ASSESSMENT OF THE UNIVERSITY OF UYO’S CONTRIBUTIONS TO HIGHER EDUCATION AND MANPOWER DEVELOPMENT
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Manpower development, now commonly known as human resource development, is an ongoing process that analyzes, forecasts, and projects an organization’s future manpower requirements. In other words, manpower development focuses on issues such as whether the organization is prepared to compensate for the loss of experience from retiring employees and whether employees are adequately prepared to implement organizational change with their skills.
In human resource development, learning, and training for individuals and organizations, according to John P. Wilson, development refers to an individual’s improved status obtained via learning.
In Foundations of Human Resource Development, Richard A. Sawson and Elwood F. Holton define human resource development (a more contemporary term for manpower development) as a process that helps create human competence through personnel development with the goal of boosting performance.
Individuals that comprise an organization’s workforce are referred to as manpower development. Manpower development, often known as Human Resource development, is the organizational function entrusted with implementing plans and policies pertaining to the management of persons.
Purpose and Function of Human Resource Development
Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce with the organizations ongoing and future business plans and requirements in order to maximize return on investment and ensure future survival and success.
Strategies for Human Resource Development
Human Capital Strategy
Human capital is the stock of competencies, knowledge, and personality attitudes embodied in the ability to perform labor so as to produce economic value. It is the attributes acquired by a worker through education and experience. Many early economic theories refer to human capital simply as workforce, one of three factors of production, and consider it a fungible resource.
The acquisition of such talents, by the maintenance of the acquirer during his education, study, or apprenticeship, always costs a real expense, which is a capital fixed and realized as it were in his person. The improved dexterity of a workman may be viewed as a machine or instrument of trade that facilitates and abridges lab work.
Therefore, Smith maintained that the productive capacities of labor are contingent on the division of labor.
The term human capital was not used due to its negative connotations until it was introduced by Arthur Cecil Pigou.
Human capital is the set of skills an employee acquires on the job, through training and experience, and which increase that employee’s market value. Human capital is the abilities and skills of any individual, especially those acquired through investments in education and training that increase potential income earnings.
The concept of human capital can be interpreted in a number of ways. One interpretation is to view the person as an asset, a resource that belongs to the organization and from which we can demand all of its capacity and commitment. A more appropriate definition is that human capital is a treasure that a company or institution possesses with regard to the qualifications of the personnel that works there. Thus, human capital represents the value that each employee brings to the organization.
Educational Approach to Human Capital Formation
Manpower development is the building and enhancement of human resources through formal education and training. It is therefore a prerequisite for national development. Realizing the importance of manpower development, African countries have expended a significant portion of their meager resources in planning, development, and utilization of human resources. Consequently, the magnitude of the issue makes this research significant.
Along with manpower development comes manpower planning and the mobilization of human resource to achieve desired outcomes. This entails the number of people to be educated and trained within a given time frame for specific job performance. From the point of manpower policy formulation to its implementation, there are serious flaws to be considered.
Universities produce the technical and professional manpower needed to promote and control all aspects of development. Universities in Africa, like University of Benin faculty on the projection of their manpower surveys. However, there are doubts as to whether a university’s development plan should be set exclusively by the government’s estimates of manpower requirements. Higher education in Nigeria is viewed as the primary basis for high level manpower development.
This includes the acquisition of desirable knowledge, skills, habits, and values for productive living in the society. It equips the members of any human group with the capabilities of personal survival in and contributing to other group survival in the wider world (Alade, 2006). The preceding explains that the end and purposes of education include acquiring a suitable appreciation of our cultural heritage and living a more fulfilling life.
Thus, education restores humanity’s humanity. This explains why nations have expended a great deal of resources on education. Education in general and higher education in particular are fundamental to the construction of a knowledge, economy, and society in all nations (Okebukola, 2000). However, the potential of higher education systems in developing countries to fulfill these objectives is limited (Obi, 2003).
Education is often associated with schooling, and schooling improves productivity, health, and reduces negative aspects of life such as child labor, as well as bringing about employment. Therefore, there has been a lot of emphasis in recent years for all citizens of the world to have access to basic education (Babalola & Okediran, 1997).
ASSESSMENT OF THE UNIVERSITY OF UYO’S CONTRIBUTIONS TO HIGHER EDUCATION AND MANPOWER DEVELOPMENT
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