Olateru Harps on need of Funding Manpower Development in the 21st Century

The Nigerian Aviation industry is said to have witnessed exponential growth over the years notwithstanding the myriad of challenges confronting Nigeria’s airports development. It is on this premise that the League Of Airport And Aviation Correspondents (LAAC), organised its 27th Annual Conference At Providence Hotel, Ikeja, Lagos on July 27, 2023 with the theme: ‘Nigeria’s Aviation Industry: Changing Times, Changing Strategies,’ for industry stakeholders to brainstorm on way forward. Consequently, Akin Olateru, DG/CEO Nigeria Safety Investigation Bureau (NSIB) made a presentation on the topic: Funding Manpower Development in the 21st Century, writes Editor Gentechnews, Tony Nwakaegho.

Excerpts of presentation on Funding Manpower Development in the 21st Century by Akin Olateru, DG/CEO Nigeria Safety Investigation Bureau (NSIB) at the League of Airport and Aviation Correspondents (LAAC), 27th Annual Conference held in Lagos.

Introduction

• Manpower development encompasses the process of nurturing and enhancing the skills, knowledge, and capabilities of employees.
• It involves training, upskilling, reskilling, and creating a learning culture within the organization.
• Effective manpower development is crucial for organizations to carry out an effective succession plan, adapt to technological advancements and remain competitive in the global market.
• In the 21st century, knowledge and skills are the currency of success

Challenges…

• Lack of a clear vision to drive manpower development.
• Scarcity of resources no organization has enough of it to meet all its obligations equally. That is economics 101.
• Limited budget allocation for training and development.
• Lack of awareness about the long-term benefits of investing in human capital.
• Difficulty in quantifying the return on investment (ROI) for training initiatives.
• Balancing immediate operational needs with long-term development goals.
• Therefore, allocating resources for manpower development requires careful planning, prioritization, and a commitment to continuous improvement after a thorough and systematic gap analysis and needs assessment have been done.

GAP ANALYSIS & NEEDS ASSESSMENT

• In the dynamic landscape of aviation, it is essential that we stay ahead of the curve by identifying and addressing the gaps in our manpower development.
• By conducting a comprehensive gap analysis and need assessment, we can identify the strategies required to adequately fund and nurture the talent pool within our organizations.
• Today, i want to emphasize the importance of this approach and highlight its benefits.

IMPORTANCE OF GAP ANALYSIS & NEEDS ASSESSMENT

Firstly, conducting a thorough gap analysis enables us to identify the disparity between the current state of our workforce and the desired skill set needed to meet the challenges of the 21st century. This analysis should encompass both quantitative and qualitative aspects, taking into account factors such as the number of skilled personnel, expertise in emerging technologies, proficiency in regulatory compliance and the organization’s succession plan.

• Not all areas of manpower development require equal investment.
• Conducting a thorough and systematic gap analysis and needs assessment will help identify critical gaps and prioritize the areas that require immediate attention.
• This assessment can be done through surveys, performance evaluations, and discussions with employees and managers.
• By focusing our funding on the most pressing needs, we can maximize the impact of our investments.

NEED FOR A SUCCESSION PLAN

• The need for a succession plan cannot be over emphasized.
• Companies must go beyond mere regulatory compliance to putting in place a robust process that would chaperon an effective and non-chaotic change of leadership or ownership in the future.
• This would involve recognizing employees who merit career advancement and developing them to assume new roles within the company.

IMPORTANCE OF GAP ANALYSIS & NEEDS ASSESSMENT

• Once the gap analysis and need assessment are complete, we can develop strategies to bridge the identified gaps and adequately fund manpower development to meet both your succession plan and manpower development needs.
• Let me outline some key strategies to consider:

