TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
1.2 STATEMENT OF THE RESEARCH PROBLEMS
1.3 AIM AND OBJECTIVE OF THE STUDY
1.4 RELEVANT RESEARCH
QUESTIONS
1.5 RELEVANT RESEARCH HYPOTHESIS
1.6 SIGNIFICANCE OF THE STUDY
1.7 SCOPE OF THE STUDY
1.8 DEFINITION OF TERMS
REFERENCES
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION
2.2 MANPOWER
PLANNING
2.3 TRAINING
2.4 DEVELOPMENT
2.5 DEVELOPMENT AND TRAINING
2.6
TYPES OF TRAINING AND MANPOWER DEVELOPMENT
PROGRAMMES
2.7 THE NEED FOR MANPOWER PLANNING AND DEVELOPMENT
2.8 MEANING
OF PLANNING AND EVOLUTIONARY ORGANIZATION
STRUCTURE
2.9 WEST AFRICAN EXAMINATION
COUNCIL
REFERENCES
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 PREAMBLE
3.2 RESEARCH DESIGN
3.3 POPULATION OF THE STUDY
3.4 SAMPLING PROCEDURE AND SAMPLE SIZE
3.5 DATA COLLECTION INSTRUMENT AND VALIDATION
3.6 METHOD OF DATA ANALYSIS
3.7 LIMITATION OF THE METHODOLOGY
REFERENCES
CHAPTER FOUR
DATA PRESENTATION AND
ANALYSIS
4.1 INTRODUCTION
4.2 PRESENTATION AND ANALYSIS OF
DATA ACCORDING TO RESEARCH QUESTIONS
4.3 TEST OF HYPOTHESIS
4.4 DISCUSSION OF FINDINGS
REFERENCES
CHAPTER FIVE
SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1
SUMMARY
5.2 CONCLUSION
5.3 RECOMMENDATION
APPENDIX
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Until recently
there has been a general resistance to investment in training problem in the
public service because of the belief that ‘‘empolyees hired under cue to
problems must be presumed tp be qualified, that they were already trained for
their jobs, and that if this was not so it was evident that selection of
personnel problem’’ (Stahl, 1976). This assumption has been jettisoned as the
need for training become obvious both in the private and the public sectors.
Many organizations have come to recognize that outcome of training.
Indeed, the
importance of training and development is more obvious given the growing complexity
problem moderating variables, among other things. Training and development
helps to ensure that organization members possess the drive for level of
training they need to perform their jobs effectively, outcome of training.
Despite the recognition of the importance of training by management experts and
Government as expressed societal constraints, the experience with manpower
training and development in the Nigeria
public service has been more of ruse and waste.
Manpower development
is a process of intellectual and emotional achievement through providing the
means by which people can grow on their jobs. It relates to series of activities,
which an enterprise would embark upon to improve its managerial capacity.
Manpower development is important in any discussion of strategic human
resources management.
According to
Haribison (1973), human being constitute the ultimate basis of anation’s
wealth. This proposition applies to the West African Examination Council
(WAEC). The increase in organizational activities moderate variable
organization chance becoming a challenge as well as imperative for the
management of organization. Hence, training and development of staff on whom
the huge responsibility of furthering these goals rest, must take top priority
if the organization must continue to enjoy maximum performance from the staff.
The
international Labour Office (2000) affirms outcome of training improves
findings and retaining a job improves productivity at work, income earning
capacity, living standards, and
widens career
choices of opportunities. Management experts also argue that the major function
of a manager is to develop, direct, encourage and train surbodinates for
optimum utilization. To Stahl (1986) training helps prepare employees for
certain jobs that are unique to the public sector.
Some authors use
the terms ‘‘training and development’’ as synonyms. However, some view the two
concepts as being different. Jones, George and Hill, (2000) believe that
training primarily focuses on teaching organizational members how to perform
their current jobs and helping them acquire the knowledge and skill they need
to be effective performers. Development on the other hand focuses on building
the knowledge and skill of organizational members so that they will be prepared
to take on new responsibilities and challenges.
In the view of
Adamolekun (1983), staff development involves the training, education and
career development of staff members. The purpose of training and development
has been identified to include: outcome creates a pool of readily available and adequate manpower for
outcome of training.
The purpose of
training is to improve knowledge and skills and to change attitude (Mullins,
1999). Mullins argues further that training is capable of producing the
following benefits:
i Increase the outcome;
ii Outcome and the responsibility of
increased pay and promotion;
iii Give feeling of personal satisfaction
and achievement, and broaden outcome;
iv Help to improve the availability and
quality of staff.
Ours is a world
that is currently undergoing rapid changes particularly in the area of skill
and technological capability. Training is not exclusively reserved for newly
employed staff but also for the old employees as well. It is therefore
important for the purpose of enhancing individual performance that training and
development should be made a continuous process that should last an emploee’s
entire working life. This is because low and middle level employee’s need to
adapt to new skill and technologies while managers and top management personnel
need deeper knowledge and understanding of their jobs, level of manpower training
and development output, and understanding of government and societal
constraints, finance and others.
It is against
this backdrop that this project examines the experience of West African
Examination Council (a public service organization) on efficient and
effective manpower training and
development with a view to understanding the input investment in training and
making appropriate recommendations on what problem? Let’s take investment as an
example.
