MANPOWER DEVELOPMENT FOR EFFECTIVE

INFORMATION MANAGEMENT IN NIGERIA

Rose Ojohwoh
Delta State Polytechnic Library, Ozoro, Nigeria
E-mail: nedewor@yahoo.com

ABSTRACT
The paper discussed manpower development and how it can bring about effective
information management in Nigeria. It stressed that effective management of
information can only be guaranteed when there is proper training to develop
manpower irrespective of age and level of education. One of the problems found
to be militating against effective management of information in Nigeria is
shortage of technical manpower. As such, schools and institutions in Nigeria
have the challenges to efficiently and effectively train manpower to meet the
needs of modern information management. This can be done by starting from
the cradle that is reviewing school curriculum generally. For our dream of
effective management of information to be actualized, there is need to invest
significant proportion of the country's wealth to manpower development.
Keywords: Manpower, development, information management

INTRODUCTION
Manpower occupies an indispensable position in any establishment, be it an
industry, commercial or educational institution. This means that without manpower
no establishment can function. In essence, human effort is greatly desirable and crucial
in achieving the goals and objectives of the organisation. Effective management is
used to mean the training of personnel to improve their application of knowledge,
skill, behaviour or problem solving techniques which they acquire through previous
education, training and experience. In the past, libraries and information centres had
to manually manage their information resources. The labour of such practice, the
attendant delay in information processing and delivery services and the general
ineffectiveness of information services at that time no doubt motivated serious research
into better means of effective management. The high point of the research outcome is
the much cherished information technology of the present day. For Nigerians to become
an active participant of the new world information order, it is imperative to introduce
modern information management techniques. The school curriculum at all levels of
education need to be reviewed.
Manpower Development: Effect on Effective Information Management
Hamlin (2004) examines different views and definitions of training and
development and submits that it implies any activity which deliberately attempts
to improve a person's skill in a job. It also creates learning in the areas of knowledge,
skill, experience and attitudes. This tends to suggest that the essence of manpower
development goes beyond job skills but extends to personal development in terms
International Journal of Economic Development Research and Investment, Vol. 2 No. 1; April 2011 94
of knowledge acquisition. In fact, it can be interpreted to mean a transformation of
men. Furthermore, Conroy (2000) defined manpower development as a purposive
effort intended to strengthen the library's capability to fulfill its mission effectively
and efficiently by encouraging and providing for the growth of its own human
resources. He described manpower development a s factor that improves the
competence of personnel through opportunities for learning on the job. This implies
that manpower development can be achieved through training and education of staff.
However, the continual enrichment of staff with knowledge is to the mutual benefit
of the individual and the organisation.McNamara (1999) views training as involving
an expert working with learners to transfer to them certain areas of knowledge or
skills to improve in their current jobs. However, manpower development is not a
responsibility of just an individual; rather it is a combination of different factors.
Biscoe(2002)seesthatstaff development as a two-way responsibility within
the organisation and individual. Sodipo (2005), investigated the effect of manpower
development on productivity with the aim of determining the different factors that
play important roles in any organizational set up for effective utilization of manpower
resources available to it, its main focus is on different factors that play important role
in organizational set up to ensure effective information management. Marmoin (2001)
discussed the challenges of technological training in libraries and argued that one of
the biggest technological challenges facing the libraries and library staff is using the
available and emerging library technology effectively. He concluded that to meet this
challenges, libraries must pay much more attention to technological training and
computer skills than they traditionally have done in the past. Though this study is not
limited to technological training alone, yet general training. Weingort, Kacham and
Hendrich (2001), examine the importance of new employee orientation programmes
in libraries and information centres. He stressed that a successful new employee
orientation programmes welcomes the newcomers, provides necessary tools and
information, and familiarizes the individual with the institution. He submitted that it
is an initial investment of time and effort which yield more productive happier workers
and increase turnover. The benefit of the institution is the efficient accomplishment of
work and a more stable workforce.

Manpower Development in Nigeria

Manpower development in Nigeria is vital in acquiring knowledge and skill
by employees for the collection, storage, processing and movement of information to
ensure effective management of information. From the above, individuals and
organisations can adequately develop themselves and its employees through various
national institutions and agencies responsible for human resource development. Some
of such institutions in Nigeria are as follows:
Approve Government Institutions in Nigeria: These are universities, polytechnics
and colleges of education, etc, approved to train all categories of persons by refining
the product of secondary education to the level that can actually induce development
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when they are properly utilized.
Industrial Training Funds: It was established to promote and encourage acquisition
of skill in industry or commerce sufficient for the nation's economy. It also provides
courses, fund and facilities for training employees in industry and commerce.
Administrative Staff College of Nigeria (ASCON): It was established in 1973 by
Decree 39 for the development of senior executive in public and private sector of the
Nigerian economy. The College conducts research into problems of management
and administration arising from different spheres of national life. It awards grants,
scholarship or travel fellowship for research. They maintain and establish library for
both public and private sectors and undertake, organise, and facilitate study courses,
conferences, lectures, seminar and they provide publication of journals and research
papers and books. Other national agencies of human resources development are:
i Centre for Management Development
ii Nigeria Institution of Management
iii Financial Train Centre
iv Institute of Chartered Accountants of Nigeria

