ABSTRACT
The study examines the impact of training and
development on the performance of civil service employees in Nigeria, using
Ministry of Information, Asaba, as a focal point. Two research hypotheses were
formulated to guide the study. The study adopts the survey research design
involving the administration of questionnaires to a sampled population. The
result of the findings reveals amongst others that training and development
programme have significant effect on employee‟s performance, and that there is
a link between poor training and development programmes and organizational
employee‟s turnover in the Delta State Ministry of Information, Asaba. Against
this backdrop, some useful recommendations were made. These includes: training
and manpower development relevant to organizational goals should be provided to
employees and recipients provided with an enabling environment to perform tasks
they have learnt, there is the need to conduct training needs assessment, to
ensure that the right training is given and training programmes of the civil
service employees should be on a continuous basis and not based on survival,
that is, conducting training only when organization is confronted with
particular problems.
TABLE
OF CONTENTS
TITLE PAGE - ii
DECLARATION - iii
CERTIFICATION -
DEDICATION - v
ACKNOWLEDGEMENTS - vi
CHAPTER
ONE
INTRODUCTION
1.1 Background
to the study
1.2 Statement
of the Problem
1.3 Objectives
of the Study
1.4 Research
Questions
1.5 Statement
of Hypotheses
1.6 Significance
of the Study
1.7 Scope
of the Study
1.8 Limitations
of the Study
1.9 Definition
of Terms
CHAPTER
TWO
LITERATURE
REVIEW AND THEORETICAL FRAMEWORK
2.1 Literature
Review
2.1.1 The Concept of Training and Development
2.1:2 Determinant of Training Needs
2.1.3 The Roles of the House of Assembly
2.1.4
House of Assembly as Agent of
Socio-political Re-engineering
2.2 Theoretical Framework
CHAPTER
THREE
RESEARCH
METHOD
3.1 Research
Design
3.2 Population
of the Study
3.3 Sample
and Sampling Technique
3.4 Method
of Data Collection
3.5 Method
of Data Analysis
CHAPTER
FOUR
PRESENTATION,
ANALYSIS OF DATA AND DISCUSSION OF
FINDINGS
4.1 Presentation
of Data
4.2 Analysis
of Data
4.3 Discussion
of Findings
CHAPTER
FIVE
SUMMARY,
CONCLUSION, RECOMMENDATIONS AND
CONTRIBUTUONS
TO KNOWLEDGE
5.1 Summary
5.2 Conclusion
5.3 Recommendations
5.4 Contributions
to Knowledge
REFERENCES
APPENDIX: Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 Background to the study
Manpower is the most active and
indispensable factor in the process of production in an organization and so
should be given its rightful place as an option for organization performance.
It is the most important of resources in all organizations and among the four
factors of production (Emejulu, 2000). It consists of employees/workers in
organizations who accomplish the goals of the organization.
Cooperatively towards common goals or
objectives under authority and leadership. The organization refers to the
working together of two or more people in a coordinated manner to achieve group
result. The Encyclopedia Britannica (1986) defines organization as an
arrangement of individuals or groups into a coherent whole, with-complex of
functions, interrelationships, and a system of overall administration. It is a
social entity that is goal-directed, deliberately structured activity system
with an identifiable boundary.
Ogunbameru (2002) visualizes organization
as every organization has objectives. The role of association of individuals
who are working management in an organization is to help it to accomplish its
objectives through manpower training and development. Training therefore
involves skills acquisition, the process of teaching or learning of skill or
job suggested. Training involves an expert working with learning to transfer to
them certain areas of knowledge or skill to improve in their current jobs. Cole
(2002) suggested that training is any learning activity which is directed
towards the acquisition of specific knowledge and skills for the purpose of an
occupation or task. Training is a systematic process of altering employee’s
behaviour to further organizational goals. It involves improving an employee’s
skill to the point he or she can do the current job for organizational
performance. There is need for training when the performance of a worker is
noticeably poor and cannot be improved through maturation and simpii1iing the
work procedure. According to Johnson and Scholes (2002) three sources of
training need are: changes in technology, markets, legislation and manpower
compensation. Cole (2002) suggested that the need for training is as a result
of demand of the job and demand of the organization. Development, according to
Cole (2002) is any activity which is rather than present needs and which is
concerned more with career growth than immediate performance. The extent of
development in an organization is to improve employee’s conceptual and human
skills in preparation for a future job. It is concerned with teaching workers
more general skills that will assist them in career growth, thereby equipping
them for the future.
According to Muo (2007) manpower
development or human resource development is the existence of unskilled and or
skilled humans that need training or re-training to perform specific task in
the society. Ekpo (1989) is of the opinion that manpower development could be
seen as organization specific. This is because it is largely a function of
organization manpower needed or job specification. It is an adoption of the
human resource available in the country to the need or objectives and
orientation of a given organization. In fact manpower development focused on
turning out human resource that is needed for effective performance in the
organization. It is geared towards updating workers with new techniques or
skills associated with the performance of their jobs. Human resource
development is also a process that seeks to optimize an organizations usage of
its human resource (Wikipedia, 2010). It requires an integrated approach that
addresses multidimensional aspects of employees ranging from enhancing
technical and interpersonal skills to creative thinking and leaderships.
Organization with high productivity or performance levels have made manpower
development an integral part of their business culture.
