DEPARTMENT OF PUBLIC ADMINSRATION, PROJECT TOPIC : PERSONNEL TRAINING AND DEVELOPMENT A DETERMINANT OF ORGANIZATION PRODUCTIVITY
PERSONNEL TRAINING AND DEVELOPMENT A
DETERMINANT OF ORGANIZATION PRODUCTIVITY
PROPOSAL
This
project aims of examining the role of personnel training and development a
determinant of oragnisation productivity. Case study of Oke –ero Local
government kwara state.
The
purpose of elanity the project has been segregated into chapter, the
arrangement of the chapter of the project come up as follows;
Chapter one deals wit the introduction
part, the purpose of the study. Definition of terms used in the write up was
examined
Chapter two of the project deals with
the frame work and commented, in thinking and summary.
Chapter three deals with the research methodology sources of colleting
data and method of data analysis and research problem.
Chapter four talks about data analysis
together with interpretation of data collected.
The lat chapter deals with summary ,
conclusion interpretation and suggestion for further studies of the project
work
TABLE
OF CONTENT
Title page i
Certification ii
Dedication iii
Acknowledgement iv
- vi
Proposal vii
Table of content viii
- x
Chapter
one
1.0
General
instruction 1
1.1 Introduction 1
- 2
1.2 Statement of problems 3 - 4
1.3 Aims and objective of the
study 4 - 5
1.4 The significances of the
study 5 - 6
1.5 Research methodology 6 - 7
1.6 Scope and limitation of the
study 7 - 8
1.7 Organization of the study 8 - 9
1.8 Definition of terms 9
1.9 References 10
Chapter
two
Literature review
2.1
Theoretical
framework 11
- 19
2.2
Current
tends in thinking 19
- 22
2.3
Summary of
the chapters 22
- 25
2.4
References 26
- 27
Chapter
three
Methodology/research method 28
3.1
Introduction 28
3.2
Sample and
population of the study 28
- 29
3.3
Sources of
data collection 29 - 30
3.4
Method of
data analysis 30
- 31
3.5
Research
problems 31
Chapter
four
Data presentation /analysis and interpretation
4.0
Introduction
32
4.1 Presentation of data 32 - 35
4.2 Analysis of data 35
- 42
4.3 Testing of hypothesis 43 - 44
4.4 References 45
Chapter
five
5.0
Summary,
recommendation and conclusion
5.1 Summary of the finders 46 - 50
5.2 Recommendation 50
- 53
5.3 Conclusion 53
- 54
5.4 Bibliography 55
- 56
CHAPTER
ONE
1.1 INTRODUCTION
Personnel training and development is a necessity
for every organization that meet the challenges of time “personnel/human
resources is the most dynamic of all the organization “ resources” in fact,
they are the skill embodied in the entire labour force, the importance of the
human resources in the attainment of organizational goals and objectives cannot
be over emphasized. In that, they are responsible for the coordination of other
resources of the organization toward accomplishing the objectives of the
organization.
Training on the other hand is seen as” a discipline and experience on a
systematic action which enable people to learn new knowledge, acquire skill and
permit employees to perform according to the standard of the organization for
organizational success. Every organization needs to have a well trained and
experienced worker to man the activities of the various departments within the
organization.
Every, experienced workers need to learn about the organization, it
people, policies, culture and procedure. Training is more orientated than
individual oriented
“Development is more
concerned with overall employees as adaptable resources. Development programme
help to prepare the employee so that they can move the organization as it
charges develops and grows. It is more career oriented than job oriented
“development involve the act of improving the skills and ability of the
workers, so as to be able to manage the efficiency toward achieving the goals
of the organization to manage the resources of the organization effectively and
efficiently toward achieving the goals of the organization.
1.3 STATEMENT
OF PROBLEMS
Basically every research work has to have one
problem or the other in other to make the work more effective and efficient but
the researcher faces some of the following problem during some of the
activities of carrying out the work.
i Time factors:- The time factors of writing this project is short
which make the researcher to limit his searching to oke ero local government alone.
Assuming a lot of time is available the researcher could expand his topic wider
than this.
Ii Finance: There is a lot finance during the causes of carrying out
this project the researcher has to spend money in other things because the
research commence which the researcher is still on receiving leaders
Iii Cooperation:- From despondence the despondence which the researcher
need to consult for effective work and not have time to give him much responses
but with the little gathered the research is able to draw at conclusion.
1.3 AIMS
AND OBJECTIVES OF THE STUDY
The major aims and objectives of the research works
is to examine the relationship and employees performance on their job.
