Manpower Training as an Aid to Management in Business Enterprises

Manpower Training as an Aid to Management in Business Enterprises

Manpower Training as an Aid to Management In Business Enterprises – This research work is an attempt to study the importance of human resources management, in a business resources management in a business organization or enterprises which is of paramount importance to its survival.

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Every organization, to a large extent depends more on these resources for the attainment of it’s objectives;

However, the objectives cannot be attained unless the organization is made of the employees who have skills, knowledge and ability to work.

Although employees may have the abilities skills and knowledge, in the long run they may find it very difficult to cope with their jobs due to many factors such as organizational changes, job changes, and technological changes and so on.

Therefore, management involves manpower training and development as one of is various activities.  When workers are employed, they are not just left to stay and work until they are done for retirement, but they are being trained in order to increase their abilities, skills and knowledge.

Experience has shown that many employees have failed in organization become their need for training was not identified or provided for as an indispensable part of management function.

However, employees are not just trained for their own benefits only, the organization stands to gain a lot from them as well.  The manpower development programme is a very important activity, management cannot afford to miss because of it’s various objectives.  A lot of reasons explain why organizations carry out manpower training.

These include:

a.       to avoid high costs of wastes and equipment maintenance.

b.       to improve the quality of output.

c.       To improve the quality of input.

d.       to lower the cost of wastes and equipment maintenance

e.       To prevent turnover absenteeism and increase employee job satisfaction

f.       To prevent employee obsolesce.

Considering the benefits of manpower training mention above, one is prone to say that manpower training is indispensably necessary for attainment of organizational goals.  A substantial amount of money is needed for this programme but is regard as money.

Well invested because of its various benefits.

In fact, the importance of manpower training cannot be over emphasized. It plays a large part in determining the effectiveness and efficiency of the organization.

Statement Of Problem

In every organization all over the world the management sets up the organizations goals and ways of achieving the goals.  The financial institution or any other organizations like Emenite LYD.

Enugu is no exception since they perform many activities in order to attain their goals effectively.  Effective and efficient workers are considered very necessary and essential.  Thus to keep and maintain those workers, they should be trained and developed as the need arises.

In the light of the objectives of the organization; this research work is centered on the essence of manpower training to business enterprises.

It is quite unpleasant that at present many organizations are yet to identify the importance of manpower training.

Now the question such as why some organizations do better than others?  In other ways, why is that some organization have not been able to perform effectively and efficiently? On the same note why is it that in spite of the high cost of training programme some organizations still embark on it; or why is it; or why is it that manpower training is rarely considered necessary in some companies.

However, in attempting these question, it is important to determine the following issues:

i.        Identification of potential training needs of existing jobs

ii.       Identification of individual training needs

iii.      Identification of individual performance level

iv       Determination of expenditure of resources on training and benefits expected in future.

v.       identification of past training performance with respect to the training objectives.  Thus it is hoped that a study in this area chosen would throw more light on the issues involved in manpower training in other business enterprises in Nigeria.

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following the problems aforementioned, it is the aim of this research to determine the following:

a.       The training needs of employees of Emenite Nigeria ltd Enugu.

b.       To find out the effect of training exercise on the employees of the organization.

c.       To assess the performance of employees who have been trained.

d.       To determine if the organization have benefit from the training programme.

e.       To find if there is any militating factor against effective manpower training programme.

f.       Finally, the researcher’s recommendations that would be useful for the company in planning and execution of training programme.

Importance Of The Study

For manpower training programe to be effectives its objectives, benefits and process must be clearly understood.  Thus, if this programme is properly undertaken or carried out it will lead to increase in the effectiveness, efficiency and productivity of the workers which contribute to the achievement of the organization goals.

Moreover, the findings and recommendation to be made from this study will be very useful to the student of business administration and management as will as others in related fields.  The study will also be useful o Emenite Nigeria limited Enugu in terms of implementation and subsequent research by the management of the organization.

Scope And Limitation Of The Study

In carrying this research work, numerous problems were encountered by the researcher.  However, just a number of these problems that affected this research work will be mentioned.

Time was one of the numerous problems that affected this work as normal lecture periods and others assignments share the same time with the research.  Hence, it is no exaggeration to say that was than 30 percent of the available time of the researcher’s studies was spent on this work.  The researcher missed lectures in order keep appointments connected with the research.

Financial problem was among the limiting factors encountered by the researcher in producing this works with the down-turn of the economy, the cost of materials rocketed so high that the meager pursue of the researcher couldn’t carry him through, if nor for the financial support I obtained from relatives.

Through the researcher got a good percentage of responses of questionnaires administered, yet it is not easy for the researcher to convince them.  The researcher also tried as much as possible to establish a good rapport with public relation officer and other workers of the organization like principal manager (administration), personnel manager, in order to get concrete and authentic information from them.

Definition Of Important Terms

i.        Development:        This deals with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

ii.       Effectiveness:        This simply means doing the right things well.

iii.      Efficiency:   This means doing it right .

iv.      Manpower: This involved all employees organization ranging from chief executive down to line.

v.       Organization:       This is an economic establishment set up with the aim of maximizing profit.

vi.      Productivity:                   This is a measurement of the efficiency of production, a ratio of output to input keg 10 unit per manpower.

vii.     Training:              This is the systematic process of altering the behavior of employees to synchronize with organizational goals.

viii.    Evaluation: This is the weight of an individual fitness for a job in terms of the job, duties or requirement.