Method of manpower development
according to Adeniyi (1995) includes, under study, job rotation and
self-development’/self-assessment. Under-study is good for succession planning
because it allows smooth transition of work when one officer leaves a schedule
or the organization. Job rotation involves workers moving from one schedule to
the other within the same organization to allow for competence on all spheres
of work while self-development means a personal desire to improve through an
individual’s attempt to embark on study and practical experience that are
independent of an organization’s role and contribution. Self-assessment means
personal identification of strength and an attempt to improve and build current
efforts for a more fulfilling corporate movement.
Other methods of manpower development
include orientation, on—the-job training, in service training, committee/work
group method, vestibule training method and apprenticeship,
coaching/understanding, job rotation, committee membership, special assignment,
programme instructions, simulation, special course, professional bodies
membership, business games and part- time programmes.
Indeed, the objectives of employee
training were: to help increase workers morale and enthusiasm to increase their
performance, efficiency and effectives of workers, to improve the quality and
quantity of workers’ productivity, help to curtail incessant labour turnover,
help to increase job satisfaction and motivation and so on. To achieve these
objectives workers are acquainted with skills and competences that impacts
directly on their area of engagement in their organizations.
1.2 Statement
of the Problem
There
are many challenges facing most organisation in Nigeria today, one of such
challenges is that of training and development. This is because many of these
organizations mostly those that are owned and run by the government, consider
it a waste in investing in the training of personnel, this is the cause of
inefficiency in many organizations. Over the years inexperience and ignorance
has hampered the performance of the legislature arm of government. Delta State
House of Assembly seems to have learnt some lessons from the mistakes of some
of these organisation, hence the emphasizes on the importance of training and
development in house.
In Nigeria today, especially in our
democratic government, most organizations especially have often been blamed for
poor performance. Like the case of the Delta State House of Assembly, it is the
leadership of the house that trains, develops and manages the resources at her
disposal for the achievement of the objectives of the legislative arms of
government. The leadership of the house of assembly usually make budget for
training and development of its members in order to equip them for the task
ahead. The core purpose of this research therefore is to establish the fact
that, it is only through effective training that members of the House can be
developed and better position to perform the responsibilities bestowed on them
by electorate through their votes.
Therefore it is only by frequent training and development that
efficiency, and effectiveness as well as well as service delivery can be
guaranteed in our legislature. Hence, solving the problem of inefficiency and
poor performance that has been common amongst legislators.
1.3 Objectives of the Study
The main objective of this research
study is to examine the impact of manpower training and development on the
Delta State House of Assembly. To ascertain how much training has enabled the
legislative arm to perform its responsibilities effectively.
The
specific objective includes:
i.
To attempt to distinguish
between the House of Assembly and other arms of government.
ii.
Analyse and enumerate the
roles of various trainings and development in the Delta State House of
Assembly.
iii.
To examine the
determinant of training needs and challenges facing the Delta State House of
Assembly.
iv.
To come out with policy
suggestions that would help the Delta State House of Assembly to perform
better.
1.4 Research Questions
1. Are
there provision for training and manpower development in the House of Assembly?
2. What
are some of the training needs in the house of Assembly?
3. To
what extent has training and manpower development led to improved performance
of the Delta State of Assembly?
4. What
are the challenges facing the House of Assembly Asaba?
1.5 Statement of Hypotheses
The
following hypotheses have been forward by the researcher to guide this
research.
Ho1: There is no significant relationship between
training and development in the Delta State House of Assembly and delivery of
democratic dividends.
Ho2: There is no significant relationship between
training of members of the Delta State House of Assembly and increase
performance and efficiency on the Delta State House of Assembly.
1.6 Significance of the Study
The relevance of any research work rests on its contribution to
the body of existing knowledge or entirely new area introduced the relevance of
this research therefore centers on the identification of the impact of manpower
training and development on the Delta State House of Assembly.
This research would be of immense help to scholars and students of
Political Science, History, and Public Administration. As it gives a vivid
picture as to the role of training and development in ensuring service delivery
in the grassroots. Policy makers will find this work also very useful, as it
will help as a guide towards ensuring the formulation of policies that will
help them prevent and the practice of engaging mediocre to do jobs that are
meant for trained professionals. The Nigerian populace will also benefit from
this research work as it will open their eyes to certain rights they have, to
accept or reject decisions reached on their behalf by those sent to represent
them as legislators.
1.7 Scope of the Study
This
research work covers a substantial part of the impact of training and
development as a means of ensuring that the electorate benefit from their roles
as members of Delta State House of Assembly.
To ascertain how the above phenomenon have helped to improve efficiency
and effectiveness in the Delta State House of Assembly from 1999 to 2013.
1.8 Limitations of the Study
Any
study that focuses on policy making and implementation is most likely to
encounter certain constraint. This is with reference to such sensitive areas
that are beclouded with lots of secrecy and confidentiality. Only few people
will want to open up in discussing such sensitive issues. With such
constraints, systematic empirical investigation became rather difficult. These
constitute some of the challenges faced by the researcher in the course of this
study. The researcher has to take time to appeal and convince respondents that
the information as given is only for research purpose and it’s confidential.
1.9 Definition of Terms
Training:
This is the systematic process of
altering the behaviour, knowledge and or motivation of employee in a direction
to increase organizational goal achievement.
Development:
A gradual growth of advancement through progressive improvement in a given
position or office.
Manpower: The
number of human capital required to run a particular organization.
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