Evaluation Of Manpower Development Policies In Nigeria

Evaluation Of Manpower Development Policies In Nigeria

History of the Study

It is impossible to overstate how crucial using proper evaluation is to enhancing workforce development. Brach (2000) defined manpower development as educational and development initiatives carried out by businesses to enhance the quality of life for their employees. The activities clearly relate to the productivity of the employer. A process called adequate manpower development in human capital formation enables organizations to enhance their manpower supply through recruitment, training, and retraining. Employers encourage employee growth and organize workers to achieve corporate objectives. Training is a crucial component in developing the workforce.

According to Cole (2001), manpower development is focused with improving knowledge and abilities for doing a certain profession. He continued by saying that training is an effort to enhance employees’ performance through learning, which is accomplished by enhancing their skills and knowledge.

To improve manpower development and increase productivity in any organization, good incentives are provided. These incentives include leadership style, work structure, wages and rewards, selection and placement of employees, promotions of employees, attractive working conditions, job security, recognition, and objective setting appraisal.

Manpower development programs, according to Ekpo (2002), are made to educate people beyond what is necessary for their current job position so that they can be ready for advancement and be able to handle future problems. Ekpo further affirms the need for employees to widen their expertise in order to fulfill future job demands, in particular. For every organization to succeed, he views the employees’ effective performance as crucial. Noting, however, that such performance would depend on their expertise and experience.

N.D.A.’s Manpower Development Policy

The following rules are in effect at the Nigerian Defence Academy in Kaduna for junior civilian staff:

Only with the Head of Department or Unit of the Registrar’s referral to the Commandant of N.D.A. is merit for staff growth attainable.

An employee who receives staff development for fully understanding the N.D.A. without compensation is eligible to an annual raise in that year.

Only personnel whose appointments have been confirmed and whose projected development will benefit the N.D.A. may be granted staff development, with or without compensation.

Only when an employee has worked for a certain amount of time, such as three years or more, may they be sent for staff development.

Staff development should only be taken when it is authorized for a two-year period. Extension of the program’s development for an additional term up to one year may be approved with or without pay. Every case will be evaluated on its own merits.

1.2 Description of the Issue

Theoretically, assessments for enhancing personnel development policies are becoming more and more important to any organization’s performance. An organization will experience a boost in productivity and a rise in output once it is able to hire the correct staff, which will maximize profits.

Unfortunately, despite being a military institution, Nigerian Defence Academy does not appear to understand the need of bettering personnel development policies and programs, and when they do exist, they are occasionally badly implemented. One of the issues faced by their civilians is the Nigerian Defense Academy’s manpower policies. It appears that the Nigerian Defence Academy does not send its staff to training, which results in low productivity and a high employee turnover rate because the employees lack updated skills and cutting-edge methods. Nigerian Defense Academy does not appear to provide sufficient incentives or rewards for its personnel, which is a measure of how well they are progressing toward their objectives. Due to a lack of training, some of their employees appear to be inept in areas of service delivery, and it seems that customers frequently express dissatisfaction with the quality of the provided services. There doesn’t seem to be a clear promotion policy to assure employees’ confidence in the management of the Nigerian Defence Academy after an employee has been trained and developed in order to raise his morale and sustain the increasing productivity level. This study’s goal is to analyze the evaluation of manpower development policies in light of the aforementioned issues.

1.3 Study’s Objectives

The study’s primary goal is to assess the Nigerian Defense Academy’s manpower development policies. However, this study’s precise goal.

To learn about the Nigerian Defence Academy’s personnel policies

To ascertain how staff development has affected the Nigerian Defense Academy

To determine the source of the Nigerian Defense Academy’s dissatisfaction with its manpower policy

To determine the implementation of the NDA’s manpower policy evaluation

To ascertain the effects of manpower development on the police

1.4 Research Problem

1. What are the Nigerian Defense Academy’s current manpower policies?

2. What are the Nigerian Defense Academy’s manpower policies that are causing problems?

3. What are the results of the evaluation of the manpower development program at the Nigerian Defense Academy?

4. How do NDA’s manpower development policies affect its staff?

5. What are the terms of the Nigerian Defence Academy’s staff development policy?

1.5 Importance of the Research

The study’s objective was to determine the evaluation for bettering manpower development policies. The following would benefit from the study’s findings:

Organizational understudy: The research is intended, first and foremost, to provide the Nigerian Defence Academy with knowledge regarding the significance of adopting effective evaluation for enhancing and strengthening manpower development strategies.

Employees: By developing their skills, knowledge, and attitudes, employees become more valuable both to the company and to themselves. This would allow them to be much more productive and correct any performance issues that may be present or predicted.

Organizations: The findings of this study will aid the Nigerian Defense Academy in realizing the importance of personnel development. Additionally, it would assist management in creating development programs that are highly pertinent to their organization and ultimately justify the time and money put into such a program.

Future researchers: Researchers in the field can use it as a guide to construct and develop concepts that will advance their future research efforts.

General Public: It is also believed that this research’s findings would help the public better grasp how to assess the possibility of enhancing personnel development policies to further organizational objectives.

1.6 Study’s Purpose

The study’s scope was the Nigerian Defense Academy. It focuses on the current labor laws and the ways in which they might be improved. Evaluation of staff development policies, staff development instruction, and the state of effective staff development at the Nigerian Defense Academy.

1.7 Study Limitation (Delimitation)

The researcher came upon

many issues that were limitations. Because of the location’s security issues and data administration challenges, the researcher had trouble acquiring the necessary information from the respondents. The researcher ran into financial issues while conducting this investigation. When combined with the demand from other academic work, the time frame in which this project was completed was insufficient.

1.8 Terms Explained

Evolution: This is the process of skillfully designing or executing a strategy.

Development: This is an effort to enhance employee talents so they can work better than usual as well as employee future abilities. It is the progressive development of anything to make it stronger and more advanced.

Policy: This can be thought of as a set of guidelines, laid out, cunning dexterity of management among, or manager of governing, in general or specific words to enable a comparison or other organization to attain the long-term target by the objectives. Additionally, it is what the government decides to do or not do.

Constituents: This term refers to the individual, collective, or combination of policies and actions that constitute an evaluation for enhancing manpower development policies at the Nigerian Defense academy.