Training and Manpower Development
CHAPTER ONE INTRODUCTION
There are a number of factors that contribute to the success of any organization, they include: capital, equipment, manpower, etc. All these factors are important but the most significant factor is the human factor. Since it is the people that will put the other resources to work, it should be viewed as such by giving it due attention in order to achieve its organizational goals and objectives. The development of any nation depends to a very large extent on the caliber, organization and motivation of its human resources. In the specific case of Nigeria where diversity exerts tremendous influence on politics and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resource management challenge of epic proportion.
During the colonial period, Nigeria’s economy was based on primary production – more specifically, on the production of primary commodities and raw materials for the export market. Although the population was relatively small, the country’s contribution to world trade in specific commodities was impressive. For example, in 1938, Nigeria’s population was less than 30 million, and even up to 1955 the figure could not have been higher than 35 million. Yet, within this period, 1938-55, when there were no more than 35 million Nigerians, the country recorded constant increases in the production of palm kernel, palm-oil and groundnuts, and was a major force to reckon with in the international exchange of the commodities. Since the early 1960, the human factor of production of manpower as it is alternatively called, has increasably been recognized as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although, it might to tempting to attach more importance to the availability of physical resource such as capital and equipment undermining that they are mere
There are a number of factors that contribute to the success of any organization, they include: capital, equipment, manpower, etc. All these factors are important but the most significant factor is the human factor. Since it is the people that will put the other resources to work, it should be viewed as such by giving it due attention in order to achieve its organizational goals and objectives. The development of any nation depends to a very large extent on the caliber, organization and motivation of its human resources. In the specific case of Nigeria where diversity exerts tremendous influence on politics and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resource management challenge of epic proportion.
During the colonial period, Nigeria’s economy was based on primary production – more specifically, on the production of primary commodities and raw materials for the export market. Although the population was relatively small, the country’s contribution to world trade in specific commodities was impressive. For example, in 1938, Nigeria’s population was less than 30 million, and even up to 1955 the figure could not have been higher than 35 million. Yet, within this period, 1938-55, when there were no more than 35 million Nigerians, the country recorded constant increases in the production of palm kernel, palm-oil and groundnuts, and was a major force to reckon with in the international exchange of the commodities. Since the early 1960, the human factor of production of manpower as it is alternatively called, has increasably been recognized as the most critical resource of the factors without which an effective utilization of all other factors remain a dream. Although, it might to tempting to attach more importance to the availability of physical resource such as capital and equipment undermining that they are mere
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