The purpose of this study is to determining the organizational objective and plan for the planning period.
Secondary defines the manpower requirement for planning period because the success of any organization requires that even one perform at his optimum level this call is part of determing and meeting the specific need of each, which should be translated in training.
The objective of manpower and training development is to help yield operational result that will bring about meaningful changes in the output of an organization. The study of the input of manpower in the training development in the achievement of organizational goals in College of education, staff has moved to be useful and reasonable insight into the ideas, view and the feelings of the employees about the organization. Actually, the research work came up when an organization has a technologically change and experience a lot of competition. This informs the right choice of the research topic. In carrying out the research, various methods were adopted to achieve the desired goals
Title                                                                                      Page
Table of contents                                                               
CHAPTER ONE                                     
Background of the study                                                               
Statement of the study                                                         
Purpose of the study                                                             
Research Questions                                                              
Significance of the study                                                               
Scope of the study                                                                           
Definition of terms                                                                        
Manpower planning                                                               
Development and training                                                     
Types of training and manpower development programme   
On the job training                                                                       
Information presentation method                                           
The need for manpower planning and development               
Meaning of planning and evolutionary organization structure          

Research Design                                                                    
Sample and sampling Technique                                           
Collection of Data                                                                            
Method of Data Analysis                                                               
Presentation and Analysis of Data                                         
Decision rule                                                                          
Summary Conclusion and Recommendations     
Training is the factor that contributes to the success of any organization these factors include: capital, equipment, manpower etc. All these factor are important but the most significant factors is the human factor. Since it is the people that will put other rescues to work. It should be view as such by management by giving it due attention in order to achieve its organizational goals and objectives.
Training is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to improve its managerial an organization would embark upon to improve its managerial capacity.
Manpower development is important in any discussion of strategic human resources management.
Manpower planning aimed at ensuring that the right person is available for the right job at the right time. This involves formulating forward looking plan to ensure that the necessary human effort to become imperative to develop employee.
Training can be influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication, involvement and commitment necessary to compete effectively.
The human factor (manpower) is the main stay of the organization in order words, the success of an organization depend on the ability and expertise of those who operate it both at the managerial and lower levels of operation, such ability and expertise usually seems from the knowledge they possess and training relieved.
According to Harbinso   (2007) in Onuka A.O.U and Ajayi (2017) human being proposition applies to the organization, which hyphens that with daily increase and complexity in the organizational activities and the problem ensuring optimum productivity which fact is becoming challenge as well as imperative for the management of organization. Thus, training and development of staff on who the huge responsibility of furthering these goals rest, must take top priority if the organization must continue to enjoy maximum performance from the staff.
The main objective of sitting up an organization is to take profit and to achieve the organizational goals; adequate manpower planning and development programme should be put in place to enhance performance.   

The human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources. That utilizes these available resources to bring about the desired goals
Most organizational plans meticulously for either investment in physical and capital resources and these plans are review with utmost attention to detail while rarely do such organization pay attention human investment in which the capital and equipment will be in vain not many organization consider the necessity for a well be defined and sustained training and development of staff in order to upgrade their performance or they are not able to cope for ancially with training and development programmes.
The very few organization that give thought to this very important aspect of staffing function do so with lack of seriousness, all round attention and continuity the programmes are curried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development. These had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the organization. It is the opinion of an organization observes that the poor performance of the organization-workers follows from their inability to kept abreast with the new technological current as a result of the absent of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of performance training and development on organization performance of this mission, however, the researcher used Ikere College of Education (COE) as a reference.

The purpose or the objectives of the study are as follows:
i.                   to correct the belief that in this age of computerization and technological development, all that business units need to survive in the acquisition of up-to-date capital equipment to the neglect of the power management of it human resources.
ii.                 To highlight the need for manpower planning and development in an organization.
iii.              To access the staff recruitment, selection and training programmes and it, establish some relationship between these programmes and problems enumerated.
iv.              To identify some techniques of manpower training and development in the organization and their relevance to the organization needs and the organization at large.

1.                 Are the employees of the organization satisfied with the quality of the selection and interview procedure?
2.                 Are the employees of the organization utilized after their training?
3.                 Are there training programmes for the employee?
4.                 How adequate in term of content and relevance are these training programme relevant?
5.                 Are the employees of the organization satisfied with the placement and promotion procedure?

Training constitute the backbone of the economy of a great organization like college of education Ikere Ekiti; no wonder it is always the most active sector in an organization. It is upon this premise that government monitors the activities of the organization through the staff and provides the necessary infrastructure s for optimum service to the public.  
In spite of all efforts geared towards improving the service of the organization, there are some doubts as to quality of service rendered by the staff to their customer in particular and the organization in general.  It is in high of this that the researcher through the work intend to look into the factor initiating against the organization in achieving its sets objectives by this, the study will look into the manpower base and quality of staff of the organization and assess their suitability with the aim of development training programmes to enhance their performance since the progress of an organization are international standard complaint. It therefore behooves an organization to plan and train its workers for the best quality of work to be relevant in the scheme of globalization.
This is particularly directed to establishment that are phone to think that the intractable problem of the organization is finance and not manpower planning and development. It will also evaluate aspects of the recruitment, selection and training process, which bear strong relevance to corporate objective, productivity efficiency and morals. For the management of an organization, the benefit of training and development is that quality of work. Life of the employees will reciprocate with increase performance on the job. This will go along way in providing job satisfaction and service as motivation towards the realization of individual aspiration, it will also be relevant tot the human resources.

The coverage may give time representation in the economy and the organization private sector.
The study was also limited to employees of organization. The problem, the researcher encountered was that some officers were either too busy for interviews or cleverly avoided certain question for the fear that the information given might put their jobs in jeopardy. Those who responds to question tend to make their answer to reflect what ought to be rather what is, this undoubtedly affected the quality and accuracy of information collected during the study. A large population of the staff falls among the junior staff and as such, it is difficult to really get their opinion as regard manpower development as they are shy to respond and do not really appreciate the importance of development.
A lot of finance was also required in making this project a reality, thus the researcher was faced with the problem of finance and time. These difficulties not with standing the researcher made concert effort to ensure that the project was comprehensively carried out to meet the desired needed.

Effects were made at defining the following terminologies use din this study to avoid ambiguity and elicit proper understanding.
Development: This is the process concerned with people capacity in a defined and over a period to manage and involve positive change, and reduce or eliminate unwanted change.
Manpower: The human resources of a business concern, this includes: unskilled, skilled supervisory and management staff of an organization.
Planning: Setting objective and deciding on the best ways of achieving the objectives.


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