CHAPTER ONE

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Information and communication technology has been described to encompass all those technologies
that enable the handling of information and facilitate different forms of information among human actors;
between human beings and electronic systems, and among electronic systems (Okorie, 2008, p.30). ICTs are
technological equipment and methods used in handling information. They cover both old and new
technologies such as typewriters, handsets, computers and other telecommunication and electronic facilities.
Information and Communications Technologies (ICTs) also include technologies in which the
computer plays a central role, such as Computer Assisted Language Learning (CALL), the Internet, and a
variety of generic computer applications. Manpower development is partly determined by the ability to
establish a synergistic interaction between technological innovation and human values. Nwagwu (2006)
asserted that the rapid rate at which ICTs have evolved since the mid 20 th century as well as the convergence
and pervasiveness of ICTs, give them a strong role in manpower development and globalization. ICTs have
a significant impact on all areas of human activity, particularly the technological development of any
country (be it advanced or developing) (Rainer and Turban, 2008).
Manpower is the critical element in the development of any nation. Manpower refers to human
power supplied by physical and or mental work of people rather than machines. Also, it refers to power in
terms of number of people needed or available in a particular country for social and economic development.
Natural and material resources are harnessed by manpower in order to develop the economy of the nation.
Capital alone cannot move itself except with the involvement of manpower. To manage men, money,
materials and machines, labour force requires continual study, high performance and righteous self-
discipline. Managers must be in a continual state of education and training throughout their working lives. A
man who ceases to embrace new knowledge begins to be a wasting asset to himself, his employer and the
community (Okotoni and Erero, 2005).
A nation’s output of goods and service and its capacity to raise living standards of its people are
dependent on its resources and the state of technological knowledge regarding how to utilize them. Perhaps,
that is why World Bank (2003) is advocating the adoption of knowledge-based economy where the use of
ideas rather physical abilities and the application of technology rather the transformation of raw materials or
the exploitation of cheap labour will be in vogue.
Development of manpower is undertaken through formal and non-formal education in order to make
workers useful to themselves and the group they are working for (Okotoni and Erero, 2005). The emerging
challenge of developing organizational cultures not only support the acquisition, sharing and management of
the knowledge that currently resides in individuals in an organization, but also the creation and application
of new knowledge for improving business practices and processes (Wadi and Sonia, 2004). Meanwhile,
manpower development or human resources development refers to the improvement in knowledge, skill,
attitude and endowment of labour force so as to bring about sustained economic growth.
In the past, much emphasis was laid on capital and material resources development. However, it has
now been recognized that access to capital and material resources can only be achieved if manpower is
adequately developed. Besides, it has also been realized that human beings are the active agents used in
accumulating capital, tapping natural resources, building social, economic and political organization, and for
national development. In view of the recent trend in information and communication technology and free
market economy, the nature of manpower development programme being provided has also changed. There
is the need to prepare workers to compete in knowledge economy which requires a new mode of education
and training, a mode of lifelong learning that encompasses learning throughout the life cycle of an
individual. It includes formal, non-formal and informal education and training.
Manpower development in the 21st century and beyond, demands that human resources should be
capable of effectively handling ICT for the purpose of developing themselves to radically obtain and
manipulate information for productivity and development. Presently the use of ICT to produce, manipulate,
store and disseminate information has profound effects on our modern society all over the world and will
continue to have and be sought after by those who have need for it. ICT is made possible by the combination
of computer and telecommunication accessories.
ICT provide activities which involve the creation, manipulation, dissemination and retrieval of
information that serve the best interest of manpower development. ICT revolution poses a number of
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challenges to manpower developers. These include among others, preparing manpower developers to cope
with the training of workers living in a world rapidly endowed with information, and preparing an enabling
environment in our institutions to adopt and utilize ICT to cope with their job specifications (Ukwungwu,
2003). Obviously ICT and its consequent information explosion are changing the traditional manpower
development processes. So, the researcher in this study sets to explore the role of ICT in manpower
development.
1.2 STATEMENT OF PROBLEM
Due to innovations and competitiveness associated with manpower training and development, it is
very important to keep employees abreast with developments and changes in the society. Since
independence, there has been increasing interest by many organizations in training and development. Many
organizations have developed good manpower training and development programmes, but this has not
always been easy to attain due to certain factors that impede the achievement of diverse objectives. All
organizations, be it political, religious or business have predetermined goals and objectives which they
intend to achieve and these are ends towards which the organizational activities are geared. And all
organizations strive to achieve their respective goals and purposes since this is the yardstick and standard for
accessing its success or failure.
The major determinant of any organization is the presence of capable men and women with the right
skill and knowledge to combine organizational goals and objectives. The manager and his subordinate must
be properly equipped in order to carry out this assignment and this skill can only be imported through
training and development of employees.
In Nigeria, there is a shortage of skilled manpower as well as a surplus of semi-skilled labour and the
major challenge facing the Nigerian manager is to help develop the skills of the nation’s existing manpower
and at the same time device means and ways of utilizing the surplus manpower. Both the private and public
sectors of the economy are besieged by the problem of inefficiency, low capacity utilization and other
symptoms of poor job performance. These problems can be avoided and slowed by early identification of
adequate training techniques (e.g. using ICTs) and programmes for different levels of managers, supervisors
and operatives.
Records show that many organisations are not making enough effort to train and develop their
employees. Some informed authorities blame this lack of interest in manpower development on the fact that
some of the beneficiaries do not always work towards increasing their productivity. Another school of
thought blames it on poor funding for planning and executing development programme for staff. The task of
this research is to investigate the impact of ICT on manpower development, using the Institute of
Management and Technology, Enugu as the case study.
1.3 OBJECTIVES OF THE STUDY
This research is set to achieve the following objectives:
1. To know whether workers at the Institute of Management and Technology, Enugu are trained on the
use of ICT in their areas of jobs.
2. To determine the utilization of ICT in the work force for effective service delivery at the Institute of
Management and Technology, Enugu.
3. To determine whether ICT is used in evaluation of workers efficiency at the Institute of Management
and Technology, Enugu.
4. To know the level of use of ICTs in organisations activities in Institute of Management and
Technology, Enugu.
1.4 SIGNIFICANCE OF THE STUDY
This study will be of great relevance to managers of organisation and employees as well. The
challenges the managers face in Nigeria today demand that managers should no longer sit and watch but
must act to ensure that the wind of change does not blow away their organization. This study is aimed at
encouraging management to venture into training and development programmes especially with the use of
ICTs. The study would help management to reduce and appreciate the need for having a well trained
workforce in order to achieve organizational objectives. It would help to improve the efficiency of the
managerial employee and ensure their personal confidence on the job.
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The findings of this study will enable employees to see the need to be knowledgeable in the area of
ICT use in their jobs, and thereby strive to acquire ICT knowledge as to remain relevance in the labour
force.
1.5 RESEARCH QUESTIONS
The research questions for this study are:
1. Are workers at the Institute of Management and Technology, Enugu trained on the use of ICT in
their areas of jobs?
2. Is ICT utilised in the work force for effective service delivery at the Institute of Management and
Technology, Enugu?
3. Is ICT used in evaluation of workers efficiency at the Institute of Management and Technology,
Enugu?
4. To what extent is ICTs used in organisations activities at the Institute of Management and
Technology, Enugu?
1.6 RESEARCH HYPOTHESES
The hypotheses for this study are:
Hypothesis One
H1 Workers at the Institute of Management and Technology, Enugu are trained on the use of ICT in their
areas of jobs.
Ho Workers at the Institute of Management and Technology, Enugu are not trained on the use of ICT in their
areas of jobs.
Hypothesis Two
H2 ICT is utilised in the work force for effective service delivery at the Institute of Management and
Technology, Enugu.
Ho ICT is not utilised in the work force for effective service delivery at the Institute of Management and
