(A STUDY OF PORT HARCOURT ELECTRICITY DISTRIBUTION COMPANY PHED)
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ABSTRACT
The growth and innovation is the field of science and technology and the complex nature of modern business activities and the need for the urgent training and development of organization human resources in order to meet these challenges. Today we know that our problems not how t avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle for the increasing complexity. In human and manage activities. The research works undertake a survey of the human development policies and programmes of the port Harcourt electricity distribution company (PHED) and found that though there exists on established policy and programmes for employee and development their policy and programmes are deficient in content and complementation.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Increasing productivity in the public sector to match the levels of the private sector has been the call of the Civil Services Commission in Nigeria. According to Michie & Oughton (2003), research suggests that closing the productivity gap between the private and public sectors will require increased investment in research and development, capital and people, improved education and training, and a modernized productive infrastructure. In a bid to improving productivity, Michie & Oughton (2003) further suggest that there should be a continuous improvement in management practice, corporate governance and organizational design. Michie, Conway & Sheenan (2003) also point out that a major challenge for modern organizations is the urge for increasing productivity and achieving a competitive advantage
Due to the high pace of change and economic instabilities in some markets, the organization of the workforce level possesses a crucial role in many businesses today. This especially true in the manufacturing sector since the “human component of production” is the most important and costly part of the supply chain The volatility of demand that is prevailing in some sectors increases the importance of having a good human capital planning strategy.
Organizations are under increasing pressure to find ways to implement their strategies in a rapidly changing business environment in which planning lifecycles tend shrink to reduce the time ‘to market’ intervals. At the same time, organizations are putting more and more emphasis on aligning the organization and people in their attempt to achieve business goals. Human capital development is usually seen as an essential feature of an ideal type model of human resource management, even if it does not always appear to be a given high priority in practice.
The issue of effective planning for people was brought up long before the advent of human resources management. However, there has been little research evidence of its increased use or of its success. Hassan (2007), who argues that the developing business environment forces organizations to plan effectively for their human resources, the rapid changes in the business environment, also makes it increasingly difficult for organizations.
Commenting on the general poor development of the Nigerian workers W.R Haries observed that the Nigerian workers are under used, under employed, frustrated and preventing from bring talents to bear in the well being of employee organization and nation at large. Human development is a dynamic process. In other words, it is a response to change in the beliefs, attitudes and behavior of individual so that they can better adopt new techniques and challenges. In recognition of the needs for training and development of the human potential and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the national electric power authority established a training policy for her employees. In pursuance of this noble objective of human development and training, by the organization a lot difficulty arises which affected the success to the programme. This research work is therefore directed towards and evaluation of the human development and training programme of the corporation with a view to identifying problem areas where any and making suggestion on ways of achieving greater in their human development efforts.
1.2 STATEMENT OF THE PROBLEMS
After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization. The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of workers skill and the skill be expected to have in order better fit into the new job demands is bridged by human training many have over the years established good human training and development programme. In order to incite better employees performance at work and increased productivity always been easy to attain in organization because of the force that impede against the achievement of their objective. Some of the impeding forces include selection or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation. The crucial problems this research will address include;
- The problem of inadequate human resources in Intels Logistics Limited.
- The lack of functional human development programmes.
- The underutilization of available human resources.
- Critical analysis of these problems will be done with a view to determining their research and consequences on the corporation. The research will also make contribution on ways of redressing the problems.
1.3 PURPOSES/OBJECTIVE OF THE STUDY
The decision to research on this field of human development results from my interest in the areas of human planning in order words, these purposes include;
- To highlight the role of human capital development in the efficient management of an organization.
- To examine the extent to which human capital development is efficient in the management of an organization.
- To make valuable recommendation useful to organization. Individual or whoever needs this based on the impact of human capital development efficiently in the management of an organization.
- To help and bring to the knowledge of the nation the important of human capital development in the efficient management of an organization.
1.4 RESEARCH QUESTIONS
The following research question would be necessary to make this research a success:
- Are there any programme of human training and development in Intels Logidtics Limited?
- Do Intels Logidtics Limited attach importance to human development and training?
- Does human development and training helped IntelsLogidtics Limited in marketing the problems or challenges of the complex nature of modern business activities or get equipped to handle the increasing complexity in their managerial activities?
- Are there any significant impact of human development and training in efficient management of Intels Logidtics Limited?
1.5 SIGNIFICANT OF THE STUDY
This is therefore the potentially of serving reference in an organization and government policy who desire all the obstacles in human planning.
It is also a particular benefit in an organization of human development and training programs in IntelsLogidtic Limited. This design is clearly identified in the problem area of human development programmes. This research also discusses in various human development and training related issues and suggest the way that can be adopted in solving human training and development problems.
1.6 SCOPE OF THE STUDY
In relating this study to the project topic the aim of every research is a proper fact finding that will enhance obtaining relevant information, for decision making and an improvement, to knowledge. The scope of this research work is limited to Intels Logistics LTD.
As an important topic, it also seeks to provide some basic understanding to the positive side and contribution to human capital development in the management of Intels Logistics LTD and the factors influencing and affecting the efficient human capital development in the management of the organization.
1.7 LIMITATION OF THE STUDY
In carrying out this research some basic problems were encountered which to an extend influenced the research primary among this problems include lack of statistical data, contain information sought for are either totally unavailable or cannot be released to the public despite all these short coming, much effort was indeed made to ensure that these problem does not out weight the desire ability or need to carry out a sound research.
1.8 DEFINITION OF TERMS
To allow for better understanding for this research, it is considered necessary that some of the key term used to be defined or describe.
DEVELOPMENT: Is any learning activity which is directed towards future need rather than present needs and which s concerned more with career growth than immediate performance. In order words after the employee has recruited selected and inducted he or she must be developed to better fit into the job and the organization. Again, that development would include both training to increase skill in performing a specific job and education to increase general knowledge and understanding of our total work environment.
HUMAN CAPITAL: Is concerned with obtaining analyzing and reporting on data that inform the direction of value adding people management, strategic investment and operational decision at corporate level and at the level of front line management.
IMPACT: The powerful effect something has on somebody or something.
MANAGEMENT: It means the act of getting thing done through and with people.
ORGANIZATION: It is intricate human strategies designed to achieve certain objectives.
PERFORMANCE: The action or process of performing a task or function.