THE IMPACT OF MANPOWER TRAINING AND DEVELOPMENT IN THE OIL INDUSTRY IN NIGERIA (A CASE STUDY OF NNPC, ENUGU)
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THE IMPACT OF
MANPOWER TRAINING AND DEVELOPMENT IN THE OIL INDUSTRY IN NIGERIA
(A CASE STUDY OF
NNPC, ENUGU)
ABSTRACT
The impact of manpower training and
development in the oil industry in Nigeria is ascertained to know whether the
manpower training and staff development are effectively organized in the oil
industry in Nigeria. It is the aim of this research work to find out
scientifically quantifiable conclusion on the aspect of the subject matter
including training. Staff appraisal, staff development, Nigerianzation and
delegation of responsibilities. In chapter one, it
contains a general discussion on the impact of manpower training and
development in the oil industry in Nigeria with particular reference to
N.N.P .C further to state the problem to be studied and why this
study was carried out, the scope and limitation of the study and the definition
of terms. In chapter two contains the number of past
related literature examined by other studies as it relates to the application
of the nature of manpower in the oil industry in Nigeria, manpower process and
type of training programs ETC. In chapter three deals with the
design of the study, the method used in collecting relevant data and the way of
distributing questionnaires and the treatment of data. This were analyzed and
interpreted. Finally, the summary of findings, conclusion on the research and
recommendation made by the research are all in chapter five, therefore if
individual companies put the recommendation made in the study to use, there
will be improve in the manpower training and development effort in order to
have available all the time a crop of trained personnel ready to fill any
position that may fall vacant at any point in time.
TABLE
OF CONTENTS
CHAPTER
ONE
I.0
Introduction
1.1
Background of The Study
1.2
Statement of The
1.3
Purpose of The Study
1.4
Research Questions
1.5
Research Hypothesis
1.6
Significance of The Study
1.7
Scope of The Study
1.8
Limitation of The Study
1.9
Definition of Terms
CHAPTER
TWO
LITERATURE
REVIEW
1.1
Historical Perspective of
NNPC
1.2
Manpower situation in oil industry
1.3
Nature of Manpower in the oil Industry in Nigeria.
1.4
Effects of Nigeranization in oil
Industry
1.5
Manpower
Process
1.6
Lack of manpower in NNPC
Industry
1.7
Types of training
programmes
1.8
Management Development Programmes in Oil
Industry
1.9
Summary
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1
Research Design
3.2
Area of
study
3.3
Population of the
study
3.4
Sample Size
Determine
3.5
Instrument for Data
Collection
3.6
Validation of Instrument
3.7
Reliability of
Instrument
3.8
Questionnaire Distribution and Retrieval
3.9
Method of Data Collection
3.10
Method of Data
Analysis
References
CHAPTER FOUR
DATA PRESENTATION AND
ANALYSIS
4
Introduction
4.1
Data
analysis
4.2
Test of
Hypothesis
4.3
Summary of
Results
CHAPTER FIVE
5
Summary of findings Recommendation and conclusion
5.1
Summary of Findings
5.2
Implication of Research Findings
5.3
Recommendations
5.4
Suggestion for Further Research
Bibliography
LIST OF TABLE
Table 1:
Question ; Does your
Organization have
an
employee appraisal programme.
Table Two:
Question; if yes, what Appraisal Method
are used
Table Three:
Question ;Does your organization
appraisal Programe
involve the following components.
Table Four:
Question; Does your Organization uses
different appraisal
From For Senior Staffs and Junior Staff
Table Five :
What do you Think Job Rotation is to an organization
employ in Developing
Table Six:
Question; in Implementing Manpower
Development Plans, Does Your Organization Use Job Succession Charts ?.
Table Seven:
What do you Think Is Used In
Implementing job in
Manpower
Table Eight:
Does your Organization Fill Vacancies by
internal Promotion or
by Recruitment from outside
Table Nine:
Question ; do Nigerians who takes over
Expatriates Retain the Responsibilities and Authority Of Their Expatriates
Predecessor
Table Ten:
Question; do you thank that your
Organization Has So Far Achieved It’s Objectives of developing it’s employees
to meet its corporate goals as well as the individual employees development
goals?.
Table Eleven: Question; have you
Attended Training
course within the
last five years ?
Table Twelve : Question: If yes,
what is your Assessment of the Training Received?
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The study is
concerned with the impact of manpower training and development in the oil
industry in Nigeria in order that the reader or supervisor may be in a position
to fully appreciate the significance and impact of this study, an idea of the
oil industry is needed including its constituted forms and possibly its
economic importance to the Nigeria economy.
One thing to note is
that oil in this context of study means crude oil therefore the firm considered
on in this study are the exploration and production forms.
The backgrounds of this study portrays
the need for training and developing new employees or staffs who are being
promoted as self evident to the organization. The manpower training and
development is more effective when there is additional training for effective
performance. It is used to donate and teaching of the technical skills.
Lack of skilled
manpower training and development has always been given as the reason for our
failure to realize the objective of our national development plans in private
sector the power of economy was developed rapidly as the industrial and
commercial organization spreading up all over the country. Therefore, it the
nation was to progress, it must plan for its future manpower training and
development.
