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University of Nigeria Research Publications
Aut
hor
OSAROEJII, Arthur Nwakama
MPA/99/OP/0202
Title
Assessing Manpower Planning in Nigeria. A Case Study of Eleme Local Government Area
Facu
lty
Social Sciences
Dep
artm
ent
Public Administration and Local Government
Dat
e September, 2001
Sign
atur
e
A CASE STUDY OF
NEGEBEA
ELEME LOCAL GOVERNMENT
DEPARTMENT OF PUBLIC ADMINISTRATION AND
AREA
LOCAL
GOVERNMENT UNIVERSITY OF NIGERIA, NSUKKA.
SEPTEMBER, 2001. ++ %::I
ASSESSING MANPOWER PLANNING IN NIGERIA A CASE STUDY
OF ELEME L.G.A.
DEPARTMENT OF PUBLIC ADMINISTRATION
UNIVERSITY OF NIGERIA
NSIJKKA rn #
SEPTEMBER 2001.
iii.
DEDICATION
This project is dedicated to the Almighty God.
ACKNOWLEDGEMENT
My sincere appreciation goes to the Almighty God who provided me Life.
I acknowledge the efforts of my fiiends and well wishes towards my
educational pursuits, especially Miss Ngosi Odimgbe.
I thank all the lecturers of the department of Public Administration and
locaI government Administration of the university of Nigeria,
NsukkaMy tireless supervisor who is always ready to advise me on
how to do, to achieve success.
To my mentor Rev. Fr.CIement Iebari Dekoo and my friend Chief
Engineer J.J. Wai.
I appreciate the concern of the following fkiends:
(1). Prophet Isaiah Wokoma Aghalagha. (2). Veronica Ihezie Chibuzor.
(3). Mrs. Chinwe Okoroji. (4). Mr. Jonadab Kalagbor (5). Mrs.
Ngozi Okolie and Miss Ekweife Nwachukwu.
I also acknowledge the support of my dear wife Scholarstica q u
Osaroejii who is always ready to spur me into academic excellence.
v TABLE OF CONTENTS
.............................................. Title Page
...................................... Approval Page
............................................. Dedication
.................................... Acknowledgement
.................................... Table Of Contents
............................................. Abstract
CHAPTER ONE .
PAGE
1
i i
Vii
Introduction .......................................
......................... Statement of Problem
................................ Objective of the study
................................ Significance of the study
Scope and Limitations of the study ................
....................................... Literature Review
............................................... Hypothesis
Method of data collection ........................
................................ Theoretical Framework
I . I0 Clarification of key concepts ........................... 23 -25
C W T E R TWO
Background Information on Eleme local government area ..... . 2 5.28
CHAPTER THREE
Data Presentation. Findings ..................................... 28-33
CHAPTER FOUR
Summary. Conclusion and Recommendation: ..................... 33-38
Bibliography ............................................... 3 8-40
Appendixes ............................................... 40-4 1
ABSTRACT
In this project, our task is to assess the manpower planning in Nigeria
with a focus on Elerne Local Government Area. It is also to reveal
that the central goal of manpower planning is to construct a strategy
of human resources development, which is consistent with 3
country's broader areas of social, political and economic
development.
Specifically, manpower planning concerns itself with a comprehensive
assessment and estimation of skill requirement at various levels.
The intended purpose is to enable the local government meets its
anticipated levels of goods and services either at national economic
sector or either price levels within a given time period. In a close
look at various skills that are required at various leveh and attempt
to formulate policies and programmes necessary for balancing the
supply of skills with the demand given for them. It is important to
know that in practice, the process undertakes the analysis,
evaluation and exposition of manpower levels in the area 0:'' formal
education system
in service training and adult education. The role of various goverrment
agencies and institutions in assessing manpower planning in Nige~~ia will
also be examined.
CHAPTER ONE
1.1 INTRODUCTION.
One of the major problems facing many developing countries today is
how to formulate economic development policy, which motivates labour
and stimulates production. But inherit in such a development policy must
be a functional manpower policy which determine just compensation for
labour efforts. Yet, the formulation of an effective manpower poiicy has
been illusive in developing countries.
This is mainly due to their economic, social and political characteristic. In
some of these countries, a high proportion of the working population is
still employed in the agricultural sector. And in others, there still exists a
high level of illiteracy. The level of income is so unequal that majority of
the people cannot maintain a subsistent living. The low level of income is
also associated with low saving, Bagivaji (1 966). Developing comtries
are generally characterized by political instability, military coups,
interstate warfare, border disputes and the breakdown of law and order,
Gbosi (1 989). These obstacles have indeed hindered effective manpower
planning strategies, which serve as a foundation for socio-economic
development. The Government of these countries has been addressing the
problem of how to formulate an effective manpower policy with little or
no success. Manpower policies in developing countries do not take into
consideration political or socio-cultural factors. This has often led to
serious manpower problems in many developing countries. Nigeria is the
focus area of assessment.
According to Gbosi [ 19891 Manpower is defined as the number cf person
needed for a certain type of work. Hence, it is generally accepted that
manpower is developed through human capital formation. It is important
to h o w that manpower means much more than population or labmr
force. However, as Ojo (1986) put it, in its economic sense, manpower is
defined as the managerial, scientific, engineering, technical, craftsmen
and other skills which are employed h creating, designing and operating-
productive and service enterprises and economic institutions. With these
conceptualizations at the back of our mind the major task of this project is
to assess the manpower planning of developing countries and in doing so
a knowledge of the manpower characteristics of developing counlries is
necessary so as to enable us know the major manpower programmes and
policies designed to tackle such problems.
