ABSTRACT
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
Certification
ii
Dedication
iii
Acknowledgement iv
Table
of content v
CHAPTER ONE:
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
Development 22
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
Bibliography 57
CHAPTER ONE
1.1 INTRODUCTION
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 determines 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.
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