The purpose of this is to improve the skills of the
workers so that they will be able to cope with charges in the society at large
This research work is also carried out in order to
provide a means of improving the performance of the workers on their job.
Thought some from the tanning or retaining so as to enable them to cope with
any from of job redesigned or a technological break through.
Another aims and objectives of this research work
is to bring about increase in the productivity of the organization through
training and development of the workers in the organization.
This is because when the skills of the workers are
improved, it is believed that the performances of the workers are improving and
this will have direct impact on the productivity of the organization. More so,
it is also the aims and objectives of this research work is to examine the
training and development programme of oke –ero local government which is the
case study of this research work.
1.4 THE
SIGNIFICANCE OF THE STUDY
One of the importance’s of this research work is to
allow or bring about improvement in workers performance through the concept of
training and development.
The study will also shed more light on how to
improve the productivity of the organization.
Also, it will lead to the achievement of the
organization goals in the public sectors must especially in the local
government
Further more, the study will contribute toward the
improvement of employee’s productivity.
Also, daily activities of workers will increase
with better training and development, even in the absence of supervisor.
In addiction to the significance already mentioned
above is the contribution that this research work will make or contribute to
the entire body of knowledge.
As it will serve as a foundation or stepping stone
for other reseacher that will be writing on this topic or other topics related
to this topics
1.5 RESEARCH
METHODOLOGY
Both the primary and secondary sources of data collection were employed
in the process of gathering data for this research work. The method employed
include questionnaire interview and documentary method of data collection.
The questionnaire was distributed among the six
department of Oke- Ero local government council. That is the questionnaire was
distributed to the workers, working in financial department, health department,
personal department, education department, and agriculture department.
The data were collected and well analyzed to get
the required conclusions.
1.6 SCOPE
AND LIMITATION OF THE STUDY
The scope of this research work has been limited to
the study of training and development of personnel in the local government. due
to this limited scope to oke ero local government as the case study of this research Work.
Also, another limitation of this study is the time constraint. Thus the time
allotted for this research work is too small as three are other academic
activities restricting my attention.
Finally, this research work is limited due to non
availability relevant information from Oke-Ero local government.
1.7 ORGANIZATION
OF THE STUDY
This research work is divided into five chapters.
The first chapter comprises of the introduction, statement of problem aims and
objective of the study, the significance of the study, organization of the
study and definition of terms.
Chapter two deals with review of related
literature.
Chapter three also deals with historical background
of Oke-Ero local government, organization structure of Oke Ero local government
and its organization chart.
Chapter four deals with data analysis and
interpretation.
Chapter five include summary, recommendation and
conclusion.
1.8 DEFIANTION
OF TERM
1
Petroleum:
the people that work in an organization for a fixed income.
2
TRAINING: the process of learning the skills that are needed to do a job on a
process of updating old skills and developing new ones.
3
DEVELPOMENT: the gradual growth of skill so that it become more advanced and
stronger.
4
ORGANISATION: a group of people that form a business together in other to achieve a
particular aim.
5
PRODUCTION: The rate, at which a working a company or a country produces good and
the amount produced, compared with how much time work and money is needed to
produce them.
REFERENCE
1.9
Cole G.A
.(1990) management, theory and practical
London: the Guemsey press c. ltdp.104.
Mubanaq S. and Adedo M in management Nigeria foundation
CHAPTER
TWO
LITERETURE REVIEW
LITERETURE REVIEW
THEORETICAL FRAMEWORK
Training and development are very important to an
organization that want to survive and cop with the rapidly changing technology
seence,
Therefore, there is need to continuously re-train worker to carry out jobs which have changed in certain phases.
There is a necessity for every organization to have
a training policy that will cater for her worker. Training and development is
inevitable for any organization that wants to be successful and futuristic.
Training is the organized procedure by which people
learn knowledge and or skill for a definition purpose in the organization
trainees shall acquire new manipulative skills, technology knowledge, problem
solving ability or attitude.
Training differ from education in that, education
has enters of this research work refers to formal education in primary,
secondary, college, of education other tertiary is oriented institution or
university.
Training has a more immediate utilitarian purpose
than education the general educational system is fundamentally meant to teach
broad knowledge and skills that equip people to effectively cope with their
environment, to cater for themselves and to aid the progress of the society as
a whole.
IT is essential those employees are given initial
training. That is orientation to the
practice and ways of working in a particular organization that has
employed them. However, it is assented that training is a process to assist in
attaining a level of performance and a quality of a personal and social
behaviors that meet their need and those of the organization.
