Introduction

1.1 Background Of The Study

Education is regarded as a foundation for any country’s development. Humans are equipped intellectually, physically, spiritually and technologically to face their socio-cultural and other problems realistically through the life long complex process known as education. Education provides the necessary skills for effective functioning within the environment and the survival, growth and manpower development of the society. In the National policy on Education (1998), it is regarded as an instrument par excellence.

This situation has encouraged the government and every organization to train their manpower for the much need development and productivity of their firms and the nation at large. Organization and government depend or rely on the training of manpower and employee performance system for the perpetuation and development of effective and efficient personnel for the growth of the economy. The increase and large publicity on awarenetyyss campaign for the workshops and seminars on government personnel and organization workers as well as large enrollment of pupils at all levels of education are intended to justify the nation’s policy of providing literate manpower and self reliant individuals for development.

The reason of manpower in an organization is to ensure the accuracy of the right numbers of employee, the right level of skills suitable for the right job and also performing the right activities in order to achieve the aim of an organization. The socio-economic status of an organization seems to have a far reaching influence on the variability of the training of manpower and employee performance Leung and Lam (1998) noted that, socio-economic status of an organization plays vital roles in determining and identifying manpower needs and employee performance.

The influence of socio-economic status of an organization cannot be overemphasized as this could dictate the type and quality of workshop/seminars their employee attend, the provision of necessary training materials and timely payment of salaries. These and many more could influence manpower development and employee performance in an organization. In line with Ezewu (1993), it is generally observed, that, employee from organization of higher socio-economic status perform better than those of the lower standard. Datta (1984) in a similar view noted that workers who perform well in their duties are from organization of upper socio-economic status. It was on the basis of these assumptions that the interest to undertake this study was aroused.

Many researchers tend to pay much attention to the effect of training manpower development and employee performance than other factors. This is probably because the organization is the initial seed-bed of the employees performance and if an organization status does not have a sound base, there is every like hood that the employee’s performance might be adversely affected.

There seems to exist some interplay between the employee’s performance and the nature of an organization. According to Blairs (1975) factors within the organizational structure should be put together to ensure effective training and development of manpower needs as to give optimal level of peters (1979) is of this view, when he says that certain parameters within the organization such as welfare packages, incentives prompt payment of bills and organization socio-economic status help training of manpower to be successful. Obemeta (1981) point out that, one of the reasons for low employee performance is lack of workshops and materials for training manpower development. This research work therefore, aimed at training manpower development and employee performance in an organization and it effects.

Training manpower development and employee performance in an organization has become a global crisis. Apart from those Asian countries and regions where economies are on the rise, the lack of manpower has swept into every corner of the world, and the prospect for the future are not optimistic Zhong Shu N04 September, 1994 China Africa. One of the problems facing developing countries is how to trained manpower development and employee performance from their graduates and skill professionals. Nigerians problems are more sympathetic in establishment of industry.

In effect of looking at manpower we may ask the following question: what is manpower? What kind of manpower does an organization need, in what numbers do they need? How many are available? What changes are there in labour market which can affect the need of manpower? All these are questions which need to be considered when deliberating on manpower needs or development and employee performance in an organization. Therefore, all these can not be achieved only from training as there are other variables that have direct or indirect influence on the employee performance which can be psychological in nature and as such this research has become imperative to investigate the effects of some of these variables.

1.2 Statement Of The Problem

It is ideal for an organization to trained their manpower development in view of the fact that employee performance is the ultimate goal of nay organization. But it has been observed in an organization that employee whose employer are of lower economic status seem to show less interest in organization activities. The alarming poor achievement and lack of training manpower development by firms and organizations at a time when much emphasis is attached to workshop and seminars is an issue of serious concern. Part of the problems affecting employee performance in any of the organization could be attributed to organization structure or background and socio-economic status (income).

The problem of this study therefore was to investigate the training of manpower development and employee performance in an organization. A case study of Ministry of Finance, Akwa Ibom State