Manpower Training “A Tool For National Development” (A Case Of Aba South)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration


Abstract


Manpower training is a dynamic life giving demand in every nation, without it every of her resource cannot be put to see in a competitive economy above all, it is the quality and performance of workers that determine the sales, survival and continuity of any nation. The quality and performance of the leadership of every nation is what makes it outstanding over other. Therefore, the importance of manpower training and development in nation cannot be over emphasized and should not be under estimated.

Manpower training is distinct from ordinary classroom leaving in specific technical skills and attitudinal concerns, manpower training is under and more diffused and its over all impact on national performance is consequently for more significant than the classroom work. The study of manpower training identifies the different training techniques and development programmes but it strictly based on the effect of workers effectiveness who undergo such training and the result it produces in the life of the nation.


Table Of Content


Preliminary Page(s)

  • Title page
  • Certification
  • Acknowledgement
  • Abstract
  • Table of content

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of problem
  • 1.3 Objectives of the study
  • 1.4 Research questions
  • 1.5 Significance of the study
  • 1.6 Scope of the study
  • 1.7 Limitation of the study
  • 1.8 Definition of terms

Chapter Two

2.0 Literature review

  • 2.1 Introduction
  • 2.2 Sub-topics and Sub-headings
  • References

Chapter Three

3.0 Research Design and Methodology

  • 3.1 Introduction
  • 3.2 Research design
  • 3.3 Sources/methods of data collection
  • 3.4 Population and sample size
  • 3.5 Sampling technique
  • 3.6 Validity and reliability of measuring instrument
  • 3.7 Method of data analysis

Chapter Four

4.0 Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Presentation of data
  • 4.3 Analysis of data
  • 4.4 Interpretation of result(s)

Chapter Five

5.0 Summary, Conclusion and Recommendation

  • 5.1 Introduction
  • 5.2 Summary of findings
  • 5.3 Conclusion
  • 5.4 Recommendations
  • References
  • Appendix (ces)

Chapter One


1.0 Introduction

1.1 Background Of The Study

The impact of training and development programme in a nation cannot be over stated. It is the life wire of every nation. A nation is viable when the employees are competent and qualified to carry out the work assigned to them, which cannot be achieved without training development programme.

Training and development programme add values to the employees, keep them abreast with new findings, and skills in their various area of responsibility which therefore guarantees the success of the nation.

Both private individuals are corporated bodies, even the government in the recent past, have learned to invest fortune to make training and development programme a success owing to the fact, the growth of any nation depends on the value or quality of her human resource.

To this end, the government in her contribution establish different agencies including the national orientation agency charged with the responsibility of informing, enlightening and education the masses on moral and contemporary issues through seminars workshops and other possible means.

However, employee training and development are at the heart of employee utilization, productivity commitment, motivation and growth. Many employees have failed in nation because their need for training was not identified and provided for as indispensable part of management function. Nation and individuals should develop and attain mutual goals.

Modern management has to develop the nation through resource development. Employee training is a specific function and is one of the fundamental operative functions of human resources management.

Meanwhile, lifetime learning is the role in today’s fast paced global economy. No matter how carefully, job applicants are screened, typically a gap remains between what employees do not know and what they should know. Training is needed to fill this knowledge gap. Employees in the United States spend up to $44 billion annually on training. As large as this amount is it not really enough.

How the $44billion is spent is also a problem. Most of it is spent by big companies training already well educated manages and professional. Meanwhile, according to the American society for training and development, some 50 million workers mostly non-professional need technical or their training to perform their current jobs at peak efficiency per work, Japanese and German companies old spread their American counterpart on training and development.

Formerly defined, training is the process of changing employees behaviour and attribute through some type of guided experience. We now focus on the center and delivery of modern training, the ingredients of a good training, programme and the important distinction between skill and factual learning.

Reference to 1993 survey training magazine which covered 100 or more employees, sheds instinctive light on today’s training practices. The companies survey represented all major industries, small at least two employees medium and huge firms represented. Although training needs and approaches vary managers can get the most out of their training budgets by the following a few guidelines. According to Beach (1979:11) a training specialist every training programme should be assigned along the following lines to maximize relation and transfer leaving to the job

Thus, management development is a systematic process of growth and development by which managers develop abilities to manage.

It is the result of not only participation in formal courses of instruction but also of actual job experience it is concerned with improving the performance of the manager by giving them opportunities for growth and development. It is any planned effort to improve current of future management performance. “The role of the company in management development opportunities for its present and potential managers” exposing the employees.

To lecturers use studies, reading, job rotation, assignment and like does not guarantee that they will learn what is more important is the effort of individuals. Each individual has to make his own contribution to the development of himself. As others can only create opportunity.

Executive development is eventually something that the executive has to obtain himself. But he will do this much better if he is given encouragement, guidance and opportunity by his company.
The role of the company is to provide conditions that accelerate growth. And these conditions should be part of the national climate itself. In order to be away from the unrealistic expectation that we can create and develop managers only in the classroom.


1.2 Statement Of The Problem

It was a clear fact that there are many factors militating against the manpower training and development programmes. These problems have over the year delayed the growth of national development of our economy, such problem of dishonesty on the part of the nation, poor management planning, ethnicity among the nation and lack of training and development to the personnel.

Meanwhile, employee training and development are at the heart of employee utilization productivity commitment, motivation and growth.

Many employee have failed in nation because of their need for training was not identified and provided for as an indispensable part of management function.

A case study of national orientation agency Aba North south, Abia State.


1.3 Objectives Of The Study

The purposed which this seeks to includes among other things the following.

  1. To establish the importance of training and development programmes in the national development.
  2. To determine the directors level of awareness of the programmes to the effectiveness and efficiency of the nation
  3. To ascertain manpower training on the national development of nation like the national orientation agency (Aba South)
  4. To make useful recommendations based on the findings

1.4 Research Question

This is designed at researcher to find answers to the following questions.

