ABSTRACT
The main purpose of this research work was to examine the role of local government service commission in manpower development, this was prompted by the fact that there are no better ways of delivering service at the local government level which is believed to be lead by the poor professional administration and man power. This shows that there is close link between civil servant development, professional building and efficient service delivery. Despite funding and the training programs for manpower development in the local government, majority of the civil servant are rarely trained and their performance in efficient service delivery is to a failure. Therefore the research recommended that for proper application of better man power development training policies and practice should be implemented motoring and supervisory of field officers in charge of service deliver. Also the local government should be made to embrace designed polices and manpower development and professional capacity building by the federal and state government.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There are a number of factors that contribute to the success of any organization, these factors includes capital, equipment, manpower etc all these factors are important but the most significant factor is the human factor. Since it is people that will put together the resource to work, it should be viewed as such by management in giving it due attention in order to achieve organizational goal and objectives.
Isah Mohammed (2006) define manpower development as a concept that has been take to a systematic process of training and growth by which individuals gain and apply skills, knowledge, insight and attitude to manage work organization effectively.
The essence of manpower planning is to ensure that the right person is available for the right job at the right time. this involves formulating a forward looking plan to ensure that the necessary human effort to make it possible the survival and growth of the organization, it becomes imperative to develop the employee.
Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to services of activities which an enterprise would embark upon to improve its managerial capacity. Manpower development is important in a discussion of strategic human resources management.
The emphasis on manpower and development is influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication involvement and commitment necessary to compete effectively.
In view of all this facts, it is pertinent to note that the success of an/any organization depends on the ability and expertise of those who operate it both at the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge that possess and training received.
1.2 STATEMENT OF THE PROBLEM
The roles played by local government service commission in manpower development is much to rated with developing state like Kogi State. It is pertinent therefore, to examine the expected function or role of local government service commission in manpower development since it inauguration on the 20th October, 1992 by the first civilian governor of Kogi State Prince Abubakar Audu.
Below are some statement of problems:
Problem of reckless spending
Problems of mismanagement
Over inflation of contract
Problem of finance
Lack of enough educational institution in the state
Absence of institution to train civil servants in the lower cadres
The local government service commission responsible for the training and development employees are having limited number of civil servant that will go on service training annually.
1.3 OBJECTIVES OF THE STUDY
The purpose for this research is to probe into the evaluation of roes of local government civil service commission in man power development using Kogi state as a case study, have the following specific objectives of the study:
- To ascertain if the local government have integrated manpower development into its strategic value plan.
- To ascertain if there is adequate clear cut for funding and timing of tenure for manpower development.
- To determine in details the procedure of manpower development of the local government.
- To examine if the local government’s manpower development policy have attain its set objectives or purpose effective service delivery.
1.4 RESEARCH QUESTIONS
- Has the local government integrated manpower development into its strategic organizational plan?
- Does lack of funding and timing affect building professional administration through manpower development?
- Does lack of articulated manpower development procedures effect manpower development opportunity available to employees of the local government?
- How has the local government’s manpower development policy enhanced it objective of effective service delivery?
1.5 STATEMENT OF HYPOTHESES
That integrating manpower development into it strategic organizational plan have positive impact on manpower development policy of the local government.
That lack of adequate funding and timing have hinder the ability to build professional administration of the local government
Inarticulate manpower development procedures have limited manpower development opportunities available to employees of the local government.
The manpower development policy of the local government have not enhance its objectives of effective service delivery.
1.6 SIGNIFICANCE OF THE STUDY
Since there is no research work conducted without addressing lingering problem or issues, the following are some of the significance of this study:
The study will expose the actual functions or role of local government service commission.
These exposition will tells the roles or functions there played in manpower development.
It will reveal to what extent local government service has gone in achieving her objectives
The study will make local government service commission designs strategies by which meaning manpower development can be achieved.
It will assist subsequent character and commission members to know their responsibilities in manpower development.
The study will reveal strategies to apply in achieving developmental objective.
1.7 THE SCOPE OF THE STUDY
The study will look into the roles of local government service commission in manpower development in Kogi State since its inauguration on 20thOctober, 1992.
This is to say that it will examine the part played by the commission in terms of civil servant training employment, discipline of civil servant, transfer and retirement from service and general control.
It will also concerned the problems encountered in the development plans as well as given viable suggestions for improvement. Kenneth (2002).
1.8 LIMITATIONS OF THE STUDY
An in-depth research work into the function of local government service commission in manpower development involves the dynamic use of several variable which are subject to change since issues relating to manpower development cannot be approached to as static phenomenon, hitherto these need information to be updated to reflect on new circumstances.
The inadequate of data base compounded by the inability of local government service commission office change with the responsibility of executing manpower development to main comprehensive records, made plodding through many files and interview/discussion a comparatively difficult tasks.
Generally, the kind of technical a researcher uses depends to a great extent on the availability find.
Therefore, to carry out such an extensive research of this nature, one need to expand resources which is regrettably in short supply.
1.9 DEFINITION OF KEY TERMS
MANPOWER DEVELOPMENT: According to Shehu Adamu (2003), manpower development can be defined as a personnel process which attempt to provide adequate human resources to achieve future organizational objective.
DEVELOPMENT: Is use to facilitating management employees who perform non-routine job.
ROLE: A role is a position that can be act by an individual.
PERSONNEL: Is applies almost exclusively to a worker in an organization as against country or state within a country.
EVALUATION: Is an assessment of the effectiveness
APPRAISAL: Is a systematic evaluation of individual performance on the job.
DISCIPLINE: Is used to refer to training itself control obedience to regulation authority
HUMAN RESOURCES: Is dealing with regard to informal grievances rest with personnel.
TRAINING: Is the acquiring of additional skills techniques and method in order to become more competent on the job.
