Training A Guide To Manpower Development In An Organization (A Case Study Of Kwara State Teaching Service Commission)

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Training A Guide To Manpower Development In An Organization (A Case Study Of Kwara State Teaching Service Commission)

Chapter One


1.1 Background of the Study

Training of personnel is one of the most important functions of personnel management. Training is the process by the management attempts to achieve the organization goals. Infant human resources can be described as the key note of the resources to the very existence of an enterprise. Therefore, it is necessary here to describe the various system of training. The system of training civil service varies from one country to another country it should be noted that the first country to develop a scientific system of training was America.

In Nigeria the merit system of training civil servant is adopted.

However, training into administrative cadre in the Western Nigeria was based on orientation and induction of employees.

A typical training service commission training is based on orientation and inductive, provides new organization about policies procedures practices and rule that will affect them.

Also, the employees are provided information about the job on which they will work.

All these information should be communicated in a work as quickly as possible.

At this point in time, having viewed what has been said so far, it is against the background that the principle and merit plays a vital role in safeguarding the right of all citizens as a matter of fact, the best guaranteed against federal character nepotism and arbitrary training into the commission.

We can therefore that the best available talented is trained to the principle of merit.

1.2 Statement of the Problem

Training has been a process of learning the skill that you need to do a job e.g. management training or vouchers training etc.

In as much that it is essential for an organ manpower develop and efficiency.

One of the identified problems is the method of training based on orientation during the induction of employees. It has generally been by employees through practical had not yielded the much needed result and therefore rendered the whole exercise useless and punctured the sound orientation.

Another problem to be considered is the employment of non professionals into unions fields work and this coned not bring about efficiency and manpower development. It has been observed on those that are not professionally available employed to work has not been able to give their best take for example the training service commission should have employed those that have not been able to give trained best.

Furthermore, merit is another perceived problem was observed the people that are employed and not based on merit it has always been based on whom you know syndrome and this has really affected manpower. effectiveness and efficiency.

Finally carrying out a study of teaching service commission which expresses its belief in training their teachers but govern policies of federal character had pruned their ways in this regard efficiency.

  • Standardize level of education
  • To get aid of universe element
  • Bring smart to the commission

The government policies of federal character even state government has been the enemy or the commission. It is observed that trained person that was aware file would not be employed why2 Because the trained person did not come from that state and therefore will not be employed and this helped the Teaching Service Commission in jeopardy.

In view of this all of above stated point had been the perceived problem encounter by the Kwara State Teaching Commission.

1.3 Objectives of Study:

The aim of the project is to assess critically the training exercise carried out by the commission. This would enable us to access the performance of the commission and the system adopted in training their employees.

To find out the system is based on strictly supervision to evaluate the work of each employees and it have been used mostly frequently as a based on selected candidate making merit increase in hourly rates or salaries.

1.4 Significance of the Study:

The essence of carrying out a research of the magnitude is to points out the significance of the study. The research is based on study and observation; it will be the premise ‘to solving that problem encountered in training which is a guide to manpower development in Kwara State Teaching Commission.

However, the process of training of the teacher commission will enhance the efficiency of the staff and bring about some level of achievement and efficiently to the commission.

Secondly, It improve and standardize the level of education of the commission is the necessary tools of training is put in place which will further aggregate and accelerate the process of training there by bringing standardization to the education in the State.

Lastly, the significance of the study will bring about sanity in the teaching service commission and unnecessary and unwanted policies and element could be about doing a job.

1.5 Scope and Imitations Of the Study:

Owing of the constraints of time and other resources of the study will cover a period of five years from 2006/2011 and the training for both senior and junior staff of the commission will be covered.

Mean whiles these categories of staff and non-academics staff. The academic staffs are the teaching staff while the non-academic staffs are the non teaching staff.

Financial constraints posed a great problems from to travel from in anticipation of gathering more facts as regards the new education policy from the guidance and counseling teachers. Typing, binding of the project will also constitute problem.

1.6 Organisation of the Study:

The organization of the commission is strictly in accordance with the introduction of the chapter one deals with the introduction of the project which induce aims of study problems, scope, definition of the terms.

Chapter two focus on the literature review, factors affecting training programmes selection placement

Chapter three discussed the methodology of the study and the data collection.

Chapter four address the analysis and presentation or training procedures on the commission.

Chapter five is devoted to summary, recommendations and some attempts to suggest solution to the problem of Kwara State Teaching Service Commission.