Technology, Enugu.
Hypothesis Three
H3 ICT is used in evaluation of workers efficiency at the Institute of Management and Technology, Enugu.
Ho ICT is not used in evaluation of workers efficiency at the Institute of Management and Technology,
Enugu.
Hypothesis Four
H4 ICTs is significantly used in organisations activities at the Institute of Management and Technology,
Enugu.
Ho ICTs is not used significantly in organisations activities at the Institute of Management and Technology,
Enugu.
1.7 THEORETICAL FRAMEWORK
The theoretical framework on which this study is anchored on is the Technological Determinism
theory.
Technological determinism is a reductionist theory that presumes that a society’s technology derives
the development of its social structure and cultural values. The term is believed to be carried by Thorsten
Veblen, an American sociologist. The technological determinist’s view is a technology led theory of change.
Technology is seen as the “prime mover” in history. In the view of technology determinists, particular
technological developments, communications technologies of media, or most broadly, technology in general
are the sole or prime antecedent causes of changes in society, and technology is seen as the fundamental
condition underlying the pattern of social organization (Chandler, 2001).
Most interpretations of technological determinism share two general ideas:
1. That the development of technology itself follows a predictable, traceable path largely beyond
cultural or political influence and
2. That technology in turn has “effects” on societies that are inherent, rather that society conditioned or
produced because that society organizes itself to support and further develop a technology once it
has been introduced.
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Strict adherents to technological determinism do not believe the influence of technology differs
based on how much a technology is or can be used instead of considering technology as part of a larger
spectrum of human activity (A Study on Technological Determinism, 2003). Technological determinism is
an approach that identifies technology, or technological advances, as the central causal element in the
process of social change. As a technology is stabilized, its design tends to dictate users’ behaviour ignores
the social and cultural circumstances in which the technology was developed.
Rather than acknowledging that a society or culture interacts with and even shapes the technologies
that “the uses made of technology are determined by the structure of the technology itself, that is, its
function follow from its form”.
According to Chandler (2001), technological determinists interpret technology in general and
communications in particular as the basis of society in the past, present and even the future. They say that
technologies such as writing or print or television or the computer “changed society”. In its most extreme
form, the entire form of society is seen as being determined by technology. New technologies transform
society at every level, including institutions, social interactions and individuals. At the least, a wide range of
social and cultural phenomena are seen as shaped by technology.
The printing press, the computer, and television are not therefore simply machines which convey
information. They are metaphors through which we conceptualize reality in one way or another. They will
classify the world for us, sequence it, frame it, enlarge it, reduce it, and argue a case for what it is like.
Through these media metaphors, we do not see the world as it is.
In view of the foregoing, it can be discovered that manpower can be developed and the structure
improved with the introduction, adoption and use of information and communication technology as a tool
for the change needed to conform organisations to global standard and best practice.
1.8 SCOPE OF THE STUDY
This study centres on the capability of ICT in developing manpower. The work force at the Institute
of Management and Technology, Enugu is the study characteristics from which this phenomenon will be
ascertained.
1.9 LIMITATIONS OF THE STUDY
The limitations of this study are majorly finance and time. Finance poses as a constraint to this study.
Money was used to access most materials relevant for the completion of this study. Also, for browsing the
internet, it required a whole lot of money before one can reasonably get valid information. The scope of this
study could have been extended to other areas, but was constrained by finance.
Time was another limiting factor on this study. The time frame for the completion and submission of
this study was not sufficient enough to carry out the study more effectively and efficiently. Moreover, the
researcher combined this study with other academic activities and could not give full concentration and
attention to it.
1.10 DEFINITION OF TERMS
The key terms in this study were defined conceptually and operationally.
Conceptual Definition
I. Role: This is the function or position of something.
II. ICT: This is an electronic technology for collecting, storing, processing and communicating
information in various forms.
III. Manpower Development: Manpower development is the improvement in knowledge, skill,
attitude and endowment of labour force so as to bring about sustained economic growth.
Operational Definition
I. Role: This is the function and position of ICT in improving the work force at the Institute of
Management and Technology, Enugu.
II. ICT: This is an electronic technology for collecting, storing, processing and communicating
information in various forms used to improve the work force at the Institute of Management and
Technology, Enugu.
III. Manpower Development: Manpower development is the improvement in knowledge, skill,
attitude and endowment of labour force at the Institute of Management and Technology, Enugu
so as to bring about sustained growth.
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CHAPTER TWO
LITERATURE REVIEW
2.1 SOURCES OF LITERATURE
The researcher, at the course of this study will engage in a wide range consultation of different
materials drawn from primary and secondary sources. The primary sources will be used to generate first-
hand and direct information and data from the research respondents. The primary sources of literature will
include discussion, observation, face-to-face interview, and the questionnaire.
The secondary source of literature was used to generate data from previous studies and related
literatures in the area under study. The secondary sources of literatures include unpublished and published
books and articles, journals, newspapers, magazines and an extensive internet browsing.
2.2 LITERATURE REVIEW
2.2.1 GENERAL PERSPECTIVE OF THE SIGNIFICANCE AND ROLE OF ICT
Development and implementation of Information Communication Technology (ICT) in the last
couple of decades has initiated society transformation from industrial to information and from information to
the knowledge based society. This process requires a capability of quality information management
respectively management of knowledge bearer of which is a human. A process of acquiring knowledge is
ensured through the education process. However, traditional education approach can not satisfy company’s
demands in permanently changing surroundings. Implementation of ICT facilitates business processes
execution but it also represents strategic guideline in education process and thereby development process as
well.
Quality ICT implementation which results with good business achievement is conditioned by
organizational goals and strategy and determinate by organization itself and its needs, as well as by
organizational culture. ICT users ought to understand its concept which requires understanding of each
information component, goals that should be acquired by applying specific technology, possible impact of a
new technology etc. The business system’s Information System should automate business processes
including the categorization, binding, personalization and preservation of information, which is significantly
longer process in manual data processing. Besides, it should also ensure in time accessibility of information
required for business decision-making. Since human brain can absorb and at the same time process only a
limited quantity of information, there is a need for IS that will rationally support the processes of managing
the information and knowledge in organization (Sally, 2008).
In accordance with recent business environment and permanent changes, Information System should
provide in time information based on a dynamic, instead of deterministic categories. These information are
provided by early alert systems which signalize possible threats and opportunities, evaluate possible
consequences and diagnose causes. Information System should unite all signals in order to undertake all
necessary analyses by diagnosing causes and offer possible solutions. These processes imply its prognostic
features.
Management Information System (MIS) as a part of an Information System stands for an integrated
system which purpose is to form managerial information in order to support business operations and make
the managerial decisions and it is supported by information technology. MIS enables performing analyses,
planning and control by using different software tools, models and already formed data warehouses. It
include IS for controlling, informing and managing business in general. Such an Information System enable
accessibility of structured data but, primarily, their purpose is to support decision making: and ad-hoc
decision-making support.
Databases have become basic mode of saving data, primary to other storing models, primarily due to
possibilities of efficient managing permanent data as well as fast and successful approach to huge data
quantities. They enable application and combination of different software tools for approaching data from
the same base as well as different insights into the same base in conformity with user’s and applicative needs
in order to present solely those information authorized to a certain user (Tomljenović, Ribarić and Vinković,
2006). MIS connects all organization levels by insuring to management adequate information regarding the
execution system, organization environment and also all management sub-functions such as planning,
controlling, organizing and managing the human potentials.
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2.2.2 CONCEPT OF ICT AND MANPOWER DEVELOPMENT

