CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
In this era of organizational complexity, industrial sophistication and technological advancement, the need for manpower training program cannot be overemphasized, as the application of acquired skills will go a long way in ensuring effective productivity in a world of work (Harrison, 2009). The importance of human resource to any organization; whether public or private has long been identified as a tool for goal attainment. Organizational objectives such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who coordinate the activities of organization using other factors of production such as land, capital and entrepreneur. The reduction of the value of human capital to any organization has led to a proposal by experts that people should be classified as “assets” and to be recorded in accounting record (Griffin, 2008). Investment in human capital is a worthy and necessary expenditure if an organization is to discharge its legal, statutory and social responsibilities to its owners, public and the society. In order for a business concern to fair well in the environment in which it operates, it must select the right people, at the right time, to fill the right position. To achieve this aim, the organization must realize the need to develop manpower through staff training, career path, and other essential ingredients (Pitfield, 2009). Since it is obvious that today is never the same with the past, managers are compelled to make the fullest possible use of human resources. The rapid proliferation of computer innovation in production system, increasing size of an organization, changing social values, increasing economic affluence and the emergence of new technologies have swept us to the area of unprecedented change. These changing conditions have significantly increased the demand of managerial, professional and technical talents in organizations along with organizational training, manpower development and staff development programme. Most organisations have realised that the performance of their workers plays a vital role in determining the success of the organisation (Onuka, 2006). As such, it is important for employers and managers alike to know how to get the best out of their workers. One of the antecedent determinants of workers’ performance is believed to be manpower development (Lawal, 2008) However, in Nigeria as well as in other developing countries, low productivity remains a recurrent phenomenon, especially in the public sector, owing to the physical and psychological problems created by the inability of management to embrace manpower development. It is then necessary for training of workers in organisations to be enhanced in order to increase commitment and productivity (Oribabor, 2009).
To these effects, the industrial training fund became one of the bodies changed with the task of articulating the traininIn this era of organizational complexity, industrial sophistication and technological advancement, the need for manpower training program cannot be overemphasized, as the application of acquired skills will go a long way in ensuring effective productivity in a world of work (Harrison, 2009). The importance of human resource to any organization; whether public or private has long been identified as a tool for goal attainment. Organizational objectives such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who coordinate the activities of organization using other factors of production such as land, capital and entrepreneur. The reduction of the value of human capital to any organization has led to a proposal by experts that people should be classified as “assets” and to be recorded in accounting record (Griffin, 2008). Investment in human capital is a worthy and necessary expenditure if an organization is to discharge its legal, statutory and social responsibilities to its owners, public and the society. In order for a business concern to fair well in the environment in which it operates, it must select the right people, at the right time, to fill the right position. To achieve this aim, the organization must realize the need to develop manpower through staff training, career path, and other essential ingredients (Pitfield, 2009). Since it is obvious that today is never the same with the past, managers are compelled to make the fullest possible use of human resources. The rapid proliferation of computer innovation in production system, increasing size of an organization, changing social values, increasing economic affluence and the emergence of new technologies have swept us to the area of unprecedented change. These changing conditions have significantly increased the demand of managerial, professional and technical talents in organizations along with organizational training, manpower development and staff development programme. Most organisations have realised that the performance of their workers plays a vital role in determining the success of the organisation (Onuka, 2006). As such, it is important for employers and managers alike to know how to get the best out of their workers. One of the antecedent determinants of workers’ performance is believed to be manpower development (Lawal, 2008) However, in Nigeria as well as in other developing countries, low productivity remains a recurrent phenomenon, especially in the public sector, owing to the physical and psychological problems created by the inability of management to embrace manpower development. It is then necessary for training of workers in organisations to be enhanced in order to increase commitment and productivity (Oribabor, 2009).
- STATEMENT OF PROBLEM
As indicated before that, the setting the Industrial Training fund has the central objective of the promoting and encouraging the acquisition of skill in industry and commerce. In essence, industrial training is expected to help in providing high quality personnel to manpower industry and commerce. So far, we have no way of knowing what has been achieved. Industrial training fund and manpower development in Nigeria (1989) in its bulletin, claimed to have done a lot to have meet the manpower need of our economy but complain cooperation employers of labour who need the training remain a matter of speculation.
