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 .
| Department | Business Administration and Management |
| Project ID Code | BAM0291 |
| Chapters | 5 Chapters |
| No of Pages | 83 pages |
| Methodology | Chi Square |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦4000, $15 |
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| Contact Us On | +2347043069458 |