1.7 Definition of Terms:


This is a way impacting of more knowledge and experiences to the staff they need to be introduces to new employer the work environment and to show how t perform specific within the teaching services commission.


This supply means the countries stock of skilled and unskilled labour forces at a particular period it is that part of the total population which produce or could produces good services.


Development deal with the actuation undertaking to expose on employee to perform additional duties and assumed position of importance in the organization hierarchy.

An Organization:

This may have employee with ability and determination with appropriate equipment yet his productivity falls below expected standards. The reason for this lack of skill and knowledge which are required through training and development.

Job Description:

It defines the duties and responsibilities involved e g comedian to make laugh

Job Specification:

It defines the qualities and skill necessary i.e. self confidence and sense of hour and ability to make people laugh.

Industrial Relation:

Is most often used in non manufacturing firms especially where employees are heavenly union and labour management relation represent a substantial portion of the total function.

Chapter Five

5.0 Summary, Recommendations and Conclusion

5.1 Summary of Findings:

At the long run it will be necessary to summarize the whole story at the junction.

In chapter one which deals with the introduction of the project. How the personnel training have become very important to the organization. Describing the various system of training which varies from country to country.

This chapter also contains the aim of the project, it assesses critically the training exercise carried out by the commission which will enable them to assess the performance of the commission and the system adopted in training their employees.

This chapter also further contain the scope of the study i.e. the constraints of time and other resources the study will cover.

Moreso, I the same chapter one will still have the statement of the problem i.e. to identified problems.
In this chapter also can seen the significance of study is to carrying out a research of his migrated is to point out the important of the study.

In chapter two we have the literature review. This chapter define manpower development indifferent way and important manpower development as the process of generating training and socialization to input into human resources the requisite skill and competence relevant for social production. Manpower as a process of planning and programming for the growth and development of an individual in an organization. This chapter also talked about training how it is being defined by different author. Before active training and experience requirement. Training requirement usually refers to the various types of education resources.

Moreso, chapter two contains the selection and placement which is described by various another as part of the selection process rather than separate process, it lay more spelling on the performance based approach using whatever possible objective standard measurement.

Chapter three is mostly concern with the methodology/research method i.e. data on which the study was based were collected of data.

This chapter also talked about sample and population of study how interview or examine hold country and looking to the overall estimate of the national population according to the census result.

More so. this chapter also talked about sources of. data collection instrument this sources of data mention above in the research methodology are the primary and secondary.

In chapter three we also have the research problem, there are many problem encountered in the collection of data for this study. To mention few.

In chapter four mostly focus on the data presentation and analysis in Kwara State Teaching Service Commission.
This chapter also talked about history of the case study how the commission was established in accordance with Adefarasin commission and Asabia committees’ recommendation.

5.2 Recommendation

To improve the standard of education in Kwara State, the Kwara State Teaching Service Commission should be carefully developed. That is, the personnel should be trained.

The commission needs well experience and qualified personnel to take o the affairs of the commission the teaching service commission are in charge of training of teachers so in order to improve the standard of learning, the commission should look into the welfare of the teachers make sure they go for further training to improve their standard of teaching most especially those taking science subject.

Their training programme should be designed in a way that will not affect other activities of the commission. The teachers should not be denied of their while on training so as to encourage them to go for further training.

5.3 Conclusion:

Anything that has beginning will also have an end. Now we have come to the conclusion in this project the presentation, has tried to highlight the training a guide to manpower development especially in Kwara State Teaching Service Commission.

Manpower development has a very significant role to play in any organization be it private or public. It is important to note that without manpower which is human resources in an organization other resources cannot be effectively utilized despite all the scientific technological breath through for any mechanized organization human efforts and skill are required to operate machinery. As a result for effective utilization of human resources there is the need for its development.

To support the above point the effective utilization of country’s labour force depends in part upon the development of small but strategic group of person who has the essential skill and special capability to guide the work of other.
Money spent on training and development of personnel adequate training before being assigned with responsibility will the necessary confidence with which to carryout the job.

With adequate training the personnel will eventually know what to do at a particular time and how to do it well they will learn to cope with new demand and challenges.

Training and development of manpower are very essential in this changing time therefore, it is important that personnel should develop so as to aim reorientation attribute environment.

Training A Guide To Manpower Development In An Organization (A Case Study Of Kwara State Teaching Service Commission)

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Training A Guide To Manpower Development In An Organization (A Case Study Of Kwara State Teaching Service Commission)


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