ABSTRACT

The work is on the Impact of Manpower Training and Development of the Productivity of an organization adopting university of Uyo as the case study. it had the following objectives to identify training and manpower development programme programmes in University of Uyo; to determine the seriousness of University of Uyo in issues of training and manpower development; to examine the problems confronting University of Uyo in training and Manpower development; to find out the impact of training and manpower development programmes in University of Uyo and hypothesis in chapter one it was discovered that the calculated (X2) value (48.68) was greater than the table (X2) value (7.81) the null hypothesis Ho was rejected while the alternate hypothesis H1 was accepted which implies that there are training and manpower development programmes in University of Uyo. Also from the test of hypotheses two, it was discovered that the calculated (X2) value (31.53) was greater than the table (X2) value (7.81) the null hypothesis Ho was rejected while the alternate hypotheses H1 was accepted which implies that there are problems confronting University of Uyo in training and manpower development. The work utilized survey method and questionnaire as key instrument for data collection. Out of a total population of 5000 and 360 was sampled out. Percentages and tables were used for analysis while chi-square (X2) was used for testing hypotheses. The following findings were made that there are training and manpower development programmes in the University of Uyo; the role employed by the management of University of Uyo; that there are catalogue of problems confronting University of Uyo in training and Manpower development. The work concluded and made the following recommendations. That Federal Government should review the allocation to University of Uyo as a matter of urgency to meet the dwindling economy of the management; that science and technology sector be promoted through research and development; the management should partner with multinationals in training and manpower development; that the suspended overseas training and study leave with pay be lifted to meet the challenges of the day; promotion of employees should be made general and not selective; that provision of on-the-job training and off-the-job. Training in the University of Uyo by the management to cushion the effect of high productivity.

TABLE OF CONTENT

Cover page

Title page

Declaration        -       -       -       -       -       -       -       -       i

Certification        -       -       -       -       -       -       -       -       ii

Dedication         -       -       -       -       -       -       -       -       iii

Acknowledgement      -       -       -       -       -       -       -       iv

Abstract     -       -       -       -       -       -       -       -       -       vi

Table of contents                -       -       -       -       -       -       -       vii

CHAPTER ONE: INTRODUCTION

1.1    Background of the Study             -       -       -       -       1

1.2    Statement of the Problem    -       -       -       -       -       5

1.3    Objective of the Study         -       -       -       -       -       6

1.4    Research Questions    -       -       -       -       -       -       7

1.5    Research Hypothesis   -       -       -       -       -       -       8

1.6    Significance of the Study     -       -       -       -       -       8

1.7    Scope of the Study     -       -       -       -       -       -       10

1.8    Limitation of the Study        -       -       -       -       -       10

1.9    Definition of the Term         -       -       -       -       -       11

CHAPTER TWO: LITERATURE REVIEW

2.1    Introduction       -       -       -       -       -       -       -       13

2.2    Manpower in an Organization       -       -       -       -       14

2.3    Training and Manpower Development   -       -       -       15

2.4    Criteria for selection for training and development  -       19

2.5    Government policies on manpower training and

development in public institution  -       -       -       -       23

2.6    The impact of training and development on the

productivity of organization          -       -       -       -       28

2.7    The process of evaluating the impact            -       -       30

2.8    The problems confronting training and development               32

2.9    Theoretical Framework                -       -       -       -       -       33

CHAPTER THREE: RESEARCH METHODOLOGY

3.1    Introduction       -       -       -       -       -       -       -       38

3.2    Research Design        -       -       -       -       -       -       39

3.3    Research Area            -       -       -       -       -       -       39

3.4    Population of the Study       -       -       -       -       -       39

3.5    Sample size        -       -       -       -       -       -       -       40

3.6    Sampling Technique   -       -       -       -       -       -       41

3.7    Description of Research Instrument (s)         -       -       42

3.8    Validity of Research Instrument (s)               -       -       -       42

3.9    Reliability of Research Instrument (s)    -       -       -       42

3.10  Method of Data Collection    -       -       -       -       -       43

3.11  Method of Data Analysis      -       -       -       -       -       44

CHAPTER FOUR: DATA PRESENTATION, ANALYSIS

   AND FINDINGS

4.0    Introduction       -       -       -       -       -       -       -       45

4.1    Data Presentation and Analysis    -       -       -       -       45

4.2    Hypothesis by Hypothesis Analysis               -       -       -       57

4.3    Discussion of Findings         -       -       -       -       -       65

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.0    Introduction       -       -       -       -       -       -       -       69

5.1    Summary of Findings          -       -       -       -       -       69

5.2    Conclusion -       -       -       -       -       -       -       -       71

5.3    Recommendations      -       -       -       -       -       -       72

        References

        Appendices

CHAPTER ONE

INTRODUCTION

1.1   Background of the Study

The human resource in the University of Uyo represents the personnel that are essential for the smooth running of the institutions. Human beings are central resources of every organization.

        It is the human resource that drives all the other organizational resources without employees the organization cannot achieve anything. Human beings are one of the most valuable resources in any organization.

        Employees vitalize their skills and experiences to revolutionize the organization and being about positive and huge rewards the effectiveness and competitiveness of the University of Uyo is determined not only by technology and other resources, but to a great extent is determined by an effective human resource. Undoubtedly, organizations need good and quality man-power to thrive. And public institutions such as University of Uyo especially require intelligent, highly skilled and dynamic individuals.

        The quality and caliber of personnel will determine the institutions output and success. Human resource planning is the estimation of the quality and quality of employees required by an organization in the present and future time. Walker (1990) defined human resource planning as a process of analyzing an organizations human resources needs under changing conditions and developing the activities necessary to satisfy these needs.

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