ABSTRACT
The research work is all about the role of industrial training of manpower development in organization, A study of Anammco (Nig) Limited and Emenite Limited. A sample size of 267 respondents all randomly selected from the entire staff of the two selected organizations. The secondary data were obtained from libraries, journals text books, news – papers, and magazines in human resource management. The data collected were analyzed using frequency tables, percentages and Chi-square statistical tools in testing the hypothesis. From the study, it was discovered that industrial training of manpower in an organization is achieving the over all objective of which it was established in ANAMMCO (Nig) Limited Enugu and Emenite Limited. It was equally observed that ANAMMCO (Nig) limited Enugu and Emenite Limited organizes its training and – manpower development programs based on good result oriented training principle and that the problem facing industrial Training of manpower development in an organization are essentially financial problems. It is recommended: That the performance of the trainees in the above named organization should be monitored in other to detect lapses and make corrections, also more time should be given to the training programs that are been offered by both organizations to enable them achieve their goals.
TABLE OF
CONTENT
Title Page …. …. …. …. …. …. …. … i
Certification
…. …. …. …. …. …. …. …. ii
Dedication
…. …. …. …. …. …. …. …. iii
Acknowledgement …. …. …. …. …. …. …. iv
Abstract …. …. …. …. …. …. …. …. …. v
Table
of contents …. …. …. …. …. …. …. …. vi
CHAPTER ONE – INTRODUCTION
1.1 Background of the Study …. ….. ….. …. ….. 1
1.2 Statement of the Problems …. …. ….. …. ….. 5
1.3 Objective of the Study …. …. ….. …. ….. 6
1.4 Significance of the Study …. ….. ….. ….. ….. 7
1.5 Scope and limitation of the Study …. ….. …. ….. 8
1.6 Research Questions …. …. …. ….. …. ….. 9
1.7 Background of the study Area ….. ….. …. ….. 9
Profile of ANAMMCO Nig Ltd …. …. …. …. 9
Profile of Emenite Nig. Ltd. …. …. …. …. ….. 14
1.8 Research Hypothesis .. … … … … … 15
1.9 Definition of Terms …. …. ….. ….. …. ….. 16
References …. …. …. …. ….. ….. …. 18
CHAPTER TWO – REVIEW OF RELATED LITERATURE
2.1 General View …. …. …. …. …. …. ….. 19
2.2 Definition and
meaning of Training and
Manpower
Development …. …. …. …. …. 22
2.2.1 Training and Manpower Development in
Operational
Efficiency and Effectiveness … … … … … 27
2.3 Distinction
between Training Education and
man-power
Development …. …. …. …. …. 28
2.4 Objectives of Industrial Training of
Man-power
in an Organization. …. …. …. …. …. ….. 31
2.5 Methods of Industrial Training in an
Organization ….. 33
2.5.1 On – the – Job Training and ….. …. …. ….. ….. 36
2.5.2 Off – the – Job Training …. …. …. …. ….. 38
2.6 The Role of Employers in Industrial Training
…. ….. 41
2.7 How to Determine Training Needs …. …. …… 43
2.8 Problems of Training …. …. …. …. …. ….. 44
References …. ….. …. …. …. …. ….. 46
CHAPTER THREE –RESEARCH DESIGN AND
METHODOLOGY
3.1 Research Design …. …. …. …. …. ….. 49
3.2 Area of the study …. …. …. …. …. ….. 49
3.3 Population of the Study …. …. …. …. ….. 49
3.4 Sample size determination of the research
procedure. 50
3.5 Method of Data collection …. …. …. …. ….. 51
3.5.1 Primary Sources of Data … …. …. … …. 51
3.5.2 Secondary Sources of Data … … … … … 52
3.6 Validity and Reliability of the research
instruments …. 52
3.7 Method of data analysis …. …. …. …. …… 52
References …. ….. …. …. …. …. …. 54
CHAPTER
FOUR – DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Data presentation …. …. …. …. …. ….. 55
4.2 Data Analysis and Interpretation …. …. …. ….. 56
4.3 Test of Hypothesis …. …. …. …. …. ….. 67
CHAPTER
FIVE – SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary of Findings …. …. …. …. …. …. 77
5.2 Conclusion …. …. …. …. …. …. ….. 78
5.3 Recommendation …. …. …. …. …. ….. 78
Bibliography …. …. …. ….. …. …. ….. 80
Appendix …. …. …. …. …. …. …. ….. 84
Questionnaire
…. …. …. …. …. …. ….. 85
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any
organization, the quality of its human resources determines its sources. Every
manufacturing industry depends on the resources for attainment of its
objective. However, the objective cannot be achieved unless the organization is
made up of employees who have skills knowledge and abilities to work. Employees
may have abilities, skills, and knowledge but in the long run, they may find it
very tedious to cope with their jobs due to many factors such as organizational
changes, technological changes and so on, hence Industrial training of manpower
development in an organization become paramount.