-'
policies in developing countries do not take into consideration political or
socio-cultural factors. This has oRen led to serious manpower problems in
many developing countries. Nigeria is the focus area of assessment.
According to Gbosi [ 19891 Manpower is defined as the number of person
needed for a certain type of work. Hence, it is generally accepted that
manpower is developed through human capital formation. Tt is important to
know that manpower means much more than population or labour force.
However, as Ojo (1986) put it, in its economic sense, manpower is defined as
the managerial, scientific, engineering, technical, craftsmen and other skills
which are employed in creating, designing and operating-productive and
service enterprises and economic institutions. With these conceptualizations
at the back of our mind the major task of this project is to assess the
manpower planning of developing countries and in doing so a knowledge of
the manpower characteristics of developing countries is necessary so as to
enable us know the major manpower programmes and policies designed to
tackle such problems.
Li.
STATElMENT OF PROBLEM
Much studies and researches have been carried out on assessing manpower
planning in Nigeria but none has focused on local government Areas. The
position this tier of government occupies in the political set up of the region
and its usefulness to the developmtof the grassroots makes it crucial f x this
study.
Since this tier of government is responsible for the development of the
rural dwellers, there is need to actually assess the planning of manpower that
perform various duties in the system.
The local government workers has been described by critic as a dump-ng
ground for people who are not quacrfy to serve in the civil service, who
only are recruited by politician, their relations or God-fathers to come and
siphon away public funds, the worker according to the critics are unp~triotic
and also unskilled workers.
The local government system was also been described as unproductil7e, as a
system where revenue collected From the taxpayers is been diverted jn to
private pocket, a place where the federal Government wastes money without
any positive returns.
There are allegations of politicization of employment opportunities t~ people
not aualifv for the Job by relations or tribes men and women.
, . >
Despite these laxities in the local Government system staff promotion and
recruitment still go on without qualms.
This lingering problem is causing serious hitches not in the country's national
assembly and a call by the executive arm on the national house of assemblies
for restructuring of the local Government system.
Our focus in this work therefore is the possible way of assessing manpower
planning in our local government Areas as it affects Elerne local Government
Area of Rivers state.
1.3 OBJECTIVE OF THE STUDY
At the conclusion of this research work, the following objectives will be
achieved.
(1). The problem of planning in Eleme L.G.A.
(2). The problems associated with manpower planning in Eleme Local
Government Area.
(3). Mitigative measures will be packaged for others to adopt.
1.4. SIGMFICANCE OF THE STUDY
1. The researcher believes that this project work will serve as a source of reference
to students of public administration and other researchers who might delve into
investigating similar topics.
2. It will add to already written articles on assessing manpower planning in Nigeria.
3. It will also tell the rate of unemployment in the area investigated and spell out
causes for such maladies.
4. It gives records of literacy rates in Nigeria and other developing nations and tells
why they are like that.
1.5. SCOPE AND LIMJTATIONS OF THE S m Y
This research work is meant to cover the fallowing
(1). Manpower characteristic in developing countries.
(2). Why is assessing manpower planning necessary?
(3). Major causes of unemployment in Nigeria.
(4). Causes of unemployment
(5). Assessing Manpower planning techniques and assessing manpower planning in
Nigeria.
The researcher envisaged the following to serve as hindrance to this research work.
(1). Lack of enough material to conclude the project.
(1). Non-availability of fund to travel fkom place to place searching for data.
(3). Out datedness of the available data so far collected and the strains in updating
6 LITERATURE REVIEW
n this section, the researcher tends to assess or examine the central goals of manpower
)laming. As Hobson (1975) put it the central goal of manpower planning is to construct a
;trateg of human resources development, which is consistent with a country's broader areas
)f social political and economic development. Specifically, manpower planning concerns
tself with a comprehensive assessment and estimation of skills requirements at various
evels. The intended purpose - is to enable a country meet its anticipated levels of produci ion
3f goods and services either a national economic sector or eater price levels within a given
. h e period. In a close look at various ills that are required at various levels and attempts to
Formulate policies and programmes necessary for balancing the supply of skills with the
jemand given for them. It is important to know that in practice, the process undertakes the
malysis, evaluation and exposition of manpower levels in the area of formal education
system in service training and adult education. The planning of how to fill the manpower
;aps exposed in those areas is the next step to take - it also include an analysis of the
~ob lems of unemployment. Finally, it designs appropriate measures which aim at tacMing
hese problems Nwagwugwu (1 988). We shall critically in this project examine or assess
measures and their impact on manpower planning in Nigeria especially as it affect Elem 2
Local Government Area in Rivers State.
With those conceptualizations at the back of the researchers mind, the major task of this
section is to assess or analyze manpower planning in Nigeria. The various Government
agencies and institutions in manpower development in Nigeria will also be examined.
Before I do so, a review of the economic and social factors that necessitated the need fcr
manpower machinery for Nigeria is relevant.
HISTORICAL BACKGROUND TO MANPOWER PLANNING IN NIGEMA
A review of Nigeria's economic history shows that the country's first attempt to adopt a
systematic national development planning dates back to 1946, it was in that year that the Ten
years of development was introduced by the British Colonial Administration. However, an
appraisal of the plan showed that the inadequacy of the administrative machinery to provide
the high level manpower plan implementation was a major factor that led to the
ineffectiveness of Nigeria's developmental planning. Prior to the adoption of the Ten-year
plan, Nigeria had already adopted the Federal system of Government in 1954. And
subsequently, each of the three- Regional government, namely, Southern Cameron and the
Federal Government launched new plans in 1955. These plans were collectively known as
the 1955-1960 Economic development plan. They were assessed and later extended to 1962.
