ABSTRACT

The role of manpower planning and development in promoting sustainable development of any nation cannot be underestimated. The socio-economic and political development of Nigeria to a large extent depends on the quality and quantity of existing human resources. This led to the establishment of National Manpower Board (NMB) in 1962 and other subsequent agencies to undertake responsibilities of the Human resource development. Though ideals do not approximate reality, today manpower planning and staff development in Nigerian public sectors had become history. This is partly the nature of dynamics of our political and economic environment, and other internal variables. The implication of this development for Nigeria development in the next century is a mirage. This is because without effective manpower planning and systematic staff development strengthened by deliberate policy and utilization of what has been built; Nigerian development in next century is still a mirage. It is against the backdrop that makes this study imperative. The study is conducted into five chapters. Chapter one deals with the introduction, statement of problem, significance of study, scope and limitation of study, the existing literature on the topic was reviewed in second chapter, it also involve hypotheses and theoretical framework; in chapter three, research design, method of data collection, method of data presentation and analysis were discussed. In chapter four, data collected from the field work were presented and analyzed. The researcher generally summarized the issues on the topic and proffer solution on the identified problems which involve the use of strategic manpower planning process, systematic training, and computerized method in data management in chapter five.

CHAPTER ONE

INTRODUCTION

1.1  BACKGROUND TO THE STUDY

Human resources are cardinal element of development. The over all development of a country revolves on the level of manpower utilization. This has made manpower planning and development imperative for any successful organization. Maintaining a competitive edge in any segment where multiple players exist is only possible with people and talent. It has got an important place in the arena of industrialization. Manpower planning and development are two important pillars for achieving effectiveness and efficiency in organization.

It has been observed that both pre and post colonial administrations of Nigeria had failed to accord adequate regard to manpower planning and development. Labour was relegated to background among other factors of production. The human resources planning and staff development for national growth and development were distorted. These affected the availability of human resources for improvement of socio-economic and political development during the first and second national development planning.

This was made clearly in Nnadozie (2004), he states thus; the unrealistic nature of the 1962-68 plan objectives and targets become more apparent when they are juxtaposed with the financial, technical and managerial capabilities of the country.

In recognition of the needs for human resources planning led to introducing of the policy for Manpower Planning and Development in Nigeria at the period of 1960’s and 70’s. Specifically, in the year 1962, federal republic of Nigeria created National manpower board (NMB) with the responsibility for determining the manpower needs and developments. To enhance the manpower need in local government, federal military Government in 1978 selected three universities, University Nigeria, Nsukka, Obefemi Awolowo University, Ile-Ife and Ahmadu Bello University, Zaria.

Though ideals do not approximate reality, the socio-economic and political development of Nigeria state has become elusive due to inappropriate and inadequate manpower planning and development. Planning in Nigerian public service has become a gambling affair. Public service in Nigeria especially local government usually embark on manpower planning with inadequate data on the evolutionary trends of an organization, partly on organization’s personnel, external relations, and general organization’s objectives.

Development of workers is no longer a matter of a necessity to much management as a result of inability to forecast future manpower needs in relation to the organizations’ objectives. Training in local government, despite the selection of the universities named above to under take training of local government workers; training is still sporadic, unstructured and unsystematic. There is little emphasis on training for technical and professional staff; such as surveyors, accountants, engineer and doctors. This finally retards the progress of an organization.