1.1 BACKGROUND OF THE STUDY
There are a number of factors that contribute to the success of any organization, these factors includes capital, equipment, manpower etc all these factors are important but the most significant factor is the human factor. Since it is people that will put together the resource to work, it should be viewed as such by management in giving it due attention in order to achieve organizational goal and objectives.
Isah Mohammed (2006) define manpower development as a concept that has been take to a systematic process of training and growth by which individuals gain and apply skills, knowledge, insight and attitude to manage work organization effectively.
The essence of manpower planning is to ensure that the right person is available for the right job at the right time. this involves formulating a forward looking plan to ensure that the necessary human effort to make it possible the survival and growth of the organization, it becomes imperative to develop the employee.
Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to services of activities which an enterprise would embark upon to improve its managerial capacity. Manpower development is important in a discussion of strategic human resources management.
The emphasis on manpower and development is influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication involvement and commitment necessary to compete effectively.
In view of all this facts, it is pertinent to note that the success of an/any organization depends on the ability and expertise of those who operate it both at the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge that possess and training received.
1.2 STATEMENT OF THE PROBLEM
The roles played by local government service commission in manpower development is much to rated with developing state like Kogi State. It is pertinent therefore, to examine the expected function or role of local government service commission in manpower development since it inauguration on the 20th October, 1992 by the first civilian governor of Kogi State Prince Abubakar Audu.
Below are some statement of problems:
The local government service commission responsible for the training and development employees are having limited number of staff that will go on service training annually.
1.3 OBJECTIVE OF THE STUDY
The objective of this study are as follows:
1.4 RESEARCH QUESTIONS
In the course of this research work, a number of question were prepared as part of the research to help in investigation into the function of local government service commission in manpower development.
1.5 SIGNIFICANCE OF THE STUDY
Since there is no research work conducted without addressing lingering problem or issues, the following are some of the significance of this study:
1.6 THE SCOPE OF THE STUDY
The study will look into the roles of local government service commission in manpower development in Kogi State since its inauguration on 20thOctober, 1992.
This is to say that it will examine the part played by the commission in terms of staff training employment, discipline of staff, transfer and retirement from service and general control.
It will also concerned the problems encountered in the development plans as well as given viable suggestions for improvement. Kenneth (2002).
1.7 LIMITATIONS OF THE STUDY
An in-depth research work into the function of local government service commission in manpower development involves the dynamic use of several variable which are subject to change since issues relating to manpower development cannot be approached to as static phenomenon, hitherto these need information to be updated to reflect on new circumstances.
The inadequate of data base compounded by the inability of local government service commission office change with the responsibility of executing manpower development to main comprehensive records, made plodding through many files and interview/discussion a comparatively difficult tasks.
Generally, the kind of technical a researcher uses depends to a great extent on the availability find.
Therefore, to carry out such an extensive research of this nature, one need to expand resources which is regrettably in short supply.
1.8 DEFINITION OF KEY TERMS
MANPOWER DEVELOPMENT: According to Shehu Adamu (2003), manpower development can be defined as a personnel process which attempt to provide adequate human resources to achieve future organizational objective.
DEVELOPMENT: Is use to facilitating management employees who perform non-routine job.
ROLE: A role is a position that can be act by an individual.
PERSONNEL: Is applies almost exclusively to a worker in an organization as against country or state within a country.
EVALUATION: Is an assessment of the effectiveness
APPRAISAL: Is a systematic evaluation of individual performance on the job.
DISCIPLINE: Is used to refer to training itself control obedience to regulation authority
HUMAN RESOURCES: Is dealing with regard to informal grievances rest with personnel.
TRAINING: Is the acquiring of additional skills techniques and method in order to become more competent on the job.