Beruflich Dokumente
Kultur Dokumente
Research Publications
OSAROEJII, Arthur Nwakama
Author
MPA/99/OP/0202
Social Sciences
Department
September, 2001
I :%:
SEPTEMBER, 2001. ++
ASSESSING MANPOWER PLANNING IN NIGERIA A CASE STUDY
OF ELEME L.G.A.
SEPTEMBER 2001.
iii.
DEDICATION
This project is dedicated to the Almighty God.
ACKNOWLEDGEMENT
Dedication .............................................
Acknowledgement ....................................
Table Of Contents ....................................
CHAPTER ONE .
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
CHAPTER THREE
CHAPTER FOUR
development.
1.1 INTRODUCTION.
still employed in the agricultural sector. And in others, there still exists a
the people cannot maintain a subsistent living. The low level of income is
interstate warfare, border disputes and the breakdown of law and order,
force. However, as Ojo (1986) put it, in its economic sense, manpower is
and other skills which are employed h creating, designing and operating-
conceptualizations at the back of our mind the major task of this project is
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
at the back of our mind the major task of this project is to assess the
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.
rural dwellers, there is need to actually assess the planning of manpower that
ground for people who are not quacrfy to serve in the civil service, who
siphon away public funds, the worker according to the critics are unp~triotic
private pocket, a place where the federal Government wastes money without
not aualifv for the Job by relations or tribes men and women.
,.
>
Despite these laxities in the local Government system staff promotion and
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
Our focus in this work therefore is the possible way of assessing manpower
achieved.
Government Area.
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
3. It will also tell the rate of unemployment in the area investigated and spell out
4. It gives records of literacy rates in Nigeria and other developing nations and tells
Nigeria.
The researcher envisaged the following to serve as hindrance to this research work.
(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
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
~ o b l e m of
s unemployment. Finally, it designs appropriate measures which aim at tacMing
hese problems Nwagwugwu (1988). We shall critically in this project examine or assess
measures and their impact on manpower planning in Nigeria especially as it affect Elem 2
Before I do so, a review of the economic and social factors that necessitated the need fcr
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
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
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
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
the field of post-school certificate and higher education for the subsequent 20 years. The
manpower of Nigeria future. In his report, which was eventually accept by the
commission Harbison outlined the country's manpower requirements for the decade
The Commission submitted its report to the Federal Government in September 1969-It
instruments for the purpose of assessing manpower needs and for formulating
continued basis. This was regarded as its central recommendation because it emphasized
formation.
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 y e m .
The government also indicated its willingness to pursue every rigorous policy for
development.
The Ashby Commission's recommendation eventually formed the basis for most of the
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,
(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
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
Board was established in 1962. The NMJ3's functions include the following:
stress that the Board was also to be concerned with manpower policies.
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
feIlowship for studying both loca1Iy and overseas. Fourth, it assesses and integrates
manpower planning with boarder development plans for economic, social and political
Finally, the Board assesses manpower shortages on surpluses in all sectors of the
Nigerian economy. The Board presently could not discharge its function effectively
(1) the Board is faced with the problem of lock of co-operation from agencies which are
(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
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
On the supply side, the relevant manpower data require will include expected rate of
Unfortunately, these vital manpower data are often non-existence. If they do exist, they
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-
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
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
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
Apart from the National manpower Board, National Manpower Secretariat and the
development in Nigeria - here, we shall examine the role of the industrial training Fund
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
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
The CMD's role in management development has made it both a resource indicator as
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
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
(1). Unemployment in Nigeria amongst school leaver's aroused the need for
(2). None availability of assessment of manpower planning data, militate against the
(3). Training seeks to develop the individual in order to make him more productive.
manpower requirements in developing nations, but the one used here is "The
This method involves the aggregation of employer's responses to the magnitnde of the
In carrying out this method, data are usually collected by the use of survey
because; it does not rely on comprehensive data, which are very often unavailable in
(1)It is only useful for forecasting short-term manpower needs, day, 1-3 years (2).
period, say 5-15 years despite its short-coming, many development countries
manpower requirements.