The oil industry is
comparatively young in this country Nigeria. Oil came into the limelight after
the Nigeria independence in (1960) Oladum (1986e:18) has proved a concise
historical account of the evaluation of the oil industry in Nigeria this can be
summarized as follows:
The research for oil
in Nigeria dates back to 1908 oil was first exploit in 1958. Nigeria nation oil
company (NNOC) was established in 1971 to compete with some foreign oil company
in Nigeria in April 1, 1977.
NNOC was emerged with
the then existing federal ministry of mine and steel to become the Nigeria
national petroleum Corporation (NNPC) to regulate and participate in the
Nigeria petroleum industry.
In 1988, the inspectorate Division was separated from NNPC to form the
Department of Petroleum Resources (DPR) to regulate industry NNPC manages
the joint ventures between Nigeria and foreign oil companies, as well as
carryout and its own exploration production refining and marketing of oil and
gas and their by production.
1.2
STATEMENT OF PROBLEM
Most often, much has
been said and written about how seriously the oil companies carries out
training and staff development activities. These companies have various
training and staff development programmes both within the country and
over-seas. This is because the companies pursuit various level of training and
development to provide solution to social and economic challenges confronting
oil Industries in Nigeria for better standard of living.
There is however, a
problem associated with this concept of training and staff development in the
oil industry. It is the absence of an empirically derived assessment of the
effectiveness or otherwise of training and manpower development effects in the
oil industry in Nigeria. The direct impact of the problem is that without a
scientifically based empirical appraisal of the system of training and
development in the oil industry, effectiveness and efficiency cannot be
measured..
1.3
PURPOSE OF STUDY
The objective of this study is to
determine the impact of manpower training and development in the oil in
industry in Nigeria and how effective is the training development of the staff
to those companies which will enable them meet the requirement of the
petroleum decree of (1969) on Nigerianization position.
In trying to identify the impact of manpower training and development ,we have
focused attention on the following areas;
1. To
determine if this training performance is effective to the oil companies and in
promoted human learning .
2. To
determine if the training and development can be identified through performance
appraisal, organizational analysis and survey of personnel.
3. To
formulate and administered plans, delegation and controlling when necessary and
disconcerting and solving day problems of the staffs or train.
4.
Finally, to recognize their objectives and putting them in order of importance
1.4
RESEARCH QUESTIONS
1.
Dose your organization uses different appraisal form for senior staffs and
junior staff ?
2.
In implementing manpower training and development plans, does your organization
use job succession charts ?
3.
Do Nigerians who takes over expatriates retain the responsibilities and
authority of their expatriates’ predecessor ?
4.
Does your organization fill vacancies by internal promotion or by recruitment
from outside ?
5.
Have you attended training course within the last five years ?
6.
Do you think that your organization has so far achieved it’s objectives of
developing it’s employees to meet it’s corporate goals as well as the
individual employees development goals ?
7.
Apart from formal training, what other means does your organization employ in
developing staffs ?
1.5 RESEARCH
HYPOTHESIS
H0: Training in the
oil industry is not effective
H1:
Training in the oil industry is effective
H0:
Staff appraisal in the oil industry through M.B.O oriented
is
not administered effectively in line with M.B.O principle.
H2: Staff
appraisal in the oil industry through M.B.O oriented
is administered effectively
in the with M.B.O principle.
Ho : Inspire of the petroleum
decree of 1969 the oil industries have not attained 75%
Nigerianization.
H3: Inspire of
the petroleum decree of 1969, the oil
industries have attained 75%
Nigerainization.
1.6
SIGNIFICANCE OF STUDY
In
view of this study, there are different categories of people that can benefit
from this research study they are the organization, employer/ employee and the
society. It is expected that this study will provide more information to the
society and organization about the impact of manpower training and development
is all about and to be able to see it’s effects in our organization thereby
decides on whether manpower training and development are applicable in the
organization.
This study also make the organization or the society to provide the needed
verifiable medium of assessing effectiveness of the staff and a clear training
and development that will enhance more investment to the companies by printing
performance appraisal, promotion and Nigerianization.
1.7
SCOPE OF THE STUDY
Although the oil industry in it’s wide sense covers form engaged in exploration
and production of crude oil marketing refining and transportation, this study
is restricted to the narrow and common place context of the phase “oil
industry” which connotes firms exploding and actually producing crude oil. The
Nigeria national petroleum co-operation which is a potential oil producing
enterprise in it’s own night is exuded from the study.
In order to
make this study a meaningful one, I will concentrate more on the
impact of manpower training and development and thus industrial characteristic
trends will be specifically highlighted.
1.9
DEFINITION OF TERMS
Manpower; this is the human
resource of an organization.
They are the required hands that work
synergistically to attain organizational objective.
Training: This
is a process by which employees systematically
acquire basic skilled
knowledge and attitude for efficient performance of their duties
Development:
It is all organization related activities
undertaken to expose
employees to comfortably perform additional duties and assume challenging
position in the organization hierarchy .
Employee
Appraisal: This is concerned with the assessment
of employees potential
and inadequacies in respects to take retinal decision in such areas like
promotion, transfer, dismissal and termination etc.
Nigeranization:
The social responsibility performed by alien
firms
introducing indigenes to the management of the industry Nigeria. Gradually take
over from their foreign predecessor in management of the oil industry .
Management by
Objective (MBO): This is management
technique that
encourages employees involvement in organization related activity and
integrates their individual goals to motivate higher performance .
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