They have added new dimension of them definition, a
quality of personal at social behavior of the employee which is actualized
through training in other to meet the need of establishment and the
individuals. This angle is emphasizes that training help employee to gain new
technical problem solving ability or attitude.
Training is concerned with the moves between two
input to an organization effectiveness people and technology. He later said
that since organization carcenerly secure people who at the stage of employment
are total master of their unique requirement, organization need a sub-system called TRAINING this is thus
helping them to master the technology of their task’s he affirmed that
trainiry change uniformed employee to
informed employee training change unskilled employee to skilled employee who
can do their assigned task in the way the organization want them done that is
worker who do things the right way. This right way, he said is called STANDARD,
and this are main use of training is to produce people who perform work
accordingly to a sub-standard. In
essence this means that there has to be a predetermined standard of
performing duties that worker should form in order to achieve the best result.
Training is also seen as a continuous process that
should concern a person on through his career un the public service or business
world. It applies to everyone, whether a generalist administrator, technical or
(professional officer, junior or senior
officer. If training is to help make an organization more productive and
effective, the total administrative system must be conducive to staff
development and training as an integral part of the whole process.
It is however, not enough to train a staff, it is
equally important that he is given ample opportunity to prove his work because
as a man cannot be train and left in a shone where would be practice his trade?
Many staff have been train and left to waste a way. This is done deliberately
to frustrate such staff or lack of manpower planning were staff are train in
the wrong direction or for job which have no immediate to the needs of the
organization.
Training is the organized procedure by which people
learn knowledge or skill for a definite purpose this implied that essentially
training must be organized, it is not supposed to be a hapharzard programme by which people learn knowledge or
skill for a specific purpose which the training is to achieve.
It is expected that some change in the behaviour of
those trainees should be observable learning that the training should have
brought to the individuals an added knowledge and a new or improve skill.
Training is also refered to as the systematic
development of the attitude or skill behaviour partherm nefine by an individual
in order to perfor adequately a given task or joy “
In the industrial situation, this means that the
tetchiness shall acquire new
manipulation skills, technical knowledge, problem solving ability or attitudes.
It is expected that the employees apply newly acquired knowledge and skills on
the job.
In such away that aid in the achievement of the
organization goals.
It is also observed that all new employees,
regardless of their previous training, education and work environment, need to
be introduced to their employers specific tasks. One do not just employed a new
hand even through the task my be similar to one he has been performing before
taking up the new job one skill finds that each job situation possesses its own
peculiarities, as such there is skill the need for such individual to be
introduce by way if training to the way to things are done in that organization
Moreover, specific occasion for training some on
when employees are transferred from a area to another or where an individual is
promoted or when job changes for instance, when somebody is transferred from
the head office, what obtains at the head office will be different from what
obtains at the branch level in order to be able to cope with what the job dictates.
Changes also occur as a result of technological innovation and development
employees and to be trained and retrained in view of those changes
Training is therefore, a vital and necessary in all
oragnisation, it plays a large part in determining effectiveness and efficiency
of the establishment.
It determines the continued survival of the
organization, particularly where consideration is given to it by any
organization or establishment.
“training is the act of improving and updating out
data knowledge, in order wonds, it is on top job accumulation of wisdom and
experience”
Training is very vital and a very necessary
activities for an organization that want to cope with the test of time. Thus,
the need for training is an so emrical to the attainment of organization goals
and objectives.
Therefore training is concerned with the process by
which the attitude, skill and ability of the employees to perform specific job
with the view to improving of the productivity is developed. It is through
organization training that old talent can be updated and new ones developed and
those updated through training would be used to fullest capacity
In carrying out training programme, it must be done
bearing in mind certain set objectives. This is because there are variations in
organization culture and before a training is undertaken in an oragnisation a
through analysis of the training need of the personal training to be done, the
need for training is biome out the fact that many oraginsation have come to
realize its importance and have accepted training as pre – requisite for
efficient performance and have sought out adequate facilities for training of
their employee.
2.3 CURRENT
TERMS IN THINKING
The
main objectives of the training problem of local government in Kwara State as
stated in the training policy reticular number LGS/S/39/T1/5 of 1st
August 1991, released by the Kwara State local government service commission
are;
i.
To increase
the competence and effectiveness of officer in performance of their job through
exposure to modern management techniques and new advances in technological
science in them respective profession
ii.
To develop
the academic or professional participative of officer in preparation for higher
responsibility in their chose earner
iii.
