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.
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
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
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
DATA PRESENTATION AND ANALYSIS
4.1 Data analysis
4.2 Test of Hypothesis
4.3 Summary of Results
5 Summary of findings Recommendation and conclusion
5.1 Summary of Findings
5.2 Implication of Research Findings
5.4 Suggestion for Further Research
LIST OF TABLE
Table 1: Question ; Does your Organization have
an employee appraisal programme.
Table Two: Question; if yes, what Appraisal Method
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?
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 .