On the other hand, employers of labour criticized the fund adversely. They claimed that have not benefited from industrial training fund. They argued that, the courses approved by ITF are general and met specific to the individual and employers needs. As of now, we have no hard facts on the picture of things. Is the industrial training fund helpful? Is it not? What is the quality of industrial training fund programmes? This study is intended to contribute towards answering these questions.
1.3 RESEARCH QUESTIONS
- Are the training programmes of the industrial training funds adequate for manpower requirements?
- Is there improvement in the job performance of employees after the industrial training?
- What are the roles of the industrial training fund in industrial development?
- Has industrial training fund increased the manpower needs of the nation?
1.4 PURPOSE OF THE STUDY
The study would investigate the activities of industrial training fund with a view of knowing the roles of its training programmes, in manpower development in the country. It would if there is justification for the criticisms being leveled on the industrial training fund by employer of labour which have adversely affected their cooperation with industrial training fund.
In view of the above, the purpose of the study are:
(1) To find out whether industrial training fund needs of contributing companies adequately.
(2) To identify the kinds of training programmes offered by industrial training fund to the employers labour.
(3) To find out how industrial training fund affect the work performance of participant.
(4) To find out how trainees of industrial training fund adjust their work after training.
1.5 SIGNIFICANT OF THE STUDY
The important of this present study can easily be seen. Principally, the out come of the study will be of immense important to employers to know the quality of the training programmes offered by industrial training fund.
It will be of important to government who established the scheme since 1971, in knowing how the fund has been fairing and know where to make amends.
It will also enable the non –members of industrial training. Fund to know the skill content of the fund and decide whether to use it or not.
In the same manners, it will put interested parties in a better position to ascertain whether the fund is alive to the objective (in raising skilled manpower for industry and commerce) in which it was set up.
Finally, the analysis may as a catalyst in finding remedies to the operational problem of the fund.
1.6 SCOPE OF THE STUDY
The study covers industrial training fund as an institution established to organize industrial training in Nigeria. Industrial training fund has its headquarters in Jos with 22 area offices all over the federation, although efforts are geared to establishing area offices in each of the states in Nigeria.
Comprehensive information about the policy of the institution would be gathered from the headquarters. Since the area office run a similar programmes and the same objectives as directed by Jos headquarters, a sample study of Emene area office would be made employers of labour who contribute to industrial training fund in the Emene area office would be sample.
- LIMITATION OF THE STUDY
In the course of writing and carrying out this project work, the research encountered many difficulties; some errors in the results of the research and from external sources of data collection. These are factors standing as constraints thereby limiting the effect of the research result.
Among these are, time finance , scope and use of wrong statistics in data analysis, due to time limit, the research work is a time consuming one. A lot of time is taken to observe the subjects.
Most times the behaviour of the staff changes even when they are aware that they are being observed by the researcher, this is by taking their behavior. The researcher also observed that these senior staff some time give true and false information in order to cover their branches.
At sometime the research work lasted over two months due to large scope of area of the study.
1.8 DEFINITION OF TERMS
Staff/Manpower
This refers to the quality and quantity of human labour force that is available within an economy or government as well as an organisation at a particular point in time.
Training
According to Nwachukwu (2005), training is organization‘s effort aimed at helping an employee to acquire basic skills required for the efficient execution of the functions for which he was hired.
Development: Nwachukwu (2005), sees development as the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.
From the above definition, we can look at development as the process of broadening employees perceptions, views and out-look in preparation for greater responsibilities.
Performance
Oxford Advanced Learner‘s Dictionary (2000) defined performance as how well or badly something works, the act or process of performing a task, an action etc.
This is also referred to individual employees productivity, it aim to attain output from economic application of resources to maintain efficient operation in all activities and from all laid down rules in a marketing or manufacturing programmes.
Civil Service Commission
Civil Service Commission is a government department in the Civil Service that is constituted by legislature to regulate the recruitment and working conditions of Civil Servants, oversee, hiring and promotion, and dismissal of civil servant.
1.9 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows. Chapter one is concern with the introduction, which consist of the (background of the study), statement of the problem, purpose of the study, research questions, significance of the study, scope of the study etc. Chapter two being the review of the related literature presents the theoretical framework, conceptual framework and other areas concerning the subject matter. Chapter three is a research methodology covers deals on the research design, area of the study, population of the study, sample and sampling techniques, methods of data collection, instruments for data collection, reliability of the instruments, validity of the instruments, distribution and retrieval of instruments and methods of data analysis. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study.
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