The effective utilization of materials from the library and various places of interest
principles on which a particular subject is based. It also forms the beliefs, ideas or rules
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.
employees, in its simplest form a skills inventory - includes a list of the names,
Thomas H. Patten has outlined- seven broad categories of information that should be
achievements, etc.
(4). Salary and job history- Present and Past salary, dates of raises, various jobs held,
etc.
seniority etc.
(6). Capacity of individual - test scores on Psychological and other tests. health
information, etc.
available from individual personnel fills, compiling it was time consuming until the
guidely and accurately the skills that are available within the organization. In addition
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
assessments of the managers pat performance and his or her strengths, weaknesses and
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.
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
discharge rates.
By combining the gross personnel forecast with information from the skills inventor:
management can make a reasonable prediction of the net personnel requirements for
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
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
that development is not limited only to new employees, but can - involve all
employees.
-rslrsfpcm
~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
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
objectives.
(c.) RECRUITMENT: - As used in this work is the process of seeking and
(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
organization.
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),
the problem or achieving the goals. However, Aneave (1994,etal) has defme
employment of the available human resources into the existing public sectors
including companies.
CHAPTER TWO
The territory now known as Eleme falls between longitudes 7" and 7' 15m 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 (1988).
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 .
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
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
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.
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
Eleme housed various industries and institutions. Some of these are the petrol
Refine~yat 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
(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
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 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
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
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
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
(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
(5). 35% strongly agreed that training seeks to develop the individual in order to make
Theoretical basis for the Relationship between the Dependent and independent:
variables.
From a theoretical point of view, there exists a negative relationship between
amongst school leavers in the third Hypothesis stated that lacks of manpower planning
government system, this also is not truth. According to my investigations, but there are
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.
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
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 (1999) stated that the nation can
Not develop in isolation without the people, that if any nation adheres to develop,
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
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
(2). That no accurate census has been carried out to know the actual number of people
(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
(5). That promotions in the local - government system are done half hazardly with no
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.
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
Administration.
Mellow (1960) argued that in an organization where workers are motivated and
incentives given them, that the level of production became high compared to that of
That shows that if workers in Nigeria were positively motivated especially the teaching
CHAPTER FOUR
4.1 Summary:
In the proceeding chapters of this thesis, an attempt has been made to introduce the
Nevertheless, most of the essential areas in manpower planning have been covered and
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
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
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
Nigeria's abundant human resources as well as that of Eleme Local Government Area.
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
Most Nigeria best brains, according to Osaroejii (1999) are today making meaningful
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
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
Most of the employment generation policies of the Government have not marginally
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
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
has been able to develop indigenous skilled manpower, which she needs for the socio-
manpower planning data have been identified as the major institutional factors that had
adversely affected the effective operation of the various agencies responsible for
On the basis of the fmdings form, my analysis, I now offer the following
the major factors responsible for the under utilization of Nigeria's vast human
resources.
,mwP
Consequently, it is recommended that -1 4 d
l@-'-
(2). That accurate census should be carried out in the local government Area for a
(3). That employment into various offices should be free from tribal and political
(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
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
scientists, sociologists, and economists should head the various departments of the
They will therefore make meaningful contribution in the area of manpower planning in
Nigeria.
4.4 BZBLIOGRAPHY
Byars and Rue (1979) "Personnel Management" Concepts and application^. W.B.
Chambers, John C, Sateider K. Mullich, and Donald D. Smith, "How to choose the
74.
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
Publications.
Martin, Robert, "skills inventories," Personnel journal, January, 1967 pp. 28-30
Obo Osaro Ngofa (1988) The People of Eleme, Port Harcourt Rivers State Newspaper
Corporation.
Osaroejii A. (1999) "Social Studies" A Functional Approach to National
Issues and Cases. Kogan Page Limited. 120 Pentonvile Road London N1 9JN,
4.5 APPENDIXES:
Respondents are advised to tick anyone of the answers in the bracket above in hid to
high level manpower for plan implementation are major factors that
A B C
productive? A B C