Since that time, Nigeria has formulated several national Development plans, Ojo (1986).
It is important to know that National Development planning started in Nigeria in the 1940's.
But manpower planning in Nigeria in the 19603, first, there was a high level of
unemployment among the school leavers. There is no numerical data to justify this assertion.
However, Gbosi (1993) has observed that unemployment among school leavers became a
serious problem in Nigeria In the early 1960's. This was so because a large number of peopk
migrated from rural area to the urban center search of wage employment. Second, at that
time, the Nigeria economy was expanding inspite of rising level of urban unemployment.
Therefore, there was the need to provide skilled manpower for the expanding economy and
also to get the educational system to meet such level. Prior to Nigeria's attainment of
political independence in 1960, it was expected that the skilled personal recruited for
development programmes could be recruited from the United Kingdom. However, Nigeria,
as in other developed countries, its becomes very difficult to recruit inadequate numbers, the
technicians, architects, engineers and other skilled personnel who were highly needed f x the
implementation of such programmes. And above all, as Nigeria move towards independence,
there was rates of turn over-among expatriate staff especially those in the public service.
Furthermore, the Nigerianisation of key posts both in the public and private sectors of the
Nigerian economy became a matter of political jmportmce and national prestige.
The Machinery Of Manpower Planning: - Having ascertained or recognized the bad effect of
the acute shortage of high-level manpower and the g r n w i n ~ n w d c tn develm them the
Federal Government appointed the Ashby cornissic
Charged with the responsibility of considering and investigating into Nigeria's needs in
the field of post-school certificate and higher education for the subsequent 20 years. The
commission then invited Professor A. Harbison to prepare a special report, on high-kvel
manpower of Nigeria future. In his report, which was eventually accept by the
commission Harbison outlined the country's manpower requirements for the decade
1960-1 870 and recommended the machinery for continuous manpower planning.
The Commission submitted its report to the Federal Government in September 1969-It
strongly recommended that Nigeria should establish one appropriate organizations!
instruments for the purpose of assessing manpower needs and for formulating
programmes for effective manpower development throughout the Federation and
continued basis. This was regarded as its central recommendation because it emphasized
that manpower development must be articulated with programmes of manpower
formation.
Therefore, manpower planning should be regarded as an integral part and indispensable
part of general planning for economic development. After, the Federal Government, had
studied the Ashby Commission's Report, the Government indicathg its acceptanze of the
report in principle issued a policy statement. A critical analysis on the present situation
led to some amendments in the report. This then constituted the basis for the dehelopment
of post school certificate and higher education in Nigeria during the next ten yem.
The government also indicated its willingness to pursue every rigorous policy for
manpower development. The intended purpose was to enhance Nigeria's economic
development.
The Ashby Commission's recommendation eventually formed the basis for most of the
education and manpower programmes of the Nigeria Government.
This is true of the Federal and Regional Government, development programmes in tbt
first National development plan, 1962-1969. With the submission of the Ashby's report,
manpower planning came to be viewed seriously as one of the organizational
arrangements in Nigeria's development planning, Gbosi (1998).
The commission recommended the establishment of National Universities Commission
(NUC), which was accepted by the Federal Government. Specially, the NUC main tzsk is
to initiate and consider in consolation with universities, plans for such balanced
development that may be required to enable universities meet the nation's educational
needs. It was also charge with the task of examining the financial needs of the
universities; receive block grants annually from the Government. These funds were
disbursed to universities on the basis of needs. The NUC was reconstituted in 1924 2nd
charge to a statutory body with executive powers. As Ojo (cit) puts it, the three important
aspects of the machinery for manpower planning are:
(1). The national manpower Board (NMB).
(2). National Manpower Secretariat; and
(3). The Regional (state) Manpower Committee.
(1). National Manpower Board (NMB)
The national manpower is a by- product of the Ashby commission of 1960. As earlicr
mentioned, the Federal Government established the Ashby commission. The comrnksion
recommended the establishment of a National manpower Board that will consider all
aspects of manpower development programmes. Thereafter, the National Manpower
Board was established in 1962. The NMJ3's functions include the following:
- To determine the nation's manpower needs in all occupations.
- To co-ordinate the policies and activities of the Federal and Regional
Ministries actually concerned with manpower policies.
- To formulate for the co-ordination of the Government of the Federal
programmes for manpower development through university expansion and
training and scholarship Fellowships and other facilities. It is important to
stress that the Board was also to be concerned with manpower policies.
- To formulate for the co-ordination of the Government of the federation
programmers for manpower development through university expansion and
training and scholarship fellowship and other facilities. It is importan-. to
- Stress that the Board was also to be concerned with employment policy
utilization of Nigeria's manpower resources. in order to achieve its statu-ory
objectives, the Board now caries these function.
First, it carries out surveys, studies and inquiry's to determine the stock and requirement
for manpower in the whole economy. Second, it carries out periodic assessment of
unemployment or underemployment in major occupations and activities through the
labour force sample survey.
Third, it advises Government on the formulation of police on scholarship
feIlowship for studying both loca1Iy and overseas. Fourth, it assesses and integrates
manpower planning with boarder development plans for economic, social and political
development of the country.
Finally, the Board assesses manpower shortages on surpluses in all sectors of the
Nigerian economy. The Board presently could not discharge its function effectively
because of several problems. Some of these problems are discussed below;
(1) the Board is faced with the problem of lock of co-operation from agencies which are
to supply it with basic manpower statistics or other essential information.
(2). Another major problems facing the Board is that of inadequate facilities and stsffing.
