CHAPTER ONE
INTRODUCTION
1.1.  BACKGROUND OF THE STUDY
There are various factors that contribute to the success of any organization, these factors include; Capital, equipment, land, manpower etc. All these factors are important but the most significant factor is the human factor. For example, money may be scarce and difficult to come but once you get it, you must have good people around to manage it otherwise a huge amount can disappear into thin air and this can spell down for the organization in question. In the same vein, land may be expensive and the location may be fraught with problems. Since it is the people that will put the other resources to work, it should be viewed as such by management by giving it due attention in order to achieve its organizational goals and objectives. This implies that the employees within an organization, in order to perform their duties and make meaningful contribution to the attainment of such organizational goals need to acquire the relevant skills and knowledge.
Manpower training is therefore aimed at ensuring 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 for the survival and growth of any organization, it therefore, becomes paramount 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 series of activities which an enterprise would embark upon to improve its managerial capacity.
Manpower training and development constitute one of the major cardinal areas of personnel management which no organization can afford to toy with. It takes a well trained workforce to have high quality products, all things being equal. Of all the factors of production, man seems to be only factor that cannot be used in its crude form. It has to be refined through training to get the best out of it.
Therefore, any organization who undermines the prominent position which training occupies in the development of a virile workforce may jeopardize its chances of surviving in the keenly competitive environment.
1.2   AIM AND OBJECTIVES OF THE STUDY
The  main objective of this study is to determine the impact of manpower training and development on organization performance of Unilever Pic. The specific objective of the study is to:
i.      To provide for the future manpower needs of the organization quantitatively and qualitatively in terms of skills, numbers and ages.
ii.     Estimation of the cost of human resources
iii.    Find out whether training and development scheme have positive impact on the performance and productivity of works.
iv.    Proffer solutions to the identified problems
v.     To minimize imbalances due to non-availability of human resources of the right kind, right number in the right time and right place.
1.3.  STATEMENT OF THE PROBLEM
The human resources (manpower) is considered the most critical to any organizational survival with adequate supply of materials and financial resources that utilizes these available resources to bring about the desired goals.
However, most organization plans meticulously for their investment in physical and capital resources and these plans are received with utmost attention to detail while rarely do such organizations pay attention to human investment in which without it, the capital and equipment will be in vain. Not many organizations consider the necessity for a well defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes. The very few organizations that give thought to this very important aspect of staffing function do so with lack of seriousness, all round attention and continuity. The programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this lackadaisical attitude of management towards manpower training and development had resulted to a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new, dispensation in the organization.
It has also been discovered that the employees lacks the right attitude to training because they considered it as hectic and stressful. And this problem could also pose a threat to labour turnover.
It is against this background that the researcher considered the impact of manpower training and development on organisation performance, however the researcher used Unilever Nigeria. Plc as a reference.
1.4   RESEARCH QUESTIONS
This study shall address itself to the following research questions.
i.      Does Manpower Training and Development has an effect on organizational performance?
ii.     Does Manpower Training and Development reduce labour and organizational growth?
iii.    Is there any relationship between manpower Development and organizational growth.
1.5.  RESEARCH HYPOTHESES
The testable hypothesis of this research study shall be:
HYPOTHESIS ONE
H0:   Manpower Training and Development has no significant relation with organizational performance.
H1:   Manpower Training and Development has a significant relationship with organizational performances.
HYPOTHESIS TWO
H0:   Effective Manpower Training and Development does not reduce labour turnover.
H1:   Effective manpower Training and Development reduce labour turnover.