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Literature Review

In this chapter the researcher tends to examine the views of various looks and journals on the topic manpower training.

Definition And Meaning Of Training

Various authors at various times have attempted to define training in many different ways.  In the words of dales. Beach, he defined training as the organized procedure by which people learn knowledge or skill for defined purpose.  He emphasized that training is carried out in order to achieve a change in the behavior of those trained.  Looking at this from the trained shall acquire new manipulative skills, technical knowledge, problem solving ability or attitudes.

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On the other hand, while making their own contribution Robert stammers and John Patrick defined training as the systematic development of the attitude knowledge or skill, behavior pattern required by an individual in order to perform adequately a give task or job.

Furthermore, Richard P. Calhoorider fined training as the learning of a Particular task or a series of assignments.  He accepted the idea that training causes a change in behaviour.  He tried to differentiate training from induction.  He said that induction is the process of orienting the new employee toward the company, the job and co-workers.  However, he agreed that in actual practice overlap takes place during the first stages of training process.

In the views of Geoffrey mills, Oliver standing fords and Robert C. Appleby, they see training as a means of developing skill through skill to Taise the speed with which people learn is influenced to a considerable extent by the attitudes of  their supervisors and colleagues.

More so, Abel K. Ubeku sees training and development as a continues process believing that money spent on training and development is money well spent.  According to the author employees who have not received adequate training before being assigned with responsibility lack the necessary tools and confidence with which to carry out the job.  The author proceeded further by saying that many employers in Nigeria still do not believe in the philosophy of training and that worst offenders are the small manufacturing companies, contract companies and small shopkeepers.

While stressing his view C.C Nwachukwu pointed out that manpower training and development are indispensable.

Dale S. Beach said that training programmes should established only when it is felt that can aid in solving specific operational problems.  He pointed out that rational way of deciding what kind of training activity to undertake is to make an analysis of the entire organization (people, job, technology ) to identify trouble spots were training my help.

He made it clear that training is not a cure all solution, that where employees output is low, this might be corrected by better skill training.

However, he pointed out that identification of specific problem areas in an organization can suggest ways in which training way help toward a solution.

Such ways are as follows:

Identify organizational and production problem:

a.       Low productivity

b.       Poor material control

c.       Poor quality, excessive scrap and waste

d.       Excessive grievances

e.       High employee turnover

f.       Excessive absenteeism


2.       Analyze job and employees.

a.       Job analysis

b.       Job appraisal

c.       Testing


3.       Collect employees and managerial opinions

Interviews and questionnaires to obtained vies regarding perceive problem areas and deficiencies, which would indicate desirable training programmes.

4.       Anticipate impending and Future problems.

a.       Expansion of business

b.       New product, new services

c.       New designs

d.       New Plants.


In his own contribution, Edwin B. flippo gave the definition of training as the act of increasing the knowledge and skill of an employee for doing a particular job.  In furtherance of these, he stressed that no firm has a choice is that of method.  He stated that the employee must train himself by trail and error or by observing others.  According to Flippo a learned skill is an asset that cab be taken away only by the complete elimination of the need for that skill.

Nwachukwu C.C enumerated certain conditions that serve as pointer  for the need for training.

These are as follows.

i.        Low Productivity

ii.       High incidence of accidence

iii.      Tiredness

iv.      Negative attitude to work

v.       High rejection of products as a result of low quality output.

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Therefore from all these definitions we understand that training is a continues process which every organization that wants to survive should concentrate on.  Training is as important as other activities being carried in an organization for attainment of it’s objectives swift without any procrastination.

Objectives Of Training

Why do organizations employee? To be able to take care of this question, one should address one’s wind to possible reasons and important of training programme in organization which are as follows

1.       Increase Productivity

The survivals of failure pd an organization depend highly on employees productivity.  Increased productivity cannot be easily achi

eve without adequate training of employees.

In the words of C.C Nwachukwu, a well trained employed is capable of producing more than untrained employee of equal physical ability.


2.       Lower Turnover

An employee who is capable of producing is frustrated by failure and is more likely to abandon his work than those who are capable of producing.

This means that lack of training can get an employee frustrated and eventually the employee will decide to leave the organization.

3.       High Morale:

A trained employee has confidence in his ability to perform.  He believes that he can control his environment and that he can tolerate or handle some problems which might come to him in the organization. When an employee is to be stubborn in accepting blame for his own failure the possible solution may be training.

4.       Better Co-Ordintaion

The essence of co-ordination in work environment cannot be over emphasized it is very important in attaining organizational goals and when it is lacking management as a possible solution out.

Reduces Cost or Wastes and Number of Accidents

An employee often makes a lot of mistake which lead to wastage.  In addition especially in manufacturing companies, (Emenite) that use heavy and Sophisticated machines, the risk of accident is high where that worker is lacking experience.

Hence lack of experience can be minimized through training.

Evaluation of Training.

In trying to evaluate, it will be well to have a picture of the situate, it will be well to have a picture of the situation before training and after.  According to C.C Nwachukwu, the purpose of evaluating a training programme is to determine it’s effectiveness.  The author feels that information collected in the evaluation process should enable the company to improve on the programme for trainees and trainer appraisal themselves in terms of method and content.

According to Flippo, in productive training the prime measure of worth is that of productivity; Good quality and quantity with less cost of production are good indication of acquisition of training.

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Manpower Training as an Aid to Management in Business Enterprises

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  1. Kingsley Dickson says:

    nice work but how do i get the full project

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