The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges. Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities. The research work undertake a survey of the manpower development policies and programmes of the Nigeria Railway corporation and fund that though there exists an established policy and programmes for employees development there policies and programmes are deficient in content and complementation. Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives in carrying out the research, oral interview and research questionnaire were used. The analysis of the questionnaire was done base on percentages. Allowing the greater or less than factor to influence the judgment either by modified the oral interview responses gotten. The work is divided into five chapters. The first chapter contains the statements of problem and purposes of the study three assumptions were made as forming basis for the study.

CHAPTER ONE: INTRODUCTION

1.0 INTRODUCTION
Contemporary thoughts on national development and growth emphasize the need for the training and retraining of the human resources and economic independence of the nations. The objectivity of this assertion becomes apparent when viewed against the background of the study. Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts. The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources. They lack the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.
Since Nigeria gained her independent in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.
Our inability to provide for the necessary manpower needs results in the inefficient and underutilization of the abundant economic resources. Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment. They fail to forces the desirability of continuous retaining and development of their organization consequently instead of growing the business rather fails and much capital wasted.

1.1 BACKGROUND OF THE STUDY
Commenting on the general poor development of the Nigeria workers, Mr. Harries observed that the Nigerian workers are under used under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organization and the nation at large.
Manpower development is a dynamic process, in other words, it is response to change in the beliefs, attitudes and behaviour of individual so that they can better adopt new techniques and challenges. In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness. The Nigeria railway corporation established a training policy for employee. In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which are the success of the programme. This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identify problem areas (where any) and making suggestions on ways of achieving greater success in their manpower development effort.

1.2 STATEMENT OF THE PROBLEM
After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization. The need for training and developing the employee not only arises the fact that he might not fit in the job posses the necessary skills influenced by changes in the field of science and technology necessitated the continuous improvement of worker’s skill and the skills he expected to have in order better fit into the new job depends is bridged by manpower training and development programmes in order incite better employee performance at work and increased productivity. Good development programmes have not always been easy to attain in organization because of the forces that impede against the achievement of their objectives. Some of the impeding forces include selections or recruitment problems, training procedure and inadequate facilities, government policy the economy and labour legislation. The crucial problems this research will address include:

1. The problem of inadequate manpower resources in the Nigeria railway corporation.
2. The lack of functional manpower development programmes.
3. The underutilization of available manpower resources.

A critical analysis of these problems will be done with a view to determining their cause and consequences on the corporation. The researcher will also make more contribution on ways of redressing the problems.

1.3 OBJECTIVES OF THE STUDY
The decision of research on this field of human development results from my interest in the areas of manpower planning and development as it occupies a strategic in the effective and efficient realization of organization’s goal.
Apart from giving the reader a general idea of what manpower training and development entails, this study is designed to examine and clarify the following issues:

1. To identify the manpower training and development programme of the Nigeria railway corporation.
2. To determine the impact of this programme on workers performance
3. To identify the problem which negatively affect the successful implementations of the programme and achievement of the desires result.
4. Make recommendation on ways of ensuring greater success in future.

1.4 RESEARCH QUESTIONS
The following research questions would be necessary to make this research a success.

1. Is there any programme of manpower training and development in Nigeria railway corporation Eastern Branch, Enugu?
2. Do Nigeria railway corporation Eastern branch Enugu attach importance to manpower development and training?
3. Has manpower development and training helped Nigeria Railway Corporation in meeting the problems or challenges of complex nature of modern business activities or get equipped to handle the increasing complexity in their managerial activities?
4. Is there any significant impact of manpower development and training in efficient management of Nigeria railway corporation Eastern Branch, Enugu?

1.5 SIGNIFICANT OF THE STUDY
We have noted earlier in this research the important role of manpower training and development in achieving organizational goal. We also noted the problem of lack of well-developed, special and dynamic organ management that will be capable of harnessing the development.
The significance of the study therefore in its potential in serving as a reference took for both individual organization and government policy makers who desire to eliminate all and avert obstacles associated with manpower planning.
It will also be if immense benefit particular in the organized and executors of manpower development and training programmes in the Nigeria railway corporation. This is because the clearly identified problem areas in the design and will also discuss various manpower development and training related issues and suggests ways that can be adopted to solve manpower training and development problems.

1.6 SCOPE OF THE STUDY
This research is concerned with the impact of the manpower development programme of the Nigeria railway corporation, Eastern division.
The N.R.C as we know is federal parastals, it has three divisions viz, the eastern, northern and southern division with headquarter at Lagos.
The focus in the eastern division of the corporation is no suggestion of a policy in the management policy of the organization rather it is supposed to provide a guide to the understanding of the entire organization division given the persuading circumstance.
Equally it is believed and hoped that much is not lost by limiting the study to the eastern division because given the centralization policy of the organization, every part is supposed to bear the same major characteristics element with the rest of the other divisions.

1.7 LIMITATION OF THE STUDY
In carrying out this research, some basic problems were encountered which to an extent influenced the debtnesses of the research primary among these problems include:
Lack of statistical data, contain information sought for are either totally unavailable or cannot be released to the public, despite all these short comings, much effort was indeed made to ensure that these problems does not outweigh the desire ability or need to carry out a sound research.

1.8 DEFINITION OF TERMS
To allow for better understanding of this research, it is considered necessary that some of the key terms used be defined or described.
Manpower: Manpower which is developed through human capital formation, means much more than population or labour force. Manpower in the economic sense is the managerial scientific engineering technical, craftsman and other skills which are employed on creating, designing, developing organizational managing and operating productivity series enterprises and economic institutions.
Development: after the employees has recruited selected and inducted, he or she must be developed to better fit into the job and the organization.
Again, that development would include both training to increase skill in performing a specific job and education to increase general knowledge and understanding of our total work environment.