  1. How can the impact of manpower training and development programme be ascertained on the nation like the national orientation agency (Aba south)?
  2. What impact has training and development contributed in the growth of the national orientation agency?
  3. Is there enough co-operation, goodwill and harmony between the employees in manpower training development of the national orientation agency (Aba south)?
  4. Does the director’s level of awareness of the programmes affect the effectiveness and efficiency of the nation?

1.5 Significance Of The Study

  1. To importance of the study lies on the fact that seeks to identify programmes a tool for national development and fund solution to the problem arising from this project
  2. The findings and recommendations will aid the management of nation in policy formulation and other related decision making.
  3. It will equally expose the managers to the importance of manpower training to the industries.
  4. It will also guide the employees and management on how to solve manpower training and development.
  5. This study will also present useful materials for academic purpose such as lecturers, seminar and even as the basis for further research and classwork.
  6. The general public will therefore be exposed to the various types of manpower training and development programme in nation.

1.6 Scope Of The Study

The study is central on the impact or importance of manpower training and development.

To accomplish the purpose of the study, the researcher choose the national orientation agency, Aba North as a case study.

In other word, the study started and ended in the national orientation agency, Aba south chapter.

The focus of the study is one the importance of manpower training. The study highlight the signals in a nation indication, the need for training and development programme.

It also outline the suitable time for the training to be chosen from, depending on the purpose of the training.

In line with the objectives of this study, there was no effort made towards ascertaining the cost of carrying out a training and development programme of any kind. The location or revenue of the training and who does it, were not of interest to the researcher.


1.7 Limitation Of The Study

A lot of factors militated against this project work. The most inflicting problem was time. As a student carrying out the study with my ministerial and other domestic callings, the time schedule for this study seems inadequate.

Another major constraints includes lack of data and willingness of the custodians of those data from the nation to make it available for at least photocopy.

Even the material in the libraries are grossly out data easy to come by.
Funds needed for this research was enormous at least to cover transportation and photocopy of materials and this is earnest affected and determined the scope of this study.

All these constrains, not withstanding with God’s guidance and provisions coupled with the corporation of my superior in higher learning, the study was successfully complete and within time scheduled.


1.8 Definition Of Terms

Below are some term used in the study which the researcher considers necessary for elucidation.

This is intended to reduce the difficulty in understanding the study.

Nation:

This could be referred to a group of people who from a business association in order to achieve a particular aim.

Development:

This refers to the gradual growth or change of something to a stronger and advanced level. It could also mean a change from the inside to the outside.

Management:

Is the act of running and controlling a business or similar nation towards effectiveness and efficiency.

Training:

Refers to the process of learning the skills need to do a particular job or task. It could also mean the process of acquiring new knowledge in a particular field.

Goals And Objectives:

Refers to the target or something that needs to be accomplished. It serves as mirror or a guide to the nation or individual concerned.

Strategies:

Refers as the determination of the basic long term goals and objectives of an enterprise and the adoption of courses of action as well as the allocation of resources necessary to carry out these goals.

Policies:

A policy is a company’s standing plan of action to guide its methods of operation

Rule:

These are the simplest type of plans. They are quite different from policies and procedure, in that rules required that a specific action be taken or be not taken with respect to a situation

Induction/Orientation:

New entrains are introduced into the system. These are designed to familiar the trainees with their nation, its background, structure rules and regulations as well as personnel policies.

Job Rotation:

This enables new employees to work with the older ones in their sections.


Chapter Five


5.0 Summary, Conclusion and Recommendations

5.1 Introduction

It has been established from the study that the nations do embark on staff training and development. This was the view of 42 or 72% of the respondents.

It was also discovered that nation include training and development programme in her corporate policy. This was the view of 32 or 53.3% of the respondents the table also on whether there is any substantial evidence of manpower training and development in the nation shows that 39 or 65% of the respondents supported this.

It was equally observed that 36 or 60% of the head of department of the importance of manpower training and development.

It was also discovered from the study that the nation encourages training and development in their individual development.


5.2 Summary Of Findings

This was the view of 42% or 70% of the respondents, it has been established that the lack of workers training hammered in the performance of the nation. This was shown by 45 or 75% of the respondents. As shown in the above table; it is clear that the effectiveness and efficiency of the nations depends on workers training and development. This was supported by 51 or 58% of the respondents.

It has also been established from the study that the nation have an independent training department. This was observe from the view of 47 or 78.3% of the respondents.


5.3 Conclusion

It has been established that the national orientation agency Aba North, had done a lot in the area of a training and development of their staffs but still need a lot of improvement. A nation which places little or no emphasis on manpower training and development is bound to encounter some problems, such as low productivity poor quality of worth, wastage of materials and lack of moral and confidence of the job.

It has been deduced that manpower training development has been embedded in most of the national corporate policy, goals and objectives. In relation to the researcher’s findings, the researcher is of the opinion that manpower training and development is important in the life’s of any individual as well as nation.

As census was reached that adequate manpower training and development given confidence which will result to motivation of work and also having job satisfaction


5.4 Recommendations

In the data collected, majority of the respondent are, the view that national orientation agency, Aba North still need a lot of improvement in the area of manpower training and development.

  1. That workers should be made to see training as a means of increasing their knowledge, skill and attitude and preparing them for future challenges.
  2. That the national orientation agency Aba North should operate on open-door manpower training to enable her accommodates her nation.
  3. That the individuals should cope with changing circumstances and not only when a short fall is noticed.
  4. That the employer shall bridge the existing gap between her and her employees.

Manpower Training “A Tool For National Development” (A Case Of Aba South)


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