It is sad today that the NMb lack basic manpower facilities like modem computers :md
specialists in manpower labour economics.
(3). Finally, unaivlability of manpower data has actually frustrated the effort of the NNb.
according to Gbosi [1990], a major hindrances to manpower planning in Nigeria is lack
of data for manpower planning. The formulation of sound wage structure, sex
composition, education rate, types of workers, the distribution of the labour force by
economic activities, unemployment rate, productivity and the wage leaves.
On the supply side, the relevant manpower data require will include expected rate of
population growth, expected education output and expected replacement rate.
Unfortunately, these vital manpower data are often non-existence. If they do exist, they
are unrealistic and misleading.
These problems have adversely affected the formulation and implementation of an
effective manpower policy in Nigeria. Inspite of the numerous problems outlined above,
The Board still remains the nation's major sources of manpower data. It still remains the
major Government Agency that identifies and analyses the manpower needs of the nation
as well as the utilization. Furthermore, the Board courteously liaises with Government
and private agencies responsible for manpower planning in Nigeria. Without the board,
most of the scanty data of manpower planning would not have been available in Nigeria
today. This would have adversely affected the formulation and implementation of macro-
economic policy in this country.
NATIONAL MANPOWER SECRETARIAT
As earlier mentioned, one of the recommendatic
establishment of the National manpower secretariat. I ne secrewlaL, wnlcn was s a JJJ 111
the Federal Ministry of Economic Development to service the National manpower, J3oard
was charged with the task oaf over-all development planning of the nation. Specifically,
the secretariat was expected to present business to the national Manpower Board which
handles manpower statistics, promotes the development of expected manpower, create
employment opportunities, expand training facilities, maintain National register of high
level-manpower, and to oversea the optimum utilization of the country's manpover
resources. The secretary of the National Manpower Board was also empowered to act as
the head of the national manpower Secretariat. However, one of the institutional
problems that hindered the effective operations of the secretariat was skilled personnel, in
terms of quality and quantity. The secretariat completely depended on the Federal Office
of Statistics (FOS) for the supply of statistical staff. These officials from the FOS can be
withdrawn or transferred any time. Indeed, this was serious problem that actually
warrants urgent attention. Like any other Government Agency, inadequate funding also
plague the secretariat's operations.
REGIONAL MANPOWER COMMI'ITEES:
As the name indicates, the regional manpower committees were set up to complement the
National Manpower Board and was charged with the responsibility to oversee generd
economic planning in their respective regions, Specifically, they were set up to assess the
manpower requirements in their various regions, advise the Regional Government aqd
also the National Manpower Board on all matters relating to human resources
development. Other Agencies involved in Manpower Development in Nigeria.
Apart from the National manpower Board, National Manpower Secretariat and the
Regional Manpower Committees, there are 4 other agencies involved in manpower
development in Nigeria - here, we shall examine the role of the industrial training Fund
( I n ) and the center for management Development (CMD).
The Industrial Training Fund: Decree No. 47 of 1971 established The Industrial training
Fund (TTF). The ITF was charged with the task of promoting and encouraging the
acquisition of skills in industry and commerce with a view to produce a pool of
indigenous training manpower efficient to meet the need of the country (Fare, 1986).
The center for management - Development (CMD). The center for management
Development (CMD). Was established in 1975. It was charged with the responsibility of
conducting the activities and to give proper direction to institutions engaged in trairing
and retraining of managerial personnel in Nigeria.
The CMD's role in management development has made it both a resource indicator as
well as a center Tor management in Nigeria.
. r. I I ' .
Administrative Staff College of Nigeria (ASCON).
The Federal Government established the ASCON in 1973.
It is charged with the task of providing higher manpower training for development of
senior executives for the public sectors of the Nigeria economy. Adesina (1985),
however, has argued that the ASCON was established to improve managerials skills
within the public sector. There is lone element of truth in his observation.
This is because in November 1978. While reviewing the college's roll, the Federal
Government restricted its Operation to the training of public officers. This was lo
enable it to cope adequately and effectively with the training needs and require
of the public service.
Gbosi (1989) observed that since its establishment, ASCON had made a great impact
on the training and development of public service managers in Nigeria. This ha:; gone a
long way to reserve foreign exchange for the country. In the past according to him,
when the ASCON has not been established, senior public service officials were always
sent abroad for such training. In recent years ASCON has extended its services to the
training of not only civilians but also military personnel. Like any other Goverenment
Agencies, Inadequate funding has actually plagued the operations of the college.
Inspite of all these institutional problems the I F , CMD and ASCON have consributed
meaningfully in the deveIoprnent of human resources in Nigeria.
1 :7 HYPOTHESES:
In this study the following hypotheses will be tested.
(1). Unemployment in Nigeria amongst school leaver's aroused the need for
assessing manpower planning.
(2). None availability of assessment of manpower planning data, militate against the
performances of the locaI government councils in the country.
(3). Training seeks to develop the individual in order to make him more productive.
1 :8 METHOD OF DATA COLLECTION
It is important to note that there are several methods or techniques of detemining
manpower requirements in developing nations, but the one used here is "The
employers Opinion method".
This method involves the aggregation of employer's responses to the magnitnde of the
various categories of manpower required at some specified data in the future.
In carrying out this method, data are usually collected by the use of survey
questionnaires directed to employers and complemented by interviews because of its
simplicity of the employers' opinion technique in development countries. This is
because; it does not rely on comprehensive data, which are very often unavailable in
development countries. Unlike other sophisticated techniques, the employer's opinion
method does not depend on any set of mathematical assumptions. It has to do with
reading relevant literatures that relates to manpower development in Nigeria. The
method however, has some limitations.