1.2 STATEMENT
OF THE RESEARCH PROBLEMS
The statement of problems serves to enlighten upon the information indicated in the
title of study, for the purpose of this study, the research work is therefore, The
human resource (manpower) is known to be crucial to any organization’s survival
and when this available resources is well utilized by adequate supply of material
and financial resources, a desired goal will be achieved by the organization.
However, most
organizations plan meticulously for their investment in physical and capital
resources, renewing these plans as at when due or when the need arises but pay
little or no attention to staff training and development. This invariably might
make both the capital and other resources invested to be in vain. Many
organizations fail to recognize a well defined staff training and development
as a key factor that is capable of bringing about a synergy in their
establishment or they are weighed down by the cost of the training and
development programmes.
The very few
organizations that try to address this important aspect of staffing functions
treat the issues as a trivial. The programmes, carried out once in a blue moon
are lopsided in terms of contents and staff participation. Also, the mentality
that staff training and development is tantamount to doing your staff a great
favour make most organization to fall short of their responsibility.
Training and
development tend to improve employees’ ability, skill, experience, attitude and
sense of belonging and on the other hand, the absence of same often leads to
high labour turnover, absenteeism, waste in production, high inefficiency and
low workers’ performance.
1.3 AIM
AND OBJECTIVE OF THE STUDY
The primary objective of this study is mainly to
determine how staff training and development
could serve as a tool that will enhance efficient
performance in West African Examination
Council. This study will also identify the major
factors that could motivate staff to perform
excellently and be happy.
This research work also tends to achieve the
following objectives:
i To
ascertain the rationale for Manpower Training and Development.
ii To
examine the impact of the personnel function on Manpower Training and
Development at the West African Examination Council.
iii To
determine the Autoist/ Drive of Manpower
Training and Development.
1.4 RELEVANT RESEARCH QUESTIONS
i What
is the rationale for Manpower Training and Development at the West African
Examination Council (WAEC)?
ii What
is the impact of the personnel function on Manpower Training and Development at
the West African Examination Council (WAEC)?
iii What
are the Autoist / Drive of Manpower Training and
Development?
1.5 RELEVANT
RESEARCH HYPOTHESIS
The following
hypotheses are tested:
HYPOTHESIS I
H0: Investment in training
does not have a
positive impact on Manpower
Training and Development.
H1: Investment in training
has a positive
impact on Manpower Training
and Development.
HYPOTHESIS II
H0: Staff
selection and interview
procedure do not have
a positive impact on Manpower Training
and Development.
H1: Staff
selection and interview
procedure have a positive impact on Manpower Training
and Development.
HYPOTHESIS III
H0: Staff placement and promotion do not
have a positive impact
on Manpower Training and
Development.
H1: Staff placement and promotion have a positive
impact on Manpower Training and
Development
HYPOTHESIS IV
H0: Content and
relevance of training
programmes do have
a positive impact
on Manpower Training and
Development.
H1: Content and
relevance of training
programmes have a positive impact
on Manpower Training and Development.
HYPOTHESIS V
H 0: Utilization
of employee after training does
not have a
positive impact on
Manpower Training and Development.
H1: Utilization
of employee after training has a positive impact on Manpower Training and
Development.
1.6 SIGNIFICANCE
OF THE STUDY
This study is
being conducted with the aim of providing useful information that will aid the
following groups of users of educational information (such as The Management,
Government. Employees and the Public
at large) in their various decision making.
It is hoped that
at the end of this study, the findings will be beneficial to the users
mentioned above and most especially management of the council in the following
areas:
i Internal
control of the Council (West African Examination Council).
ii Measuring the profitability and
efficiency of West African Examination Council, Lagos.
iii Measuring
the degree of vulnerability of West African Examination Council developmental
risk attaching to it.
1.7 SCOPE
OF THE STUDY
The research
work is to cover as much as possible aspects of training and development and their effect on employee’s performance in
services in Nigeria
because of time constraints and finances, the research will focus on West
African Examination Council, in order to enhance effective research work.
1.8 DEFINITION OF
TERMS
In order to
reduce ambiguity and not to create problem for readers of this research work
here are the meaning of some principal terms.
i COMPETENCE: The word competence
describes the set of behaviours and characteristics, which employees apply in
practice in order to able to perform effectively.
ii DEVELOPMENT: The action or process
of developing, being developed, gradual unfolding or growth evaluation, the
expression of a function in the form of a series.
iii EDUCATION: The Act of finding out/
deciding or the amount of values of something. This is a systematic process by
which pertinent data are collected and converted into information for measuring
the effects of training helping in decision making, documenting results to be
used in program improvement are providing a method for determine the quality of
training.
iv EMPLOYEE:
A person who works for somebody or a company in return for wages.
v IMPACT: A strong impression or
effect on something/ somebody the action of one object hitting another.
vi MANPOWER PLANNING: Manpower
planning generally refers to a wide
range of activities which are geared to the enhancement of development and
utilization of human potentials (their
knowledge talents, skills and energies) of
a country or sector of the economy.
vii PERFORMANCE: An action or achievement, the process of
performing something.
viii QUALITY:
Degree of excellence, relative nature of kind or characteristics
traits, mental or moral attitude.
ix TRANING: The process of preparing
somebody or being prepared for, to draw along the prepare for performance by
instructions, to instruct and discipline.
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