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ABSTRACT

The project “effect of Training on the performance of Civil Servants was an attempt to make contribution to the ongoing debate on the Nigerian Civil Service training and productivity that has been raging since the Nigerian Third and Fourth Republics. The study isolated an important internal functional process within the civil service and investigated the extent and the general dynamics of its practice within the context of the Enugu State civil service. It focused primarily on the effect of training on the civil servants in Nigeria, using Enugu State ministry of Agriculture as point of emphasis. The primary instrument for data collection was the questionnaire. The population of the study consisted of 6563 staff of the ten ministries and departments in Enugu State Civil Service. Prominent among the findings of the research was that although the ten ministries and departments used as case study had training schools, neither the training programs nor the staff attendance to the training program were regular. The study also found out that neither the ministries nor departments saw training of their staff as an investment. Worse still, the training programs were not restructured from time to time. Based on the above findings, the study recommended that appointments into the Civil Service should be reserved for professionals only who know the value of training of staff for the growth of the organization they preside over.

Description

TABLE OF CONTENT

Title page                                                                                          i

Approval page                                                                                         ii

Dedication                                                                                             iii

Acknowledgements                                                                            iv

Abstract                                                                                                   v

Table of Content                                                                                      vi

CHAPTER ONE

Introduction                                                                                             1

1.1 Background of the Study                                                                 1

1.2 Statement of Problem –                                                                     5

1.3 Objective of Study                                                                            6

1.4 Research Question                                                                            7

1.5 Research Hypotheses                                                                        7

1.6 Significance of the Study                                                              8

1.7 Scope of the Study                                                                           9

1.8 Limitations Of The Study                                                                  9

1.9 Operational Definition Of Terms                                                     10

References                                                                                             12

 

 

CHAPTER TWO

2.0     Review of Related Literature                                                              13

2.1    The need for training and Development                                               13

2.2    Assessing the need for Training                                                           14

2.3   Techniques for determining training needs                                            15

2.4    Reason for training and development                                                   27

2.5    Advantage of training and development                                                20

2.6    Type of training and development                                                       23

2.7   Theoretical Framework                                                                        26

2..8  Summary Of Literature Reviewed                                                        28

Reference                                                                                                    29

CHAPTER THREE

Methodology                                                                                              30

3.1 Research Design                                                                                    30

3.2   Area Of Study                                                                                     30

3.3    Population of the study                                                                       30

3.4    Sample Size Determination                                                                  31

3.6  Instrumentation                                                                                     31

3.7 Validity For Data Collection                                                                  32

3.8 Reliability of The Measuring Instrument.                                                32

3.9 Method of Data Collection                                                                     33

3.1O Method Of Data Analysis                                                                    33

CHAPTER FOUR

4.1 Data Presentation                                                                                   35

4.2 Testing of hypothesis                                                                              47

4.3 Summary of Result`                                                                               54

CHAPTER FIVE

SUMMARY, OF FINDINGS, CONCLUSION AND RECOMMENDATION  

5.1     Discussion of Result/Finding                                                              56

5.2     Conclusion                                                                                        57

5.3     Implication of the Research Finding                                                   58

5.4     Recommendation                                                                               59

5.5     Suggestion for further research                                                           59

Bibliography                                                                                               60

Appendix 1                                                                                                 62

Appendix II                                                                                                 63

 

CHAPTER ONE

                                             INTRODUCTION

1.1 Background of the Study

Nigerian employees are believed to have a poor attitude to work resulting in low productivity. Commenting on the low productivity of Nigerian employees, Eze (1981:2) observed that: Many achievement oriented, shrewd observers of Nigerian people at work have always come out with a common impression that generally Nigerian workers are lazy, slow, sleepy, reluctant to act, unconcerned, and deceitful in their approach to work assigned to them. These workers lack the zeal, (Adebayo, 2001),  the briskness and the momentum of hard work and generally, they dislike to hear anybody talk about efficiency, dedication, honesty, competence, determination, and productivity- all which characterize achievement people in production oriented society.

The inexorable march of time and the ceaseless clamour for social change combined to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if staffs training do not occur in an organization. In order to maximize productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the training of men and women who have requisite knowledge and expertise. The aim is to enable them to contribute their full measure to the welfare, healthy and productivity level of the organization.

A according to (Harper and Row Croft, L.1996), Enugu State, the need to train skilled personnel in the civil service arise principally because of the need to provide necessary practical training required to make newly recruited graduates from ministries and technical institutions effective administrators and skilled technicians. There is also need for some orientation courses for those promoted from lower to higher technical and managerial positions.

Furthermore, there is need to step up the training of Enugu State civil servants as quickly as possible in order to reduce the gap in the demand for and supply of skilled manpower, thereby reduce the reliance on foreign supply in accordance with federal government Nigerian Policy. Finally, comprehensive training is necessary to remove the main deficiencies in indigenous workers’ general attitude to work and working relationship with other worker. These deficiencies include lack of initiative, inadequate educational or professional background, unwillingness or reluctance to take decisions, unduly concerned with personal prestige, reluctance to do manual work etc.

 

CHAPTER TWO

2.0 Review of Related Literature

The implementation of training and development has continued to be great importance to organization.  The relevance of training and development has been identified in many organizations in term of improved performance, acquisition of new skills and knowledge reduction in a accidents and wastes etc.

Therefore in order to have a better insight into the significance training and development certain definitions should be examined.

According to (Akpan, 1982) “training is the organized procedure by which people learn knowledge and skills for a definite papoose” this indicates changes in behaviours of the trainee, knowledge and attitude, which should be applied on the job.

Balogun (1983) went on to define training in a similar content by stating that “training is an organized procedure by which people learn knowledge and skills necessary for doing specific jobs”  this emphasizes proficiency in the art of performing the duties a planned and systematic programme.

2.1     The Need for Training and Development

Many organizations organize regular training and development programmes for their employees some once, some every sin moths or even once every year or more.  The fact that they are subordinates may be a genuine reason to send them for training and development programmes some organizations wait until there are indication hat will reveal the need for training and development.

According to (Croft, 1996) “no one is perfect fit at the time of thing and some training and education must take place”.  He went further to develop employees or not the only choice is that of method and if no organized programme exist, than development will largely be self development while learning on the job”.  This indicated that training and development is not only necessary but to great importance to organizations that want to excel in manpower development.

There for, we train or develop depending on the deficiencies of the individual employees as well as the goals and as privations of the company.  The deficiencies of each employee and the present and future manpower requirements of the company must be examined before formulating desirable and effective training and development programm.  The need for training and development differ from one individual employee to another and from one company to the other.

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