Information is defined as facts or details that tell you something about a situation, person or events,
while communication is the process of exchanging information. Communication can also be defined as ways
of sending information especially radio, telephone or computers. Technology on the other hand is the use of
scientific and industrial methods for the improvement of production. ICT is an umbrella term for acquiring,
processing, storing and dissemination of information either in textual, vocal, numerical, graphical etc form,
using computer and telecommunication. Here the relevance of telecommunication which include radio,
telephone, television and of course computer cannot be underestimated. ICT is a relatively new field that
combines the technology of the computer with that of communication. It is the gathering, recording,
processing, storage and dissemination of information. This means that ICT gathers information, processes
the information, stores the information and can easily retrieve the information for further use. It is also used
for communication and dissemination of information (Gusen, 2000).
Computer occupies a vital position in the Information and Communication Technology (ICT). So, as
computer and telecommunication go hand in hand in ICT, the origin can be traced to the time computer
came into existence. The first ever commercial computer was evolved in 1940s after many years of research.
It was a huge machine which occupied large space and consumed lots of energy. It was very expensive to
build and of course maintain. The development of transistor and introduction of integrated circuit 1C helped
in reducing the size and increase the efficiency of the computer.
ICT came into being in late 1970s. This refers to the modem electronic technology used to handle
information. It involves the computing and telecommunication technologies with part of consumer
electronics and broadcasting. According to Gilbert in Etesike (2003), the telecommunication field is perhaps
the most rapidly evolving of all disciplines. In the past decade, the use of micro processors, fiber optics and
satellite has dramatically changed the structure of the telecommunication industry, the product offering for
vendors and the facilities provided by common carriers.
Manpower may refer to human resources or latent force which is inherent in a person. When such
resources or inherent power is developed through education, training and health, individual would be in a
better position to make contribution to the group and or the society he or she belongs. Furthermore,
manpower means the power of human physical strength. Also, it refers to power in terms of the workers
available to a particular group or required for a particular task in any organization, be it educational, service
or industrial organization. In economic terms, it means the labour force in a nation, including both men and
women. If there are more people than available jobs, it is called manpower surplus; if available people are
fewer than jobs, it becomes manpower deficit.
Development of manpower is undertaken through formal and non-formal education in order to make
workers useful to themselves and the group they are working for (Okotoni and Erero, 2005). The emerging
challenge of developing organizational cultures not only support the acquisition, sharing and management of
the knowledge that currently resides in individuals in an organization, but also the creation and application
of new knowledge for improving business practices and processes.
Meanwhile, manpower development or human resources development refers to the improvement in
knowledge, skill, attitude and endowment of labour force so as to bring about sustained economic growth. In
the past, much emphasis was laid on capital and material resources development. However, it has now been
recognized that access to capital and material resources can only be achieved if manpower is adequately
developed. Besides, it has also been realized that human beings are the active agents used in accumulating
capital, tapping natural resources, building social, economic and political organization, and for national
development. In view of the recent trend in information and communication technology and free market
economy, the nature of manpower development programme being provided has also changed.
For instance, World Bank (2003) advocates the knowledge-based economy which relies primarily on
the use of ideas and application of technology. Thus, preparing workers to compete in knowledge economy
requires a new mode of education and training, a mode of lifelong learning that encompasses learning
throughout the life cycle of an individual. It includes formal, non formal and informal education and
training.
According to the World Bank (2003), a knowledge economy rests on four pillars:
(i) A supportive economic and institutional regime which can provide incentives for the efficient use of
existing and new knowledge.
 7

(ii) Educated and skilled population who can create, share, and use knowledge.
(iii) A dynamic information infrastructure which can facilitate the effective communication dissemination
and processing of information.
(iv) An efficient innovation system of firms, research centres, universities, consultants, and other
organizations who can tap the growing stock of global knowledge, assimilate and adapt it to local needs, and
create new technology.
With rapid global development in all aspects of human endeavours, the importance of information
and communication technology ICT is very useful in all aspects of human undertaking. No individual or
organisation gets information in isolation. Such information must be communicated to them through
interaction with others in the environment either human or material, (Etesike, 2003). With easy flow of
information, society would not have difficulties in educating its citizens, in business, industry, leisure, travel
and communication, etc.
The use of ICT to produce, manipulate, store and disseminate information is having profound effects
on modern society all over the world and will continue to have and be sought after by those who have need
for it. For any endeavour either in industry, business or education to thrive, it must be able to use the latest in
such area as provided by ICT network. With telephone, internet, e-mail etc, one can send or receive
information from any part of the world in a matter of minutes or seconds. ICT makes it possible to transact
bank business from one town or country to another in a twinkle of an eye (Akinrotohun, 2002).
Hence ICT is very vital especially in education where information and communication is a vital tool
through which reasonable and functional education is transmitted and acquired. Education is the acquisition
of knowledge and there is the slogan which says that "knowledge is power". So, for us to have power, we
must have knowledge, and we can only have knowledge when reasonable and sensible information is
communicated to us. ICT is the means through which we can achieve this; hence ICT is very important in
our manpower development.
2.2.3 BASIC CHARACTERISTICS OF HUMAN RESOURCES INFORMATION SYSTEM
Since contemporary business is inconceivable without a usage of computers in the field of processing
and transferring data, therefore quality Human Resources Information System is based on the achievements
of ICT. Application of ICT allows making business in real time, better connections between companies and
partners, networking and creation of virtual company, as well as fast access to needed information.
Information technology progress has brought significant changes in a manner of performing basic tasks,
working methods and techniques, organization of human resources management, as well as changes in a
form and content of document, reports and evidences in general. This resulted with significant time savings
which has leave space for other, more creative activities focused on creating quality employee base. This
base should contribute to acquiring and keeping competitive advantages with its own professional
development. Particular emphasis is on the importance of ICT for creation of employees’ portfolio.
Information System has to be harmonized with management needs on a strategic level, but also on
operative and tactic level. Data sources of human resources Information System can be divided in internal
sources (accounting register, personal register, organizational units register, etc.) and external sources (labor
market, employment office, chamber of commerce, crafter associations, statistic agencies, scientific and
educational institution etc.). Information that have to be encompassed by Information System in order to
maintain company strategy are certainly the same information required to define a plan of human resources
development that includes: information about work places structure and description of tasks based on
internal allocation of work, information about current and future qualification structure of employees, their
knowledge and skills in conformity with requirements of future work places and information required to
define modes and resources needed for creating new knowledge according to needs of new employees’
structure and new work places (Rainer and Turban, 2008).
Information of condition and movement of employees demand managing comprehensive and rational
human resources register. This includes information of recruiting, using and developing employees, their
wages, human resources costs, working time, pension assurance, training and specialization, innovation and
technical improvement propositions, etc. Human resources Information System can be divided in five basic
information subsystems, as follows: personal register, collective agreement system, personal costs system,
employees’ knowledge innovation system and system of human resources management in other fields.
Contemporary human resources management more firmly involves employees into
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company’s strategy and emphasizes creativity development and knowledge management. An