(1)It is only useful for forecasting short-term manpower needs, day, 1-3 years (2).
It is not suitable method for forecasting manpower requirements for a long
period, say 5-1 5 years despite its short-coming, many development countries
including Nigeria still rely on it as the most popular method in measuring
manpower requirements.
The researcher also is an insider of Nigeria Manpower development problems so
this work is interspersed with personal experience and observation.
The effective utilization of materials from the library and various places of interest
contributed to the success of this project.
1 :9 THEORETICAL FRAME WORK: - In social science, the use of theory is of vital important, its states the ideas and
principles on which a particular subject is based. It also forms the beliefs, ideas or rules
that is used as the based for making judgments, decisions Etc.
The theoretical framework used for this study is skills inventory. This technique has
gain root in the field of public administration since it introduction by Thomas H. Patten
in 1971.
The purpose of this skills inventory is to consolidate information about the
organization's human resources. It includes basic types of information on all
employees, in its simplest form a skills inventory - includes a list of the names,
certain characteristics, and skills of employees.
Thomas H. Patten has outlined- seven broad categories of information that should be
included in a skills inventory.
(1 ). Personal data history-Age, Sex, Marital status, etc.
(2). Skills- Education, Job experience, Training.
(3). Special qualifications - memberships in professional groups, special
achievements, etc.
(4). Salary and job history- Present and Past salary, dates of raises, various jobs held,
etc.
(5). Company or organizational data - Benefit plan data, retirement information,
seniority etc.
(6). Capacity of individual - test scores on Psychological and other tests. health
information, etc.
(7). Special preferences of individual - Geographic location, type of job. etc.
(Patten, op, cit, p. 243.)
The popularity of skills inventory has increased rapidly in the recent time due to the
development of Computer. Although most of the desired information traditionally was
available from individual personnel fills, compiling it was time consuming until the
advent of the Computer.
The primary advantage of a skills inventory is that it provides a means to evaluate
guidely and accurately the skills that are available within the organization. In addition
to - helping to determine not personnel requirements, this information is often
necessary for making other decisions such as whether to bid on a new contract or
introduce a new product or service. A skills inventory also aids in planning fijture
employee training and management development programmes and in recruiting and
selecting new employees. Because the type of information required about -
management personnel sometimes differs from that about non-managerial employees,
some establishment or organ hations maintain a separate management inventory. In
addition to biographical data, a management inventory often contains brief -
assessments of the managers pat performance and his or her strengths, weaknesses and
potential for - advancement. (Bright, William E. 1976 pp 8 1-93
In addition to appraising present human resources through a skills inventory, the
personnel manager or Head of personnel management as the case may be, must also
take into Account changes that can be anticipated, such as retirements, deatbs,
Discharges, resignations, and promotions, certain changes in personnel can be
estimated accurately and easily, while other - changes are not so easily forecasted.
However, almost always, information is available to aid the personnel manager.
Changes such as retirements can be forecasted reasonably accurately from informati
in the skills - inventory. Others such as transfer and promotions can be estimated by
taking in to account such factors as the age of individuals in specific jobs and the
expansion requirement of the organization (which should have been detailed during
organizational planning process). Deaths, resignations, and discharges normally can
estimated by careful analysis of personnel records and determination of past death a1
discharge rates.
By combining the gross personnel forecast with information from the skills inventor:
and from anticipated changes, the personnel manager or Head of personnel -
management can make a reasonable prediction of the net personnel requirements for
specified period of time.
Skill inventory contributes - inversely to determining the personnel needed to move
the organization f m a r d , if the net requirement indicate a need for additions, the
organization must actively recruit, select, orient, and develop the new personnel.
Recruitment involves seeking and attracting a supply of people from which qualifiec
individuals can be chosen. Selection is choosing-from the available candidates those
Most likely to do well in the job.
Through orientation, the new - employee is introduced to the organization, the work
unit, and the job. Development is concerned with the improvement and growth of the
capabilities of individuals and groups within the organization. It should be emphasized
that development is not limited only to new employees, but can - involve all
employees.
- r s l r s f p c m
~J-YA&
CLARIFICATION OF KEY CONCEPTS.
1.10 (a). Planning: - planning as used in this work refers to the process of deciding
what objectives to pursue during a future time period and what to do to achieve
these objectives. The planning process has two major components: - Setting
objectives and determining a course of action to carry them out. Basically,
planning involves assessing the present situation, forecasting the future, and
determing the most effective means of achieving the objectives. Bearing in mind
that planning is concerned with future implications of current decision and not
with decisions that are to be made in the future.
(b.) ORGAMZATION: - As used in this context means a group of people
working together in some type of concerted or co-ordinate effort to attain
objectives.
(c.) RECRUITMENT: - As used in this work is the process of seeking and
attracting a supply of people from which qualified candidates for job -
vacancies can be chosen.
(d.) SELECTION: As used in this project refers to the process of choosing those
individuals who are most likely to succeed in the job from among those who
have been recruited.
(e.) SKILLS INVENTORY:- As used in this work is referred to a consolidated
list of biographical and other - information on all employees in an
organization.
(f.) EMPLOYEE DEVELOPMENT: - As used in this text is the process --
concerned with the improvement and growth of the capabilities of individuals
and groups within the organization.
(g.) MANPOWER PLANNTNG: - As used in this context means a systematic
approach designed to ensure that the right people would be in the rigbt place
at the right time. In the view of levitan, Mangum and Marshall (OpCit),
manpower planning includes every efforts to fir see manpower problem;
establish manpower goals and designed systematic approaches for a~roiding
the problem or achieving the goals. However, Aneave (1994,etal) has defme
manpower planning as the study
Economic growth and development
Manpower development is defmed in this work as the process of preparing
persons for a productive.
