University of Nigeria

Research Publications
OSAROEJII, Arthur Nwakama
Author

MPA/99/OP/0202

Assessing Manpower Planning in Nigeria. A

Title

Case Study of Eleme Local Government Area

Faculty

Social Sciences
Department

Public Administration and Local Government

Date

September, 2001

Digitally signed by Ojionuka Arinze

Signature

Ojionuka DN: CN = Ojionuka Arinze, C = US, O =

University of Nigeria, Nsukka, OU =
Innovation Centre

Arinze Reason: I have reviewed this document

Date: 2009.05.30 00:43:58 -07'00'
 NEGEBEA

A CASE STUDY OF ELEME LOCAL GOVERNMENT AREA

DEPARTMENT OF PUBLIC ADMINISTRATION AND LOCAL

GOVERNMENT UNIVERSITY OF NIGERIA, NSUKKA.

I :%:
SEPTEMBER, 2001. ++
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
PAGE
Title Page .............................................. 1

Approval Page ...................................... ii

Dedication .............................................
Acknowledgement ....................................
Table Of Contents ....................................

Abstract ............................................. Vii

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

Background Information on Eleme local government area ...... 25.28

CHAPTER THREE

Data Presentation. Findings ..................................... 28-33

CHAPTER FOUR

Summary. Conclusion and Recommendation: ..................... 33-38

Bibliography ............................................... 3 8-40

Appendixes ............................................... 40-41

 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 (1966). Developing comtries

are generally characterized by political instability, military coups,

interstate warfare, border disputes and the breakdown of law and order,

Gbosi (1989). 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

~ 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

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

1960-1870 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 y e m .
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 JJJ111

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.

 .I ' .
I
r.

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 o f 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 5-15 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-fromthe 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.
-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

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' 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 .

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~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

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 (1999) 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 (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

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 d
l@-'-

(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. (1971) 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, 1971, 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 10-519.

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 o f 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