ICT development has its contribution to that, as well. Goals and assignments of Information System
development can be summarized as follows (Ribarić and Tomljenović, 2005):
 establishing unique human resources Information System for a company in general, as a part of an
integrated company’s Information System;
 providing freely information flow;
 informing employees and management about things that are important to them;
 ensuring employees’ rights and obligations and
 creating possibilities for employees’ specialization and promotion.
2.2.4 THE ROLE OF ICT IN HUMAN RESOURCES EDUCATION
Knowledge and skills usage improvement, as well as acquiring new one, is a component of
individual’s professional development process. Duration of acquired knowledge becomes shorter because of
usage of new technologies (such as ICT), thus lifelong learning and continuous education became an
imperative. New modes of adopting knowledge are developing. Education according to system learning by
doing and learning by working has special place in education of adults, both in formal and informal form of
education.
Increased productivity can be accomplished through an experience and innovation. Learning by
doing or experiential form of learning refers to learning according to capability of employees to improve
their productivity by repeating the same activities. Many think that this method is the best way for learning,
although in those systems where classic manner of teaching is dominated, it isn’t yet accepted in a
significant scale. This education method should be stimulated by managers and, according to that, should
take part in MIS. Learning by working represents a bridge that binds institutions which practice formal and
informal modes of teaching with real business systems (Sally, 2008). Those in favor of this educational
system believe that teaching is the most efficient when being practiced in situations most alike to those of
real business system. Education executed by principle of combining the time spent at work place and in
educational institution (few days in each surrounding) is very appropriate for engaging the prospective
employees in phase of their formal education – what management should certainly have in mind.
Observational learning (also known as: vicarious learning, social learning or modeling, or monkey
see - monkey do learning) processes through observing and imitating others behavior. Observational learning
is a part of social learning theory. This method is particularly adequate when there is a need for simpler
competencies (Harison and Leitch, 2005). Changes in company’s environment reflected in development of a
society and technology have enforced new way of comprehending the competitive advantages based upon
knowledge.
Answer to newly developed situation enforced by economy of knowledge is reflected in forming “a
learning organization”. Learning organizations represents a concept in which all company’s members
permanently, individually and collectively increase own capacities due to acquiring their own goals aligned
with goals and vision of a company. Learning organization is a part of an organization development process
and it arises as a necessary consequence of continuant environmental changes. Organizational development
represents an activity mix of continuant improvement of all organizational levels, supported by modern
technology and interdisciplinary approaches.
Organizational development theory represent thesis that organizations are changing tending to
increase their efficiency, which requires open communication, stronger team work, that is, cooperation.
Summarized individual learning in organization creates synergic effect that leads to organizational learning.
It is perceived that learning has great impact on organization’s flexibility and adaptability in conditions of
stochastic environment; therefore organizational learning became the focus of many observations. Learning
can be defined as a process of collecting information and acquiring knowledge and skills that result in
experience. This leads to behavior and acting changes, in the end. Acquired knowledge sublimates all stored
and processed information which are basis for developing new skills and attitudes required for efficient
goals fulfillment (Rainer and Turban, 2008).
Companies which apply a concept of learning organization are developed and transformed thanks to
constant learning, respectively acquiring knowledge, capabilities and initiatives of each employee. All of
these enable undertaking the appropriate actions within environment of constant and accelerated changes.
Requirements of management in learning organizations cause moves in requirements towards information,
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especially in comparison to intranet that is in this context observed as a tool in a process of organizational
learning. In learning process quite often are used modalities of virtual learning and distance learning which
is embraced by a term of “e-learning”. At the same time, e-learning considers an approach which facilitates
and improves learning process by applying ICT and that requires usage of computers, telecommunications
and Internet.
It is possible to distinguish four basic levels of e-learning (Harison and Leitch, 2005):
 Knowledge Databases – they themselves do not imply a learning process and are usually equipped with
software for their interactive search that enables their simple application in a process of acquiring
knowledge;
 Online Support – provides knowledge exchange between participants of acquiring knowledge process;
can be established as discussion forums, chat rooms (real time), emails and other modes of distributing
messages;
 Asynchronous Training – group of tools that enable acquiring knowledge by itself through approaches to
databases, discussion forums or direct approach to instructor, chat rooms and similar; can be based upon
Internet/Intranet approach or usage of CD or DVD memories for approaching knowledge;
 Synchronous Training – performs in real time with direct participation of mentor who directs realization
of individual activities and possibility of mutual communication between all participants; it is executed
in scheduled terms and can be performed through longer period (few weeks or months); it is based upon
Internet communication or audio-video conference.
ICT rationalize activities of human resources management (personal register, evaluation, information
about educational needs and modes, etc.). It also represents a tool that will help managers developing human
resources and implementing innovation, as well as initializing changes, since the human factor is a crucial
for successful business. Professional development of business system certainly has to follow professional
development of an individual. Proper approach to development by using IT considers also proper
methodology choice.
Implementation of ITIL (IT Infrastructure Library) as methodological approach is necessary
considering the synergic relationship between business system and belonging Information System. ITIL is a
compilation of practical advices for implementation and improvement of IT environment management, and
it encompasses instructions for IT services’ and information management (incidents, changes, capacity,
determination and management of service levels, security management, users’ backup etc.). Within “the best
practice” model, ITIL explains mode, principles and approach to defining all phases of life cycle in
Information Technology Management.
ITIL provides a systematic and professional approach to IT services’ management and provides a
wide specter of advantages to its users, as follows: lower costs; improved IT services by using proven the
best business processes; improved costumers’ satisfaction through more professional services’ approach;
standards and guidelines; improved productivity; improved using of skills and experiences; improved third-
part services delivery through ITIL or ISO 20000 as a standard for service supplying. Acquiring new
knowledge is a ground of a professional development and thereby new ICT provide also new modalities of
learning.
2.2.5 IMPORTANCE OF MANPOWER DEVELOPMENT IN NIGERIA ECONOMIC
DEVELOPMENT
The relevance of manpower development in Nigeria could be situated vis-à-vis economic
development. This is because manpower development captures the actual meaning of development in that it
is people centred. In addition, it involved the building of capacity and harnessing the state’s human resource
which constitute a sine-qua-non for development. Human resources constitute the ultimate basis for wealth
of nations, capital and natural resources are passive factors of production, human beings are the active
agents who accumulate capital, exploit natural resources, build social, economic and political organizations
and carry forward national development. Clearly a country which is unable to develop the skills and
knowledge of its people and to utilize them effectively in the national economy will be unable to develop
anything else.
There is no doubt that a country which fails to adequately develop her manpower would be doing so
at the expense of her socio-economic and political stability, Omodia (2004) stressed the dysfunctional use of
the nation’s human resource among the youth in propelling political instability when he stated that: There
 10