The term human resources utilization as used in this thesis effecting
employment of the available human resources into the existing public sectors
including companies.
CHAPTER TWO
2.1 BACKGROUND INFORMATION ON ELEME LOCAL GOVERNMENT:
The territory now known as Eleme falls between longitudes 7" and 7' 15 m t ~ .
(seven degrees and seven degrees fifteen minutes ) North of the equator . The area is
about 120 sq. Kilometers and the populations in 1963 were put at 90,000 altho~~gh the
establishment of many key industries in the area has raised the population to an
estimated 900,000. Source (The people of Eleme, by Obo Osaro Ngofa (1 988).
Eleme has contiguous land boundary with Elelenwo in the West, Oyigbo in the North,
Ogoni in the East and a mangrove swamp boundary with Okrika in the South.
Eleme is referred to in all colonial records as Mboli. That name was given by the Aro
traders and agents of the long Juju who visited the area end observing their peculiar
culture described them as Mba Oli di iche in the Ibo language which when interpreted
L O .
Means "One country that is different".
Backed by the ferocious Abarn warriors, these Aro traders carried the Mboli
appellation to the hinterland as well as into the Delta, and thus into an early records.
Eleme is one of Nigeria's minor tribes, and is constituted of two clans called Nchia and
Odido. Nchia Clan is made up of the following forms: Ogale, Agbonchia, AIeto,
Alode, and Akpajo: The Odido consttute Ebubu, Onne, Eteo an Ekporo towns. Each of
these towns in turn is made up of several villages and settlements.
The language spoken here is called Eleme and is so unique that none of its neighbours
can easily understand. There remained a handicap in communication till the Aro slave
dealers and traders and agents of the long juju brought in their language as a
compromise. This Ibo language was studied vigorously to facilitate communication
and trade.
It soon became the medium of expression between the Eleme people and all her
neigbours. The earliest missionaries, court clerks and teachers who were posted to the
area also reinforced the use of lbo language even today; most clergy -men in E leme
churches still conduct their services in Ibo texts in spite of available Eleme
translations.
The major occupation of the people of Eleme is farming, which was carries out in
seven years rotation and communal right over land was dominant. These farmLmds,
The real treasure of the people has been lost through massive government land
acquisition programmes.
The traditional authority in Eleme is called Oneh-Eh-Eleme. He is a recognized first
class chief. Each clan has a traditional ruler titled Oneh- Eh-Nchia and Oneh-Eh-Odido
and both offices are recognized as second-class chiefs. Every town has a traditional
ruler titled Oneh-Eh-Eta, who is assisted in the administrative and ritualistic duties in
the town by Oneh-Nkporon and Oneh-Nkiken. Oneh-Nkporo is the spokesman of the
town while Oneh-Nkiken is the land priest.
Eleme housed various industries and institutions. Some of these are the petrol
Refine~y at Alesa, a residential estate for the NNPC at Aleto, a petrochemical plant at
Nchia, shell Crude-oil manifold stations at Ebubu and Ogale respectively, the
Nigerians Navel College, Onura, at Onne, the NitrogemusFertilizer Company
(NAFCON) at Onne, the Federal Ocean Terminal (FOT) at Onne, a campus of the
Rivers State University of Science and technology also at Onne and the oil gas free
zone at Onne. There is a satellite town traversing from Ome to Alode.
Eleme local government has its head quarters at Ogale, the strength of it staff is about
420 men and women with different skills. All the departments that exist in the state are
also found in the local government except, defense, and governor's office. Education
and training of staff is given a priority in the local government.
3;:
Staff development programmes like in service training through attending workshops
and seminars, attending universities while at work e.g. many staff of the local
government are now undergoing causes in the department of public Administration and
local government administration of the University of Nsukka.
The local government Chairman and his working politicians are bent on ensuring a
kind of sustainable development as they provide scholarship to the students of the local
government in form of bursary and training the youths in the acquisition of skills
through training in the industrial units of the local government.
Presently, the National teacher's institute Kaduna, Ogale study center is carrying on
intensive teaching and education of adults and dropouts from Secondary Schools, for
them to acquire teaching skills, to enable them be useful to themselves and the society
at large.
CHAPTER THREE
DATA PRESENTATION
The main purpose of this section is to present data used in the study. It is important to
note that several factors influence the lack of assessing of manpower planning in
Nigeria from 1946 to 1962 and from 1980 to date.
It is of interest to examine these factors. Specifically we shall examine if there is any
I
significant relationship between assessing manpower planning and effective
performance in the L.G.A's
I will present the theoretical basis for relationship between the dependent variable and
independent variable. I shall also specify the research model, present the data and
thereafter, discuss the implications of the results. The Hypothesis are 15% of the
population state (1) that the inadequacy of the administrative machinery to assess the
manpower planning are major factors that leads to the ineffectiveness of the local
government councils.
(2). The assessing manpower planning enables the organization to forecast or project
further for meaningful development.
(3). 20% of the sample population also stated that due to unemployment in Nigeria
amongst school leaven, there arouse the need for assessing manpower planning for
positive result.
(4). 5% opined that lack of manpower planning assessment data is one of the obstacle
that hinders effective achievement in our local government councils.
(5). 35% strongly agreed that training seeks to develop the individual in order to make
him more productive.
Theoretical basis for the Relationship between the Dependent and independent:
variables.