STRATEGIES FOR MANPOWER DEVELOPMENT

• Strategic alignment: the first step is to align our manpower development initiatives with the organization’s overall strategic objectives and succession plan. By doing so, we can ensure that our investments in training, skills development, and talent management directly contribute to the success and sustainability of the company. This alignment will also help secure support from senior leadership and facilitate budget allocation.
• Budget allocation: once the strategic alignment is established, we must allocate a dedicated budget for manpower development. This budget should be commensurate with the organization’s size, goals, and industry benchmarks. It is important to view this budget as an investment rather than an expense, as the returns in terms of employee productivity, engagement, and retention can be substantial.
• Learning and development programs: implementing robust learning and development programs is a cornerstone of manpower development.
• These programs can take various forms, such as workshops, online courses, coaching, mentoring, and conferences. Investing in diverse learning opportunities will empower employees to acquire new skills, stay abreast of industry trends, and enhance their overall effectiveness. Moreover, leveraging technology for e-learning platforms can provide cost-effective solutions while reaching a wider audience.
• Talent management and succession planning: in addition to developing current employees, it is important to invest in talent management and succession planning.
• Identifying high-potential individuals within the organization and providing them with targeted development opportunities will not only fuel their growth but also ensure a pipeline of capable leaders for the future.
• This proactive approach to manpower development safeguards the organization against potential talent shortages and strengthens its resilience.
• Collaboration with external partners: sometimes, funding manpower development may require collaboration with external partners, such as educational institutions, training providers, or industry associations within and outside the country like IATA, ACI, ICAO, NCAT. NITT, AAAU and other NCAA approved aviation training providers.
• By forging strategic alliances, organizations can access specialized knowledge, resources, and funding opportunities that might otherwise be challenging to obtain.
• These partnerships can also facilitate the exchange of best practices and innovative ideas.
• Measuring ROI: lastly, it is essential to measure the return on investment (ROI) of our manpower development initiatives.
• By establishing key performance indicators (kPIs) and regularly assessing their impact, we can justify the allocation of funds, fine-tune our strategies, and demonstrate the value of our investments to stakeholders. Some kpis we may use are:
• Employee engagement and satisfaction levels.
• Skill acquisition and proficiency levels.
• Reduced employee turnover rates.
• Improved productivity and quality of work.
• Enhanced innovation and adaptability.

BENEFITS

• Now let’s see some of the benefits of funding a systematic and succession plan led manpower development
• Leadership pipeline: funding manpower development programs will allow you to identify and groom high-potential employees for future leadership roles in your organizations.
• By providing training and development opportunities, you would be creating a pipeline of capable individuals who are well-prepared to step into key positions when vacancies arise.
• This reduces the risk of leadership gaps and ensures a smooth transition during succession planning.
• Succession preparedness: by investing in manpower development, you are proactively preparing for future leadership needs.
• Succession preparedness would help you identify and address skill gaps and development areas in advance, ensuring that potential successors are ready to assume their roles when the time comes.
• This proactive approach minimizes disruptions and enables a smoother transition during succession planning, reducing the risk of leadership vacuums and maintaining business continuity.
• Knowledge transfer: funding manpower development initiatives to facilitate the transfer of critical knowledge and skills from experienced employees to the next generation of leaders is of vital importance.
• Investing in mentorship programs, job rotations, and skill-building workshops, you can ensure that valuable expertise is passed down, preserving institutional knowledge and preventing knowledge gaps when senior employees retire or move on.
• Talent retention: by investing in manpower development, you will be nurturing and developing your existing employees, this will enhance job satisfaction and promote employee loyalty.
• When your employees see a clear path for their growth and advancement within the organization, they are more likely to stay with you, thereby reducing turnover and ensuring a stable talent pool for succession planning.
• Adaptability and flexibility: when you invest in manpower development, you are better equipped to adapt to changing market conditions and industry trends. By fostering a culture of continuous learning and skill development, your employees become more versatile and capable of taking on new challenges.
• This flexibility ensures that your organization remains agile and resilient, even in the face of unforeseen circumstances, and enables a smoother transition during succession planning.
• Increased productivity and performance: well-trained and developed employees are more likely to be productive, engaged, and motivated.
• Funding manpower development programs provide individuals with the necessary skills and knowledge to perform their roles effectively, leading to improved job performance, higher productivity levels, and better overall business outcomes.
• This increased performance carries over into the succession planning process, ensuring a seamless transition of responsibilities.
• Enhanced safety and compliance: In aviation, safety is paramount. By investing in manpower development, employees can receive specialized training in safety procedures and regulatory compliance.
• This will help minimize the risk of accidents, incidents, and ensure adherence to international safety standards.
• Increased innovation: A well-trained workforce is more likely to generate innovative ideas and solutions. Investing in manpower development can foster a culture of creativity and problem-solving, leading to better processes and services within the aviation company.

CONCLUSION

• In conclusion, funding manpower development in the 21st century is not just an expense, but a strategic investment in the success of our organizations.
• By doing a thorough and systematic Gap Analysis and Needs Assessment based on a clear vision of where we are going as an organization, we are able to align our initiatives with strategic objectives, allocate dedicated budgets, prioritize needs, and implement comprehensive development programs, we can unlock the potential of our workforce and foster a culture of continuous learning and growth.
• Remember, our people are the heart of our organizations, and investing in their development will undoubtedly lead us to a prosperous future.
• Thank you so much once again for this opportunity, and I trust we will have a stimulating and fruitful discussion on this very important topic

 

• AKIN OLATERU MSc. FCILT.FRAES.FNSE is the DG/CEO, Nigeria Safety Investigation Bureau (NSIB)