TABLE OF CONTENT
Title page i
Approval page ii
Table of Content vi
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
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
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
4.1 Data Presentation 35
4.2 Testing of hypothesis 47
4.3 Summary of Result` 54
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
Appendix 1 62
Appendix II 63
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.
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.