From a theoretical point of view, there exists a negative relationship between
assessing manpower ptanning which is the dependent variable and unemployment
amongst school leavers in the third Hypothesis stated that lacks of manpower planning
assessment data is an obstacle that hinders effective performance, in the local
government system, this also is not truth. According to my investigations, but there are
positive relationships between the independent variable manpower planning and
effective performance in L.G.A's which is the dependent variables in the fxst,
assessing second and fifth hypothesis.
The research reveals that due to insufficient manpower resources needed for an
effective work force the councils, all our local government councils are rendered
ineffective.
It also exposed Nigeria's inability to provide enough manpower.
The second hypothesis is also related to the fact that subsequent Government of this
nation started focusing their attention on assessing manpower planning due to the
abrupt disengagement of the white expatriates.
The last hypothesis seeks to answer the question that training tends to develop the
individual in order to make him more productive, this is yes because when individual
persons are developed in skills and are technologically know-how, they will contribute
positively towards national development, Osaroejii (1 999) stated that the nation can
Not develop in isolation without the people, that if any nation adheres to develop,
that nation should first of all develop her citizenry.
If the people are well equipped skillfully, and technically fit to work both in the private
and public sectors of our economy, they will pay their taxes, produce their goods and
service and move the country forward.
3.2 FINDINGS
After the investigation carried out in this research work, the research finds the
following facts:
(I). That national development can not be enhanced without an efficient assessment of
manpower planning in Nigeria.
(2). That no accurate census has been carried out to know the actual number of people
who are qualified to work in Nigeria.
(3). That proper assessment of manpower planning has not been done in Nigeria since
the employment of workers to various positions are not equitably done but politicized.
(4). That workers fail to put in their best because of lack of incentive or motivation
accruing from the assessment policies.
(5). That promotions in the local - government system are done half hazardly with no
regard to one's educational qualification or experience and training in the job.
3.3 IMPLICATION OF FINDINGS FOR ADMIMSTRATJVE
EFFICIENCY AND EFFECTIVENESS:
The implication of these findings to Administration Efficiency and effectiveness are
not far fetched. The moment the head of any family is unemployed for a prolonged
period, due to the failure of the administrations to fish him out, for possible
employment and placement, he remains poor and can not contribute his tax to the
economic growth of the nation, the nation remains poor well and in this order both the
individual person and the nation experience deficit per-capital income and unfavorable
national income.
If Nigeria continue to contract the service of expatriate workers to come from Europe
and supply the nation, the needed technological know-how for the service of our home
industries, the national income of the country will continue to decrease and the nation
remains poor.
The administrative machinery would also deteriorate since no meaningful
administration can succeed, without money capital and sustainable manpower
resources.
The recruitment of skilled manpower resources into our private and public sectors has
been identified by (Gbosi 1996) as one of the factors that can improve or bring about
efficiency in the work force.
Training of workers through in service courses and attending regular courses in
educational institutions also enhances efficiency and effectiveness of the
Administration.
Mellow (1 960) argued that in an organization where workers are motivated and
incentives given them, that the level of production became high compared to that of
organization free from incentive.
That shows that if workers in Nigeria were positively motivated especially the teaching
force, adequate national development and efficiency would be achieved.
CHAPTER FOUR
Summary, Conclusion and Recommendations.
4.1 Summary:
In the proceeding chapters of this thesis, an attempt has been made to introduce the
reader to the fundamentals of manpower economics that was geared towards
development and evaluation of Government- manpower policy. Within the confmes of
this thesis, it is not possible to cover every subject area in depth.
Nevertheless, most of the essential areas in manpower planning have been covered and
the research methodology has been presented in an elementary way. Therefore it is
hoped that the work can serve as a foundation to support additional researc'l into an
Extremely facilitating subjects like the economics of manpower.
The frst two chapters of manpower economics. Chapter three contains the methods of
data collection and the presentation of data, the findings from the data collected and its
implications for administrative efficiency and effectiveness. It further builds on the
materials and addresses the broad questions of manpower planning in Nigeria using as
a case study the Eleme Local government Area. The discussions throughout the thesis
primarily aimed at examining how the activities of various government Agencies affect
manpower planning in Eleme L.G.A.
4.2 CONCLUSTON:
The analysis shows that the Eleme local government area is growing geometrically in
terms of population increase. The rapid increase of the population in both the Nation
and in the Local Government Area has major implication for the demand for
education, manpower planning and the state of Nigeria's labour market.
Two major factors were identified to be responsible for the under-utilization of
Nigeria's abundant human resources as well as that of Eleme Local Government Area.
These factors are unempIoyrnent and underemployment. The underutilization of
Nigeria's vast human resources has a negative impact on the country's economic
growth and development. Specifically, it has led to a substantial decline in total output
Of goods and services and also under-utilization of the country's Non human
resources. This is because it has also led mass exodus of skilled manpower form
Nigeria to other places of the world.
Most Nigeria best brains, according to Osaroejii (1999) are today making meaningful
contribution to the socio-economic development of other countries instead of :heir
fatherland. The problem of chronic unemployment and hostile political environment
are partly responsible for this states of affairs in Nigeria and Elerne Local Government
Area in particular. It was also observed that the proliferation of higher educational
institutions has led to a high level of unemployment among university graduates in
Nigeria.
Specifically, our educational institutions turn out more graduates than the ability of
already saturated labour market to absorb. What we now see in Nigeria is thousand of
our graduates hopelessly roaming the streets of our big cities searching for jobs and
hundreds of graduates of Eleme origin who passed out from various universities at
home and abroad stand the risk of unemployment. Many of those who are fortunate to
get jobs, are intended under-employed in almost every sector of the Nigeria economy.
