- IMPACT OF MANPOWER PLANNING ON ORGANISATIONAL DEVELOPMENT (A Case Study of Dangote Sugar Refinery Plc)
- MANPOWER TRAINING AND DEVELOPMENT AS POLICY TOOLS FOR ORGANISATIONAL EFFECTIVENESS (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- IMPACT OF LABOUR TRAINING ON EMPLOYEES PRODUCTIVITY IN THE DEVELOPMENT OF NIGERIA ECONOMY (A Study of Nigeria Postal Service)
- THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON OGRANIZATIONAL PERFORMANCE (A CASE OF UNILEVER NIGERIA PLC.)
- IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYERS PERFORMANCE (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- MOTIVATIONAL TECHNIQUES IN THE PUBLIC SERVICE AND THEIR EFFECTS ON JOB PERFORMANCE OF PUBLIC SERVANT
- THE IMPACT OF TRAINING AND DEVELOPMENT ON EFFECTIVE PERFORMANCE OF WORKERS IN THE PUBLIC SECTOR A STUDY OF NIGERIA PORTS AUTHORITY
- IMPACT OF TRAINING AND DEVELOPMENT ON ORGANISATIONAL GROWTH (A CASE OF POWER HOLDING COMPANY OF NIGERIA)
- THE ROLE OF SMALL SCALE BUSINESS IN INDUSTRIAL TECHNOLOGICAL DEVELOPMENT OF NIGERIA (A case study of PZ Nigeria limited Isolo)
- MANPOWER TRAINING AND DEVELOPMENT AS POLICY TOOLS FOR ORGANISATIONAL EFFECTIVENESS: A STUDY OF UNION BANK OF NIGERIA PLC.
AN EVALUATIVE STUDY OF MANPOWER TRAINING AND DEVELOPMENT IN THE PUBLIC SERVICE [A Study of Administrative Staff College of Nigeria (ASCON)]
This research examined Manpower Training and Development in the Public Service with special reference to Administrative Staff College of Nigeria (ASCON). The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample, this was used to eliminate biasness in the selection process of the respondents.
Data garnered were presented on table using percentage and the formulated hypotheses were analysed with the used of Chi-square statistical method. The result of the analysis shows that lack of team work among staff and management of the Health Ministry it the major cause of conflict, it was also found that conflict management is necessary to improve work performance, quality and productivity in the public organization.
Based on the conclusion of the analysis recommendations were proffered to the staff and management of federal health laboratory and public organizations as a whole.
TABLE OF CONTENTS
Title page i
Table of content v
1.1 Introduction 5
1.2 Statement of problem 6
1.3 Objectives of study 7
1.4 Scope of Study 7
1.5 Significance of study 7
CHAPTER TWO: LITERATURE REVIEW AND CONCEPTUAL CLARIFICATION
2.1 Concept of Training 8
2.2 Types of Training 11
2.3 Relationship between Training 13
2.4 Education and Development 13
2.5 Approaches to Training and Development 15
2.6 Importance of training and Development 17
2.7 Budgeting for Training and Development 18
2.8 Monitoring and Evaluation of training and
2.9 Conceptual Clarification 23
CHAPTER THREE: RESEARCH METHOD
3.1 Research Design 25
3.2 Population of the study 25
3.3 Data Analysis 26
CHAPTER FOUR : Analysis, Interpretation and Presentation of Data
4.1 Preamble 28
4.2 Data Analysis 28
CHAPTER FIVE Summary, Recommendations and conclusion
5.1 Summary 53
5.2 Recommendations 54
5.3 Identification of training needs 54
5.4 Conclusion 56
For any country experiencing rapid technological or industrial changes, manpower development and training is required and important to bring about the desired development.
The origin of the training division in the federal service, could be traced as far back as 1948 when the then governor of Nigeria Sir. Kohn Macpherson appointed the foot commission to make recommendations regarding the recruitment and training of Nigerians for senior posts in the government service of Nigeria.
There were several factors that necessitated the setting up of this commission. Some of these factors arose from the impact of the Second World War on Nigeria’s political evolution. First, was the desire to compensate Nigerians for their enthusiastic, support of the British war efforts. Secondly, the new policy was a reaction to their (Nigerians) constant agitation for senior appointments for Africans and their specific demand that the administrative service be opened tom Africans and that Nigerianisation be actively pursued. Furthermore, many British officials had to be called up for service in (British) thereby leaving gap in the administrative and educational service of the country. Finally, it was difficult to recruit men from Britain after the War because that country itself needed all its manpower for purposes of reconstruction. The result of this is that, the money allocated to Nigeria under the development and welfare fund remained unspent because of shortage of staff which made it impossible to begin the various schemes already worked out. These and other political issues connected with the Nigerianisation policy called for a special study and recommendation. Consequently, then Phillipson/A debo commission was appointed in 1952 to study the progress of Nigerianisation and to review the machinery necessary for carrying it out.
Again, in August, 1995 the house of Representation moved a motion emphasizing the importance of education in speeding up the Nigerianization of the federal public service and urging the needed for the provision of higher training for Nigerians so that they would be able to assume in creased responsibility not only in government service, but in government- owed corporations and in voluntary agency schools. The council of ministers as also called upon to make a comprehensive statement and present specific proposals to this end at the next budget meeting of the house.
The coming of the second Republic further made a change in name of the staff Development Division. This time it was known as manpower department with a full – fledged permanent secretary as the head of department. In an effort to streamline the number of federal ministries by the new administration, the name has again been changed to training division after merging it with establishment department.
1.2 STATEMENT OF PROBLEM
It cannot be over-emphasized to state after the public service review commission report of 1974, the federal government has been trying its best to make a sustained effort on the training division in the military government and Head of service, to obtain the manpower resources needed to keep pace with the economic, socio-political changes in the country without much success. Unfortunately the efforts of government towards achieving this lofty aim have proved abortive.
It is therefore, the mission of this study is to examine why the effort of the government have not yet yielded the much desired fruits in terms of the fulfillment of the objectives.
1.3 OBJECTIVES OF STUDY
The purpose of this study is to evaluate the success of manpower training and development in the public service. Specifically, the study shall;
1. Identify the needs for manpower develo0pment and training
2. Find out the problems facing manpower development and training.
3. Suggest possible ways by which the problems hindering manpower development and training could be minimized.
1.4 STATEMENT OF HYPOTHESES
HO1: There is no significant relationship between training and job performance:
HO2: There is no significant relationship between training and staff development.
Ho3: There is no significant relationship between training and personnel efficiency
1.4 SCOPE OF STUDY
This study shall focus attention squarely on manpower development and training issues in the public service. Also, it shall cover only the staff of Administrative Staff College of Nigeria (ASCON) in Badagry.
1.5 SIGNIFICANCE OF STUDY
The type of Human Resources available to a nation determ8ines the effectiveness and rate of development of such a nation. A healthy and sand mind of the workforce determines the rate of productivity. The recommendations that will be offered in this research project will lead to an improved management and administration of training division as well as the entire service.