CHAPTER ONE

INTRODUCTION

Manpower development according to Branch (2000) is educational and development activities conducted by an enterprises to improve the lives of their workers. The activities have definite relationship to employment in human capital formation as a process which enable organization to acquire and increase their manpower stock, through the process of planning, recruitment, and training. Employer develop their staff and mobilize them in the attainment of organizational goals. Training is therefore 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.

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.

The importance of manpower development has long been recognized not only by individual and groups but also organizations and nations throughout the world. As a result, international organizations particularly the United Nations (UN) and its specialized agency notable “UNESCO” and the World Bank continue to mount the crusade for manpower development not only in developing countries but also in advanced countries. This is because manpower development in its wide context has been recognized as the basis for the wealth of nations. The wealth and vitality of any nation rests ultimately on capital and natural resources and always passive ingredient without human resources”.

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