has been situation in which the Nigerian youth especially, those of poor family background were used as
tools for disrupting the political democratic system through rigging, thuggery in addition to economic
mismanagement, personal ambition or selfishness among others, were the factors that terminate the first and
second republic.
Thus, the manpower development could help the youths in the development of self and in improving
the quality of their political participation. It has been argued that effective poverty alleviation scheme must
involve the development and utilization of local resource including human for solving local problems (Robb,
2002, Omodia, 2005). Thus, manpower development is central in solving the present problem of poverty in
Nigeria.
CHAPTER THREE
METHODOLOGY
3.1 RESEARCH METHOD
The researcher adopted the survey research method for this study. According to Nwodu (2006,
p.67) survey “is a research method, which focuses on a representative sample derived from the entire
population of study”. In this study, this research method will involve structuring and administering
questionnaire to the representative sample of the study. The questionnaire was used to further the overall
analysis of the findings of this study for validity.
This research method was chosen because the study characteristics of this study are humans. In
social science research, when studying humans, the survey research method is always used. In order to
generate data appropriately for this study, there must be a form of structured interview, which entails the use
of questionnaire. Questionnaire is used in survey method. This justifies the choice of the researcher in using
this method.
3.2 AREA OF STUDY
The researcher used Enugu metropolis as the area of study in this work. The residents of this area
were used to appraise the role of ICT in manpower development. This area was chosen because residents of
the area can reasonably provide information on the subject of the study.
3.3 POPULATION OF THE STUDY
Ogili (2005, p.53) observes that population “involves a group of persons or aggregate items, things
the researcher is interested in getting information from for the study”. Therefore, the population of this
study was drawn from the residents of Enugu Urban. According to the 2006 National Census Figure
released by the Nigerian Population Commission (NPC), the population figure of Enugu Urban is 722664.
However, to get the current population of Enugu metropolis, there will need to use the annual population
growth rate projection. According to Human Development Reports of the United Nations Development
Programme (UNDP), the average annual population growth rate of Nigeria is 2.6%. This will be used to
determine the population Enugu metropolis in 2021.2.59% of 722664 = 18716.9. Annual growth is 18717.
From 2006 to 2021 is a period of fifteen (15) years. 18717 x 15 = 280755. The population of Enugu
metropolis in 2021 according to the projection is 280755 + 722664 = 1003419. The population of study
therefore is 1003419.
3.4 RESEARCH SAMPLE
The sample of this study was derived from the research population using the Taro Yamane formula
stated as
n = N
1 + N (e)2
Where
n = sample size
N = Population
e = error margin
Therefore, the sample is;
n = 910554
1 + 910554 (0.05)2
n = 910554
1 + 910554 (0.0025)
 11

n. = 910554
1 + 2276.4
n = 910554
2277.4
n = 399.8
n = 400
Therefore the sample for the study is 400.
3.5 SAMPLING TECHNIQUE
The researcher adopted the simple random sampling technique to administer the questionnaire to the
respondents. According to Uwakwe (2006, p.18) in simple random sampling, ‘‘each element in the sample
has equal and independent chance of being selected in the sample’. This technique was chosen to enable the
categories of the respondents, which form the representative sample, equal chances of being selected. In the
area of study, the use of the simple random sampling technique will ensure that all the categories are given
equal chance of being selected to ensure proper and all encompassing generating of data.
3.6 INSTRUMENT OF DATA COLLECTION
The instrument of data collection in this study is the questionnaire. The questionnaire is a
structured one and is designed with close-ended and open-ended questions. The questionnaire is also
structured into two parts. The first part deals with the demographic details of respondents, while the second
part contains the question of the research. The questionnaire provided for the confidentiality of the
respondents. The questionnaire questions were drawn directly from the research questions of the study. This
is to enhance generating data that will be relevant for the analysis of the questions which in turn aid the
overall arriving at the attainment of the study objectives.
3.7 VALIDITY AND RELIABILITY OF INSTRUMENT
The instrument used is questionnaire. The validity and reliability of this instrument is guaranteed
because it is ideal for measuring the evaluation of the effectiveness of the technological determinism theory
and the knowledge gap theory in the uplifting of knowledge in higher institutions of learning. Validity is the
appropriateness of an instrument in measuring what it is intended to measure.
3.8 ADMINISTRATION OF THE INSTRUMENT
The administration of the instrument was done using the simple random technique. The instrument
was administered face-to-face and by hand to the respondents. They were also educated on some aspects of
the contents of the instrument which they did not get very clear. This administration of instrument was done
this way to ensure that all the copies of the questionnaire were returned. At the end of the administration, all
the copies of the questionnaire were returned.
3.9 METHOD OF DATA COLLECTION
The researcher in this study used both primary and secondary methods of data collection. The
primary method involved oral interview, observation, face- to- face conversation and discussion. The
secondary method involves sourcing materials from the internet, books, published and unpublished works,
newspapers, magazines and journals.
3.10 METHOD OF DATA ANALYSIS
The analysis of data in this study was done using table, percentage and frequency. The chi-square
goodness of fit was used to test the hypotheses. The chi-square formula is given as
X2 = fo – fe
fe
Where X2 ischi-square value
 = Summation
fo = Observed frequency
fe = Expected frequency
The chi-square formula is specifically used to test the hypotheses of a study. The responses from
the analysis of the research questions are normally used to form the figure for the analysis. Since the
hypothesis is a direct derivative from the research question, it normally takes it testing with the use of the
figures from the analysis of the research questions. The responses from a research question is what usually
form the “observed frequency (fo)”, while the total sample size is divided by the number of options in a
particular question forms the “expected frequency (fe)”.
 12