In Nigeria today and Eleme Local Government Area in particular, many university
graduates have taken inferior formerly for the purpose of employment rather than
practicing their specialized skills. Today one can see a graduate engineer taking to taxi
Driving and selling of provision store rather than working as a practical engineer. To
sum it all Nigerian graduates are now taking inferior jobs out of frustration.
Consequently, it is argued here that Nigeria's graduate unemployment problem can not
be devoiced from the nation's bad educational planning programmes.
Most of the employment generation policies of the Government have not marginally
achieved their intended objectives. It is important to note. However, that in terms of
the relative effectiveness, the N.D.E. programmes appears to have been the most
desirable. This is because many of the unemployed youths have now learnt specialized
skills and have found self-employment for themselves. Despite the laudable efforts of
both, the state and Federal government in tackling mass-unemployment,
unemployment skill remains a major problem in Eleme Local Government Area and
Nigeria in General today. The research shows that since the establishment of ITF,
CM0,PSCON and the NMB, these agencies have helped in no less proportion in the
development of human resources in Nigeria through their various programmes. Nigeria
has been able to develop indigenous skilled manpower, which she needs for the socio-
economic development of the country. However, poor funding and inadequate
manpower planning data have been identified as the major institutional factors that had
adversely affected the effective operation of the various agencies responsible for
manpower planning in Nigeria
4.3 RECOMMENDATIONS.
On the basis of the fmdings form, my analysis, I now offer the following
recommendations. First it was observed that lack of adequate manpower planning in
this country's underdevelopment and that unemployment and underemployment are
the major factors responsible for the under utilization of Nigeria's vast human
resources. ,mwP Consequently, it is recommended that -1 4 dl@-'-
(1) . Manpower development should be adequately planned and implemented in the
local government to enhance sustainable height.
(2). That accurate census should be carried out in the local government Area for a
meaningful manpower planning.
(3). That employment into various offices should be free from tribal and political
sentiments but should be done equitably.
(4). That government in power should provide incentives and social securjties to
worker in the local government to spur them into putting in more efforts.
(5). That teachers who are the agents of manpower development in the country and
the local government in particular should be given preferential treatment in terms of
payment of salary and allowances.
Finally, the National manpower Board should liaise with the relevant ministries,
parastatals, and private agencies responsible for the provision of economic and
social data on regular basis. This will enable them to obtain the relevant data for
manpower planning in Nigeria.
In addition to the above, professionals like educationist, developmental
scientists, sociologists, and economists should head the various departments of the
NMB. These professionals have sound knowledge of human resources and ranpower
planning and development.
They will therefore make meaningful contribution in the area of manpower planning in
Nigeria.
4.4 BZBLIOGRAPHY
Bajioma, 0. (1996) "Manpower Utilization in Nigeria Analysis of some causes and
consequences of unemployment" Bi-Annual Review. First Bank Lagos,
Blang M. (1 971) An Introduction to Economics of Education, London Pregain Books,
Bright William E. "How one - Company manages its human Resources"
Byars and Rue (1979) "Personnel Management" Concepts and application^. W.B.
Saunders Company Philadelphia London Toronto.
Harvard Business Review, January- February, 1976,pp-8 1-93.
Burack, Elmer, Strategies for manpower planning and prop;rarnming.
Morris town, N.j: A.D.H Mark General learning. 1972.
Chambers, John C, Sateider K. Mullich, and Donald D. Smith, "How to choose the
Right - Forecasting Technique". Harvard business Review, July-August, 197 1, pp.45-
74.
Cowling, A. And Mailer, C. (1992) "Managing human Resources," Arnord, London.
Gbosi A.N. (1996) "The Labour Market in Nigeria Today". Port Harcourt, Emhia
Books.
Harbison, F.N. (1975), "Human Resources in the wealth of Nations" New York
Oxford University Press.
Inanga, E.L. (1985) "Manarrin~Ni~eria's Economic Sy,temW, Ibadan Heineman
Educational Books Limited,
Makati, A. (1964) "Labour Problem and Policv in Parkistan", Parkistan Labour
Publications.
Martin, Robert, "skills inventories," Personnel journal, January, 1967 pp. 28-30
Milton, Drandell, "A composite- forecasting methodology for -manpower planning
utilizing ob-iective and subiective criteria" Academy of management Journal,
September, 1975-pp, 5 10-5 19.
Obo Osaro Ngofa (1988) The People of Eleme, Port Harcourt Rivers State Newspaper
Corporation.
Osaroejii A. (1999) "Social Studies" A Functional Approach to National
Development. Rescue Publishers, Ibadan Nigerians.
Tyson (Etal, Edited) (1993) "Human Resources Management In Europe, Strategic
Issues and Cases. Kogan Page Limited. 120 Pentonvile Road London N1 9JN,
4.5 APPENDIXES:
Questionnaire for workers and other persons of interest.
(a). Agreed (b). Strongly Agreed (c). Not agreed.
Respondents are advised to tick anyone of the answers in the bracket above in hid to
answer the questions below:
1. The inadequacy of the administrative machinery to provide the needed
high level manpower for plan implementation are major factors that
leads to the ineffectiveness of Nigeria's development planning's?
A B C
2. Due to unemployment in Nigeria amongst school leavers, there arouse
the need for assessing manpower planning? A B C.
3. Manpower planning started in Nigeria due to the withdrawal of ?he
expatriate from the country? A B C
4. Lack of manpower planning data is one of the obstacles that hinders
effective development in Nigeria? A B C
5. Training seeks to develop the individual in order to make hi, more
productive? A B C