE STUDY

Manpower development is the process that helps organisations to provide adequate human resources to achieve their current and future organisational objectives. Manpower Planning is the most strategic of all human resource management functions. Planning defines the sources, number and types of manpower needed to meet future work requirements. Predetermined strategies to attract and retain the best people are also laid down. Strategic development and utilization of employees’ capabilities, which yield best benefits to the company, are designed into the plan.

As it is known that planning is an analytical process involving various aspects, so as to produce quality products and to offer best services, various plan exercises such as determination of desired goals, assessment of the future in relation to the environmental changes, selection of activities, preparation of written plan document, etc. will have to be done, which will give rise to mobilisation of human resources. The result of Manpower Training is marvelous. This will be reflected in higher turnover, lower absenteeism, fewer breakdowns, lower migration and more than anything else, higher quality of work.

This project work espouses the responsibility of management to the training and development of workers as essential ingredients for corporate growth and productivity. Quite often, management is so much concerned with what it can get out of employees in terms of best job performance, profitability or results. Little attention is paid to the training and development of employees who are human beings and not machines. This slow attitude of management in failing to appreciate the value of employees’ training and development so that appropriate management techniques can be developed has resulted in a great waste of human resources.

The dissatisfactions of employees are more often than not, reflected in high labour turnover, frequent complaints, strikes and deterioration in job performance. In order to avoid employees’ dissatisfactions, management should identify the causes and develop a package programme to cater for the training needs of staff.

Manpower training and development is a relatively new activity to many organisations be it private or public. Before now, lip service has been given to adequate Manpower training and development, this was observed by Akpala, (1991). However, most organizations have realized the importance of adequate training in the area of Manpower to the development and growth of their organization or establishment.

The most important resource of any organization is its workforce i.e the staffs, they are the ones that supply the organization with work, talent, drive, creativity and as such they are called Human Resources or Manpower of the organization. In the light of the importance attached to manpower in any organisation, attempt shall be made at examine manpower training and development in Nigeria.

Manpower training and development will however be examined in the light of training and development of employees in the organisation and its effects on organizational growth and survival in the industry. Manpower training can be said to mean a system by which the management of an organisation help each staff or individual of the organisation to realize his/her potential, develop it and bring it to bear for the growth of the organisation.

Manpower development involves activities such as indoctrination and training programmes, which could be conducted at various points, systematic performed in physical location and in the individual supervisor performance appraisal, apprenticeship systematic coaching, sponsorship and other comparable activities in which a selected and group of young employees are groomed systematically for high level jobs. Manpower development also involves other specific educational devices such as participation in conference and training programmes and the likes. It also covers a range of elaborate schemes of selection approval and placement. With regards to justifying training and development, the evaluation of training effectiveness has become a periodic exercise in a couple of organizations.

STATEMENT OF PROBLEM

The cruel nature of Nigerian entrepreneurs have over the years reflected on their emphasis on high profitability without due consideration of the training an development of the employee that will make this possible. This is readily noticed in the Nigeria banking industry where the employees’ private lives are jeopardized in the course of trying to meet the high demands and targets of the management. Young university graduates who are ignorant of what is happening in the banking industry often fall in this trap and the economy is not helping matters in any way. It’s high time this problem is visited and a lasting solution provided for it in the interest of the nation and the corporate bodies.

OBJECTIVES OF THE STUDY

The objective of this study can be stated as follows

1. To examine the relationship between Manpower planning and human resources management.

2. To investigate the impact of Manpower planning and development on the banks performance.

3. To appraise Manpower training and development practice of GT Bank.

4. To examine the Manpower planning of GT Bank.

RESEARCH QUESTIONS AND HYPOTHESIS

This study is designed to answer the following research questions:

1. Is there any relationship between Manpower planning and human resources management?

2. Will effective Manpower planning and development improve the bank’ performance?

3. Does a good and conducive Manpower training environment exist within the bank?

4. Does GT Bank actually plan for training and development of their staff for a specific job?

RESEARCH HYPOTHESIS

The hypothesis to be tested in the course of this research work is stated below as:

Ho : That there is no significant relationship between Manpower Development and performance of Guaranty Trust Bank

H1 : That there is no significant relationship between Manpower Development and performance of Guaranty Trust Bank.

SIGNIFICANCE OF THE STUDY

The significance of this research work is to evaluate and analysis the role of manpower training and development of workers in organizational growth and survival. The study on manpower training and development in the banking industry seeks to examine the various forms of corporate activities in the industry that contribute to the development of their staffs. The study will also seek to analyze the impact of such activities on the growth of the organization.

It is hoped that it would contribute to the promotion of the existing frontier or boundary between human knowledge and the role of banks in the development of manpower.

SCOPE OF THE STUDY

The scope of this study will be limited to two key human resource components i.e Manpower training and development in Nigerian banking industry. This particular industry was chosen because of the rigour labour are made to go through in the industry in the course of meeting the targets of the management. Due to the busy schedules, one wonders if training programmes are organized by the banks to develop their staffs in order to improve their competence. And if at all they do, whether it contributes to the organization growth.

The research work will be such restricted because of the limited availability of data and time. It will also cover some of the publications of the International Labour Organization (ILO). The study also aims at using Guaranty Trust Bank (GTB) for the sampling of opinions.

PLAN OF THE STUDY

This study contains five chapters. The first chapter is the introduction, which presents the background of the study, statement of the problem, objectives of study etc. Chapter two will deal with the literature review on Manpower training and development.

The methodology analysis, which includes the characteristics and basic elements of the research study shall be examined in chapter three. Data presentation, analysis and interpretation will be covered in chapter four while the concluding part of the research work will be chapter five where in a nutshell the summary, the conclusion and the recommendations would be discussed.

REFERENCES

Akpala, A. (1991) Principles of Management – A Nigerian Approach, Fourth. Dimension Publishers Ltd.

Drucker, P. (1975) Management. London: Heinemann Publishing Co. Ltd.

Ojo, F. (1998) Personnel Management :Theories and Issues. Bariga, Lagos: Panaf Publishing Inc.

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