3.11 EXPECTED RESULTS

It is expected in this study that the residents of Enugu metropolis are exposed enough to give valid
information on the role of ICT in manpower development. It is also expected that the hypotheses in this
study will receive statistical support.
CHAPTER FOUR
PRESENTATION AND INTERPRETATION OF DATA
4.1 Data Presentation and Analysis
Data analysis is an explanation of factual information generated in the course of a study (Nwodu,
2006, p. 172). Also, according to Ikeagwu (1998, p. 220) data can be analyzed to “further the overall goal of
understanding social phenomena achieved through the processes of description, explanation and prediction”.
In the course of this study, the researcher administered four hundred (400) questionnaires,
presentation of the demographic analysis of the respondents.
Table 1: Sex Distribution of Respondents
Variables Frequency Percentage
Male 250 62.5%
Female 150 37.5%
Total 400 100%
Source: Field Survey 2022
The table indicates that 250 of the respondents representing 62.5% are male, while 150 of the
respondents representing 37.5% are female.
Table 2: Age Distribution of Respondents
Variables Frequency Percentage
18 – 27 120 30%
28 – 37 142 35.5%
38 – 47 104 26%
48 and Above 34 8.5%
Total 400 100%
Source: Field Survey 2022
The table indicates that 120 of the respondents representing 30% are between 18 and 27 years, 142 of
the respondents representing 35.5% of the respondents are between 28 and 37 years of age, 104 respondents,
representing 26% are between 38 and 47 years, while 34 of the respondents representing 8.5% of the
respondents are from 48 years and above.
Table 3: Marital Status of Respondents
Variables Frequency Percentage
Single 280 70%
Married 120 30%
Total 400 100%
Source: Field Survey 2022
The table indicates that 280 of the respondents representing 70% are single, while 100 of the
respondents representing 30% are married.
Table 4: Occupation of Respondents
Variables Frequency Percentage
Students 120 30%
Civil Servants 230 57.5%
Businessmen 50 12.5%
Total 400 100%
Source: Field Survey 2022
The table indicates that 120 of the respondents representing 30% are students; 230 of the respondents
representing 57.5% are civil servants, while 50 of the respondents representing 12.5% are business persons.
 13

Table 5: Education Qualification of Respondents

Variables Frequency Percentage
O’ level 50 12.5%
OND 80 20%
HND/Degree 170 42.5%
Masters 60 15%
Others 40 10%
Total 400 100%
Source: Field Survey 2022
The table indicates that 50 of the respondents representing 12.5% are O’level holders; 80 of the
respondents representing 20% are OND holder; 170 of the respondents representing 42.5% are either
HND/Degree holders; 60 of the respondents representing 15% are Masters holders, while 40 of the
respondents representing 10% are of other qualifications not included in the option.
Table 6: Are workers in Enugu metropolis trained on the use of ICT in their areas of jobs?

Variables Frequency Percentage

Yes 109 27.2%
No 291 72.8%
Total 400 100%
Source: Field Survey 2022
The table indicates that 109 of the respondents representing 27.2% said that workers in Enugu
metropolis are trained on the use of ICT in their areas of jobs, while 291 of the respondents,
representing72.8% said workers in Enugu metropolis are not trained on the use of ICT in their areas of jobs.
Table 7: Is ICT utilised in the work force for effective service delivery in Enugu metropolis?
Variables Frequency Percentage
Yes 98 24.5%
No 302 75.5%
Total 400 100%
Source: Field Survey 2022
The table indicates that 98 of the respondents representing 24.5% agreed that ICT is utilised in the
work force for effective service delivery in Enugu metropolis, while 302 of the respondents representing
75.5% said ICT is not utilised in the work force for effective service delivery in Enugu metropolis.
Table 8: Is ICT used in evaluation of workers efficiency in Enugu metropolis?
Variables Frequency Percentage
Agree 100 25%
Strongly agree 139 34.8%
Disagree 90 22.5%
Strongly disagree 71 17.7%
Total 400 100%
Source: Field Survey 2022
The table indicates that 100 of the total respondents agreed that ICT used in evaluation of workers
efficiency in Enugu metropolis, 139 of the respondents representing 34.8% strongly agreed; 90 of the
respondents representing 22.5% disagreed, while 71 of the respondents representing 17.7% strongly
disagreed.
Table 9: To what extent is ICTs used in organisations activities in Enugu metropolis?
Variables Frequency Percentage
High 102 25.5%
Low 298 74.5%
Total 400 100%
Source: Field Survey 2022
The table indicates that 102 of the total respondents said that extent is the use of ICTs in
organisations activities in Enugu metropolis is high, while 298 of the respondents representing 74.5% said
that the use of ICTs in organisations activities in Enugu metropolis is low.
 14

4.2 Test of Hypotheses

The testing of hypotheses was done using the Chi-square formula stated as:
X2 = Chi-square value
∑ = Summation
f0 = Observed frequency
fe= Expected frequency
Decision Rule: If the calculated chi-square value (X2) is greater than or equal to the table value at 0.05
degree of freedom, the alternative hypothesis is accepted, but if the calculated value is less than the table
value, the null hypothesis (H0) is accepted.
Hypothesis One
H1 Workers in Enugu metropolis are trained on the use of ICT in their areas of jobs.
Ho Workers in Enugu metropolis are not trained on the use of ICT in their areas of jobs.
Table 9: Test of Hypothesis One
Variables 0 E 0–E (0 – E)2 (0 – E)2
E
Yes 109 200 -91 8281 41.4
No 291 200 91 8281 41.1
Total 400 82.5
Source: Field Survey 2022
Df = K–1
Df = 2–1
Df = 1
Level of significance at 0.05 = 3.841
Decision: The table indicates that the calculated Chi-square value (82.5) is greater than the table value
(3.841). The alternative hypothesis (H I) is therefore accepted, proving that Workers in Enugu metropolis are
trained on the use of ICT in their areas of jobs.
Hypothesis Two
H2 ICT is utilised in the work force for effective service delivery in Enugu metropolis.
Ho ICT is not utilised in the work force for effective service delivery in Enugu metropolis.
Table 10: Test of Hypothesis Two
VARIABLES 0 E 0–E (0 – E)2 (0 – E)2
E
Yes 98 200 -102 10404 52
No 302 200 102 10404 52
Total 400 104
Source: Field Survey 2022
Df = K–1
Df = 2– 1
Df = 1
Level of significance at 0.05 = 3.841
Decision: Since the calculated Chi-square value (104) is greater than the table value (3.841), the alternative
hypothesis (H2) is accepted. It therefore holds that ICT is utilised in the work force for effective service
delivery in Enugu metropolis.
Hypothesis Three
H3 ICT is used in evaluation of workers efficiency in Enugu metropolis.
Ho ICT is not used in evaluation of workers efficiency in Enugu metropolis.
 15

Table 11: Test of hypothesis Three

Variables 0 E 0– E (0 – E)2 (0 – E)2
E
Agree 100 100 0 0 0
Strongly agree 139 100 39 1521 15.2
Disagree 90 100 10 100 1
Strongly disagree 71 100 -29 841 8.4
Total 400 24.6
Source: Field Survey 2022
Df = K–1
Df = 4–1
Df = 3
Level of Significance at 0.05 = 7.815
Decision: Since the calculated Chi-square value (24.6) is greater than the table value (7.815), the alternative
hypothesis (H4) is accepted. It therefore holds that ICT is used in evaluation of workers efficiency in Enugu
metropolis.
Hypothesis Four
H4 ICTs is significantly used in organisations activities in Enugu metropolis.

Ho ICTs is not used significantly in organisations activities in Enugu metropolis.