Factors Necessitating Manpower Development in Nigeria

There are many factors necessitating manpower development in Nigeria. These are:
Technological Change: There is constant change in technology, as such there is
need to also train old employees on the use of the new technology or recruit new
employees that have the necessary qualification, skill and ability to operate and perform
the job.
Social Change: Change in the taste of customers or environment which needs to be
adhered to if organisation wants continuity and growth.
Economic Change: This happens when there is low purchasing power, employees
are then sent for training that will enable the organisation engage them in a new job
or position that will attract more pay.
Political Change: Changes in the political situation of the country and demands for
more politicians, leads to training in politics etc.
Product Change: This happens when there is change in market demand; manpower
development is required to move with the new trend of product change and the
demand in the market.
Organizational Change: Manpower development occurs when there is a change in
administration, organizational structure, business climate and of course location of
business.
The following are some specific objectives of manpower development in
Nigeria:
i To ascertain recruitment needs and level that is, by training qualitative
and quantitative manpower need.
ii To anticipate redundancies and avoid unnecessary dismissals.
iii Preserving the skills to determine the optimum training and
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 development needs.
iv To provide basis for management development programme.
v To assist in productivity bargaining
vi To assist future accommodation and requirement.
Method of Manpower Development in Nigeria
The most popular method used in developing manpower in Nigeria is the in-
house-training method, where courses, workshops and seminars are conducted
regularly within the organisation. Below are other methods of manpower development
in Nigeria:
Study Leave with or without Pay: Staff can apply for this leave to study a course of
choice with the recommendation of the employee's immediate boss. Study leave
with pay attracts full salary while study leave without pay do not.
Study Fellowship: This is granted to employees to enhance the development of the
institution. This is also called organisational development approach or learned centre
approach e.g. seminars, workshops, etc. This can be in form of the following:
In-Service Study Fellowship: It is only granted to a staff that has been
confirmed. It takes the form of on-the-job training used for both old and new
employees.
Sabbatical Leave: Granted to administrative and professional officers on salary
grade level 14 and above to take a year off in every five years of service.
Leave of Absence: Granted with pay to employee whose services may be
needed by the local, state or federal government or recognized international
body. This is also called political approach of training used in acquiring
knowledge and skill that are entirely different from the one employees for
Weekend Programme: This is also being used by most Nigerian universities
for professional courses ranging from teaching to banking and accounting.
However, not much is known for librarianship in Nigeria under this programme,
especially at the undergraduate level. The most popular of such is the long
vacation training (LVT) programme started by Amadu Bello University (ABU)
Zaria in mid-1980s. Other universities such as University of Ado-Ekiti also
initiate the programme.
Problems of Manpower Development in Nigeria
Agaja (2000) examined the nature of professional continuing education in
Nigerian universities and looked at the reasons why they are unable to capitalize on
available opportunities. These according to him include lack of finance, obsolete
equipment for practical, apathy toward further training by employees, delay in
remuneration of beneficiaries and wrong perception of development by the society.
He submitted that training prospects are good if the problems associated with it are
reduced to a minimum level. Other problems like poor linkage between school and
work, lack of encouragement on research work, etc also militate against manpower

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development in Nigeria.
CONCLUSION AND RECOMMENDATIONS
The place of manpower development in effective management of information
is clearly defined in this study, the Nigerian revolution that has political independence
to the former colony since 1960 is accompanied by social and economic changes that
have affected the life of virtually every person in the country. This process of bringing
traditional societies into the world of contemporary technology has become known
as "Modernisation" which has direct link with manpower development. Basic to all
modernization is education, not only with the former system of the schools but also
at the level of adult literacy and specialized extension work in agriculture, and public
health. The popular demand has been such that no Nigerian government would have
been able to resist rapid expansion of educational facilities even if it had desired to do
so. One problem has been to maintain a balance between economic growth and
educational advancement. One therefore expects governments and development
agencies and institutions in Nigeria to do more in developing information infrastructure
and institutions that can bring about effective manpower development, which will in
turn result to effective management of information.
On the basis of this paper work which has been carried out so far, the following
recommendations are hereby made:
i. There is need to address the problem of poor linkage between school and
work so as to ensure effective manpower development in Nigeria.
ii. Encouragement on research work should be highly considered as this will
create an avenue for the identification of new ideas, methods and techniques
that will enhance the growth of manpower development and effective
management of information in Nigeria.
iii. The governments and development agencies and institutions should draw
attention towards the development of information infrastructure and
institutions that can bring about effective manpower development, which can
in turn result to effective management of information in Nigeria.
REFERENCES
Agaja, A. (2000). Managing change to enhance technological orientation and knowledge among
library staff. Information Services and Use, 17(4), 261- 272.
Biscoe, M. A. (2002). Human resource development and utilization. Ibadan: Spectrum books.
Conroy, B. (2000). Library staff development and continuing education: Principles and practice.
New York: Harper and Row.
Hamlin, A. C. (2004). Evaluation and control of training. Auckland: McGraw Hill.
Marmion, C. (2001). Motivating workers in Nigeria. Perman Journal, 2(8), 20.
McNamara, C. (1999). Employee training and development: Typical reasons and benefits.
Retrieved March 10, 2008 from http://www.mopnp.ora/library/trng-dev/basics/reasons/
htm.
Sodipo, A. O. (2005). Manpower development and its effect on productivity. Auckland: McGraw
Hill.
Weingort, C. C. (2001). Problems of industrial planning and management in Nigeria. London:
Longman
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