This research examined Manpower Training
and Development in the Public Service with special reference to
Administrative Staff College of Nigeria (ASCON). The research adopted
survey research design. Data were gathered through primary source with
the aid of a well-structured questionnaire. Simple random sampling
technique was adopted in the selection of sample, this was used to
eliminate biasness in the selection process of the respondents.
Data garnered were presented on table
using percentage and the formulated hypotheses were analysed with the
used of Chi-square statistical method. The result of the analysis shows
that lack of team work among staff and management of the Health Ministry
it the major cause of conflict, it was also found that conflict
management is necessary to improve work performance, quality and
productivity in the public organization.
Based on the conclusion of the analysis
recommendations were proffered to the staff and management of federal
health laboratory and public organizations as a whole.
TABLE OF CONTENTS
Title page i
Table of content v
1.1 Introduction 5
1.2 Statement of problem 6
1.3 Objectives of study 7
1.4 Scope of Study 7
1.5 Significance of study 7
CHAPTER TWO: LITERATURE REVIEW AND CONCEPTUAL CLARIFICATION
2.1 Concept of Training 8
2.2 Types of Training 11
2.3 Relationship between Training 13
2.4 Education and Development 13
2.5 Approaches to Training and Development 15
2.6 Importance of training and Development 17
2.7 Budgeting for Training and Development 18
2.8 Monitoring and Evaluation of training and
2.9 Conceptual Clarification 23
CHAPTER THREE: RESEARCH METHOD
3.1 Research Design 25
3.2 Population of the study 25
3.3 Data Analysis 26
CHAPTER FOUR : Analysis, Interpretation and Presentation of Data
4.1 Preamble 28
4.2 Data Analysis 28
CHAPTER FIVE Summary, Recommendations and conclusion
5.1 Summary 53
5.2 Recommendations 54
5.3 Identification of training needs 54
5.4 Conclusion 56
For any country experiencing rapid
technological or industrial changes, manpower development and training
is required and important to bring about the desired development.
The origin of the training division in
the federal service, could be traced as far back as 1948 when the then
governor of Nigeria Sir. Kohn Macpherson appointed the foot commission
to make recommendations regarding the recruitment and training of
Nigerians for senior posts in the government service of Nigeria.
There were several factors that
necessitated the setting up of this commission. Some of these factors
arose from the impact of the Second World War on Nigeria’s political
evolution. First, was the desire to compensate Nigerians for their
enthusiastic, support of the British war efforts. Secondly, the new
policy was a reaction to their (Nigerians) constant agitation for senior
appointments for Africans and their specific demand that the
administrative service be opened tom Africans and that Nigerianisation
be actively pursued. Furthermore, many British officials had to be
called up for service in (British) thereby leaving gap in the
administrative and educational service of the country. Finally, it was
difficult to recruit men from Britain after the War because that country
itself needed all its manpower for purposes of reconstruction. The
result of this is that, the money allocated to Nigeria under the
development and welfare fund remained unspent because of shortage of
staff which made it impossible to begin the various schemes already
worked out. These and other political issues connected with the
Nigerianisation policy called for a special study and recommendation.
Consequently, then Phillipson/A debo commission was appointed in 1952 to
study the progress of Nigerianisation and to review the machinery
necessary for carrying it out.
Again, in August, 1995 the house of
Representation moved a motion emphasizing the importance of education in
speeding up the Nigerianization of the federal public service and
urging the needed for the provision of higher training for Nigerians so
that they would be able to assume in creased responsibility not only in
government service, but in government- owed corporations and in
voluntary agency schools. The council of ministers as also called upon
to make a comprehensive statement and present specific proposals to this
end at the next budget meeting of the house.
The coming of the second Republic
further made a change in name of the staff Development Division. This
time it was known as manpower department with a full – fledged permanent
secretary as the head of department. In an effort to streamline the
number of federal ministries by the new administration, the name has
again been changed to training division after merging it with
1.2 STATEMENT OF PROBLEM
It cannot be over-emphasized to state
after the public service review commission report of 1974, the federal
government has been trying its best to make a sustained effort on the
training division in the military government and Head of service, to
obtain the manpower resources needed to keep pace with the economic,
socio-political changes in the country without much success.
Unfortunately the efforts of government towards achieving this lofty aim
have proved abortive.
It is therefore, the mission of this
study is to examine why the effort of the government have not yet
yielded the much desired fruits in terms of the fulfillment of the
1.3 OBJECTIVES OF STUDY
The purpose of this study is to evaluate
the success of manpower training and development in the public service.
Specifically, the study shall;
- Identify the needs for manpower develo0pment and training
- Find out the problems facing manpower development and training.
- Suggest possible ways by which the problems hindering manpower development and training could be minimized.
1.4 STATEMENT OF HYPOTHESES
HO1: There is no significant relationship between training and job performance:
HO2: There is no significant relationship between training and staff development.
Ho3: There is no significant relationship between training and personnel efficiency
1.4 SCOPE OF STUDY
This study shall focus attention
squarely on manpower development and training issues in the public
service. Also, it shall cover only the staff of Administrative Staff
College of Nigeria (ASCON) in Badagry.
1.5 SIGNIFICANCE OF STUDY
The type of Human Resources available to
a nation determ8ines the effectiveness and rate of development of such a
nation. A healthy and sand mind of the workforce determines the rate of
productivity. The recommendations that will be offered in this research
project will lead to an improved management and administration of
training division as well as the entire service.