Table 10: Test of Hypothesis Four

VARIABLES 0 E 0–E (0 – E)2 (0 – E)2
E
Yes 102 200 -98 9604 48.02
No 298 200 -102 9604 48.02
Total 400 96.04
Source: Field Survey 2022
Df = K–1
Df = 2– 1
Df = 1
Level of significance at 0.05 = 3.841
Decision: Since the calculated Chi-square value (96.04) is greater than the table value (3.841), the
alternative hypothesis (H4) is accepted. It therefore holds that ICTs is significantly used in organisations
activities in Enugu metropolis.
4.3 Discussion of Results
In all, four hypotheses were tested for statistical support. The findings from the analysis of the
research questions and testing of the hypotheses support the notion that ICT is very crucial for manpower
development.
In hypothesis one, the central issue was on whether workers in Enugu metropolis are trained on the
use of ICT in their areas of jobs. In the analysis, the calculated Chi-square value (82.5) is greater than the
table value (3.841), giving credence to the alternative hypothesis. It therefore holds that workers in Enugu
metropolis are trained on the use of ICT in their areas of jobs.
In hypothesis two, the focus is whether ICT is utilised in the work force for effective service delivery
in Enugu metropolis. In the analysis, the calculated Chi-square value (104) is greater than the table value
(3.841), validating the alternative hypothesis. It therefore holds that ICT is utilised in the work force for
effective service delivery in Enugu metropolis.
The centre of hypothesis three is on whether ICT is used in evaluation of workers efficiency in
Enugu metropolis. The analysis shows that the calculated Chi-square value (24.6) is greater than the table
value (7.815), authenticating the alternative hypothesis. It therefore holds that ICT is used in evaluation of
workers efficiency in Enugu metropolis.
In hypothesis four, the central issue is on whether ICT is significantly used in organisations activities
in Enugu metropolis. In the analysis, the calculated Chi-square value (96.04) is greater than the table value
 16

(3.841), validating the alternative hypothesis. It therefore holds that ICTs is significantly used in
organisations activities in Enugu metropolis.
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
This study was undertaken to appraise the role of ICT in manpower development in Nigeria. It
generally looked at ICT and man power development. The work began with background to the study, which
basically explored man power development and how it can be enhanced with the use of ICT. This
background unraveled the problem of study. Research objectives, questions and hypothesis were formulated
to further the overall arrival at the solution to the problem of the study. The theoretical framework adopted
in the study is the technological determinism theory.
Survey method was used to conduct this study. Questionnaire was designed and distributed to the
respondents who are drawn from Enugu metropolis. The responses gotten were well analyzed, interpreted
and descriptively presented using the chi-square goodness of fit.
ICT is a very important element in modern day workforce preference. Successful and quality
productivity in the work force must be hinged on the platform of the use of ICT considerably in
development and improving the activities of workers in organisations.
5.2 Conclusion
This study uncovered some of the numerous benefits and challenges associated with the use of ICT
in man power. This study concludes that ICT has created opportunities for widespread electronic and timely
exchange of information in and outside organisations. Furthermore, not only are there technology barriers
that organizations need to overcome to develop man power, but there are also problems of employee
attitudes toward new technologies and resistance to change. The implication of the use of ICTs in man
power development might lead to an overall shrink in the number of work force in organisations. Before ICT
could be more effective in enhancing man power development and productivity in Nigeria, the constraints t
development should not be neglected if organisations must thrive or perhaps compete with its international
counterpart.
5.3 Recommendations
Based on the findings of this study, the following recommendations have been made:
I. Organizations should carryout workshops and trainings for employees in other to keep them up to date
on the new technologies.
II. Organisations should provide employees with sophisticated equipment and adequate provision of power
supply to enable them carry out their duties smoothly.
III. Effort should be made by organisations to apply ICT reasonably in developing their work place to enable
them compete with their international counterpart.
IV. Organisations should help train their IT personnel in order to compete, and catch up with the rapidly and
swiftly changes in new technologies and resistance to change.
 17

REFERENCES
Akinrotohun, O. F. (2002). Technology education for sustainable development in Nigeria: The way forward.
Proceedings of the 43rd Annual Conference of STAN and Inaugural Conference of CASTME Africa,
523-525.
Etesike, C. N. (2003). Information and Communication Technologies: Implications for Quality Education in
Nigerian Schools. A Paper Presented at the 3rd National Conference of School of Sciences, Federal
College of Education Eha-Amufu.
Gusen, J. N. (2000). Integration of information technology (IT) in the curriculum of NCE mathematics
education for nation building in Nigeria. In Ogbonna, B. B. O., Datol, I. G., Longdet, I.Y. and
Dangpe, A. K. D. (Eds). Science and technology education for national development. p.162.
Harison, T. L. and Leitch, C. M. (2005). Entrepreneurial learning: Researching the interface between
learning and entrepreneurial context. Entrepreneurship theory and practice. Baylor University.
Nwagwu, W. E. (2006). Integrating ICTs into the globalization of the poor developing countries.
Information Development 22 (3): 167-179.
Nwodu, L. C. (2006). Research in communication and other behavioural sciences – Principles, methods and
issues. Enugu: Rhyce Kerex Publishers.
Ogili, E. E. (2005).Project Writing: Research best practices. Enugu: Providence Press Nigeria.
Okorie, M. N. (2008). Information and communication technology. Enugu: Bezaleel Computers Ltd.
Okotoni, O. and Erero, J. (2005). Manpower training and development in the Nigerian public service.
AJPAM 16(1). Retrieved from http://www.unpanl.un.org/intradoc/groups/public
Omodia S. (2004). The Family as a Vehicle for sustainable democracy in Nigeria.
Omodia S. (2005) Poverty Alleviation in a deregulated Economy: A Challenges and
Rainer, K. J. and Turban, E. (2008). Introduction to information systems: Supporting and transforming
business (2nd ed). New York: Wiley.
Ribarić, E. A. and Tomljenović, L. (2005). Management of change: The role of information system. 16 th
International Conference on Information and Intelligent Systems, September 21-23, 2005, University
of Zagreb, Faculty of Organization and Informatics.
Robb C. M. (2002) Can the poor influence Policy? USA World Bank.
Sally, J. Z. (2008). Professional development: What works, eye on education. New York: Sage.
Tomljenović, L., Ribarić, A. E. and Vinković, A. K. (2006). Dynamic capabilities of SMEs: The role of
information technology, In ATDC 06, Proceedings of the 5th DAAAM International Conference,
Rijeka, June 2006.
Ukwungwu, J. O. (2003). Integrating ICT in curriculum for human resource development. A Paper
Presented at the National Conference of the Curriculum Organisation of Nigeria (CON) at University
of Port Harcourt, Choba, Port Harcourt, Rivers State, 25th to 28th November, 2003.
Uwakwe, O. (2006).Manual for writers and researchers. Enugu: Cecta Nigeria.
Wadi, A. and Sonia, G. (2004). Evolving role of ict in teaching, research and publishing. Nigeria Tribune,
Friday, 30 April, 30-31.
World Bank (2003). Lifelong learning in the global knowledge economy challenges for developing
countries. Washington D.C: The International Bank for Reconstruction/The World Bank.
 18

QUESTIONNAIRE
Department of Public Administration
School of Communication Arts
Institute of Management and Technology,
Enugu.