Akinku
(1978:7), the concepts of training manpower developing were not clearly
understood in most of our development countries. This was also supported in
where he said “we are yet to find out what the four M’s in our mist are, all
efforts to improve on our productivity yield no result” The four M’s means man,
materials, machine and money.
With
the change of events and increased awareness, both the developed and developing
countries have come to appreciate the problem of employee development and
training in many organizations.
Layemo
(1995;2) mentioned in a lecture on supervisory Management Training Course, that
“the basic problem of developing Countries is not lack of natural resources but
the underdevelopment of their human resources”.
A
similar perspective in Eze (1993:20:25), shows that manpower training in the third
world countries are underdeveloped.
In a
similar case also supported. Ashby (1959) showed that manpower resources in the
third world countries were still developing. In this recommendation the
National manpower board was established in 1962. As a follow up, the manpower
board in 1963 undertook a comprehensive manpower survey which brought to
governments the following notice.
(i) The quality
of management in all levels is one of the major problems of economic
development.
(ii) The need for
effective co-ordination to avoid unnecessary duplication of efforts in manpower
training, Yusufu (1969).
(iii) The need to
ensure that training programmes are effective.
The
role of industries training of manpower development in an organization is a very
important activity the management cannot afford to ignore because not
everything can be learned in the work situation, when workers are employed,
they are not just left to stay and work until they are trained and developed in
order to increase their abilities skills and knowledge.
The International
Labour organization (ILO) in 1969 emphasized the inadequacy of manpower
management programmed in Nigeria which was necessary for them to carry out
economic development plan occasioned by the civil war, in order to improve the
need for rehabilitations is required to develop technical and professional
manpower training.
The
second national manpower development plan (1970-74) also said that there was
high level of incompetence in position in our industries and it identifies some
factors responsible for it as follows:
(i) Inadequacy of
educational and professional requirements.
(ii) Poor quality
of employers
(iii) Inadequate
manpower training.
(iv) Inadequacy of
experience
Irrespective
of these poor quality skilled manpower, employers have neglected the need to
train their workers for increase productivity and efficiency of their work. It
is important to note that in the industry, ANAMMCO and Emenite Enugu, these are
many sophisticated machines as can be expected of a typical factory, of which
these machines are handled by the employees. Because of the changes in
technology, the company normally orders new machines which necessitate
employees need for training in order to be able to operate the new machines and
also take hold of changes in technology as it affects the industrial machines.
The employees need adequate training for ease of operation. Also, untrained
staff can be a constraint and source of inefficiency at work. There is no place
for the untrained workers or even the intelligent amateur in these days of
technological works; through training and development, an organization can improve
the quality of output, lower the cost of waste and equipment maintenance, lower
the number of cost of accidents and also prevent low turnover and absenteeism.
The
Federal Government create industrial training fund on 3rd October,
1971, by the decree No. 47, its main objective is the transforming of Nigeria
economy from its predominant dependence on foreign expertise training state of
self reliance through training and development of Nigerians who would be
competent to perform the specialized skills required to manage the essential
sectors of the Nigeria economy. With this effect (ITF) became of the bodies
charged with the task of articulating of training of industrial manpower in the
country hence it becomes of interest to investigate the role of industrial
training of manpower development in organization. A study of ANAMMCO, Limited
and Emenite Nigeria Limited Enugu.
1.2 STATEMENT OF THE PROBLEM
THE ROLE OF INDUSTRIAL TRAINING OF MANPOWER DEVELOPMENT IN AN ORGANIZATION A STUDY OF ANAMMCO (NIG) LIMITED AND EMENITE (NIG) LIMITED ENUGU