21 January 2022
Dear Respondents,
The researcher is a student of Public Administration Department, Institute of Management and
Technology, Enugu. The researcher is carrying out a research work on “The Role of ICT in Manpower
Development in Nigeria”, using Enugu metropolis as the focal area.
The researcher is soliciting your assistance towards this study by completing this questionnaire.
The researcher promises that all information supplied will be treated in confidence and used solely for
academic purpose.
Thanks for your Co-operation.
Yours faithfully,

NDUBUISI FRANCIS O.
IMT/PAD/N2019/6/042

INSTRUCTION: Tick the box close to your appropriate options and write on the dotted lines where
necessary.
SECTION A: PERSONAL DATA
1. Gender: Male Female
2. Age: 20-25 26-30 31and above
3. Occupation: Journalist Student Civil Servant Others (specify)
……………
4. Marital Status: Single Married
5. Educational Qualification: O’level NCE/ND HND/Degree MA/MSc
Others (specify).…………………..……………………
SECTION B: RESEARCH QUESTIONS
6. Do you know about Information Communication Technology?
Yes No
7. How do you rate the level of use of ICTs in organisations in Enugu metropolis?
High Low Moderate Can’t Say
 19

8. Do you think ICT can improve the productivity of people in organisations? Yes No

9. Do you agree that ICT is very relevant to man power development?

Yes No Can’t say
10. How can you rate the relevance of ICT to manpower development? High Low
11. Do you think workers in Enugu metropolis are trained on the use of ICT in their areas of jobs? Yes No
12. Do you agree that ICT is utilised in the work force for effective service delivery in Enugu metropolis?
Agree Disagree Strongly agree Strongly disagree
13. Do you agree that ICT is used in the evaluation of workers efficiency in Enugu metropolis? Agree
Disagree Strongly agree Strongly disagree
14. What can you suggest should be done by organisation in respect to using ICT to improve manpower
productivity in Enugu
metropolis? ................................................................................................................................................
...................................................................................................................................................................
...................................................................................................................................................................
......
 20

THE ROLE OF INFORMATION COMMUNICATION TECHNOLOGY (ICT) IN MANPOWER

DEVELOPMENT IN NIGERIA (A STUDY OF ENUGU METROPOLIS)

BY

EGUJI, AUGUSTINA TOOCHUKWU

IMT/MC/N2015/324

A RESEARCH PROJECT SUBMITTED TO THE

DEPARTMENT OF MASS COMMUNICATION,

SCHOOL OF COMMUNICATION ARTS,

INSTITUTE OF MANAGEMENT AND TECHNOLOGY, ENUGU

SEPTEMBER, 2017.

TITLE PAGE

THE ROLE OF INFORMATION COMMUNICATION TECHNOLOGY (ICT) IN MANPOWER

DEVELOPMENT IN NIGERIA (A STUDY OF ENUGU METROPOLIS)
 21

BY

EGUJI, AUGUSTINA TOOCHUKWU

IMT/MC/N2015/324

A RESEARCH PROJECT SUBMITTED TO THE DEPARTMENT OF MASS

COMMUNICATION, SCHOOL OF COMMUNICATION ARTS,

INSTITUTE OF MANAGEMENT AND TECHNOLOGY, ENUGU

SEPTEMBER, 2017.
APPROVAL PAGE
This is to certify that the project titled: “The Role of Information Communication Technology (ICT)
in Manpower Development in Nigeria: A Study of Enugu Metropolis”, has been read and approved as
original work submitted in partial fulfillment of the requirements for the award of National Diploma (ND) in
Mass Communication, Institute of Management and Technology (IMT), Enugu.

---------------------------- -----------------------
Mrs. Uwakwe C. C. Rev Sr Eucharia Okwumba
Project Supervisor Head of Department

Date: ----------------------- Date: ------------------

 22

……………………………
Mr. Elias Ugwu
Director, School of Communication Arts

------------------------------
External Examiner

Date: -----------------------
 23

DEDICATION
I dedicate this research work to the Almighty God who has been seeing me through in every
endeavour of my life and also to the love of my life EGUJI GRACE (BEST MOTHER IN THE WORLD).
ACKNOWLEDGEMENTS
I exclusively acknowledge the help of the Holy Spirit who is my Helper, my counsellor and my
advocate for his enablement in completing this work.
I sincerely appreciate the effort of my supervisor, Mr Uwakwe C. C., for giving me the guide and
necessary tutelage as to ensure that this work is completed. I am extremely grateful to some people whose
encouragement motivated me towards carrying out and completing his work. Notable among them is my
brother-in-law and his wife, Pst. And Mrs. Daniel Onuoha; my sweet mother, Mrs. Grace, all my brothers
and sisters, and all my friends, for their encouragements and support to me.
Finally, I will still be grateful to God Almighty for giving me good health throughout the period of
this work. To Him be the honour and glory forever. AMEN
TABLE OF CONTENT
Title page - - - - - - - - -
Approval page- - - - - - - -
Dedication - -- - - - - - - -
Acknowledgement - - - - - - -
Abstract - - - - - - - - -
Table of Contents - -- - - - - -
List of Tables - - - - - - - -
CHAPTER ONE: INTRODUCTION
1.1 Background of the study - - - - -
1.2 Statement of the Research Problem - - -
1.3 Objectives of the Study - - - - -
1.4 Significance of the Study - - - - -
1.5 Research Questions - - - - - -
1.6 Research Hypotheses - - - - -
1.7 Theoretical Framework - - - - -
1.8 Scope of the Study - - - - - -
1.9 Limitations of the Study -- - -
1.10 Definition of Key Terms (Conceptual and Operational)
CHAPTER TWO: LITERATURE REVIEW
2.1 Sources of Literature - - - - -
2.2 Review of Relevant Literature - - - -
2.3 Summary of Literature Review - - - -
CHAPTER THREE: METHODOLOGY
3.1 Research Method - - - - - -
3.2 Area of Study - - - - - - -
3.3 Population of the Study - - - - -
3.4 Research Sample - - - - - -
3.5 Sample Technique - - - - - -
3.6 Instrument of Data Collection- - - -
3.7 Validity and Reliability of Instrument - - - - -
3.8 Administration of Instrument
3.9 Method of Data Analysis - - - - -
3.10 Expected Results - - - - - -
CHAPTER FOUR: PRESENTATION AND INTERPRETATION OF FINDINGS
4.1 Data Presentation and Analysis - - - -
 24

4.2 Analysis of Research Questions/Hypotheses - -

4.3 Discussion of Results - - - - --
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary - - - - - -
5.2 Conclusion - - - - - -
5.3 Recommendation - - - - -
References - - - - - - -
Appendix - - - - - - -

ABSTRACT
This crux of this research study was on the role of information communication technology (ICT) in
manpower development in Nigeria, using Enugu metropolis as the focal area. The researcher adopted the
survey research method in carrying out this study. Questionnaire was structured and administered to the
sample of the study, which was drawn from the population using the Taro Yamane formula. A total of four
hundred (400) questionnaires were administered and used for the analysis. In all, four hypotheses were
tested using the Chi-square goodness of fit, for statistical support. From the analysis, it is discovered that
ICT is very useful for effective development of manpower in organisations. Part of the recommendations of
this study is that organizations should carryout workshops and trainings for employees in other to keep them
up to date on the new technologies. Also, they should provide employees with sophisticated equipment and
adequate provision of power supply to enable them carry out their duties smoothly.
.

THE ROLE OF INFORMATION COMMUNICATION TECHNOLOGY (ICT) IN MANPOWER

DEVELOPMENT IN NIGERIA (A STUDY OF IMT, ENUGU)
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