To produce
a conp of high specialized officer for united government services,
The kwara state civil service commission has condition under which
employees can undergo training programmes. The approved training schedule are;
i.
Technical
assistance
ii.
Study leave
with pay
iii.
Study leave
without pay
Under the technical assistance service officer are usually released for
study leave with pay study leave without pay is granted on confirmation etc
officer who are on study leave with pay and in seduce training schemes are
supported to be bonded, the length of time for a course determines the number
of years the bond will be.
Length of time of course
S/N
|
Length of time of course
|
Number of years for book
|
I
|
2 academic year course (s) and above
|
5 years
|
Ii
|
2 academic year course
|
3 years
|
iii
|
1 academic year course
|
2 years
|
In the early 80” local government personal who take
their training paper fully processed and had been granted study leave with
fully in service entitlement have the privileges of enjoying financial
assistance in form of tuition fees research granted etc, the state government
has stopped study leave with full pay since 1990 .
The payment of those
allowances was however depended on some criteria likes
a)
The nature
of the criteria’s
b) The rank or grade level of officer(s) affected
c)
The lunation of the course(s)
d) The geographical location of the training
institution etc.
2.4 SUMMARY
OF THE CHAPTER
The based role of this
summary is that coordination and financial of programmes for training, it also
ensure camphene with the continent for the training of local government
personnel
Each local government is
expected to submitted the of personnel recommendation for training. The
recommended employees and several ascertain of their local government and the
staff followed the laid down procedure recommended staff
The criteria laid down by
the department of local government and Oke-Ero local government must before any
staff can be sent on training are as follows;
1. the need for the training must be established, that
is does the employees need training for the purpose of acquiring communication
skills, technical skills etc.
2. there should been equal spread of training
opportunities to all earns of staff seniority basis
3. the course to be studied must be relevant to the
officer for the particular officer’s candness
the department of local government experts the different local
government areas of forward expense to those in training to its office for
reimbursement, the reimbursement is taken from a central fund which is
maintained principally for the training of local government staff.
Any local government that
does not seek approval for the training of their personnel will definitely not
be reimbursed.
The department of local
government select topics which will be beneficially to majority of the local
government staff and informs the local government concerned of the approval
The important of local
government personnel training was emphases by an author when he says or
assented that “the success of any organization is largely dependent upon the
effectiveness of its personnel administration’s He further said “ the success
of local government can be measure in terms of its responsibilities to the many
and greatly varied hanging recumbent of the local community’7
It is believed that this
responsibilities can occur if the local government is manned by highly
qualified, experienced and competent employees who have a reputation of
integrity and dedication to duty.
Oke-Ero local government
consider training and development as very important and employs a verify of
training methods. There are differ nets in the training methods of the
executives employees there is a variety of method like
i.
on – job
training
ii.
seminars
iii.
special
meeting
iv.
basket
business games
The junior staff are however trained through the
underlisted method
i.
induction/
on the training
ii.
organization
of vestibule school
iii.
apprenticeship
programmes understand
Since oke-ero local government considered training
as highly important, her employees are encourages to go for further training
REFERENCE
Beach S.D (1975) Personnel the management of people
at work new York,
Macmillan publishing press
Sherrean A.W and ChruDEN H.I (1984) Management
Human Resources OHIO South west publishing press
Flippo E. (1980) personnel Management New York Mac Graw Inlii.Inc
Henry Mintzbeng (1987) crafting strategy Hovered
Business Review New York Macmillan publishing press
Cole G.A (1986) Management theory and practice London. The gunnery press
co. limited
Nadler, Leonard (1984) the handbook of human Resources
Development new york.
John Willey and sons
Rodney W. (1972) How Europe Developed African Tanzania.
The universal of Dares salam press
Hmai A.I (1999) Manpower training and development new York John wiley and
sons
Oladosu S.A ET AL – (1992) Kaduna Essaus on local
government. Kaduna Dosu Publication press
Training policy circular – NDLGSC /5/39/T.I/5 of 1st August
1991
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION
The
research methods adopted for this study is questionnaire. This is done to illet
responses form the respondents,. In analyzing, the questionnaire systematic
sampling was also used to break the respondents into various segments
3.2 SAMPLE
AND POPULATION OF THE STUDY
For this study the population of the respondents collected is 25.
however, out of the 25 questionnaire distributed to the respondents only 23 was
able to retrieved. Therefore, the population size of this study is 100. failure
to meet up with the targeted researched time loss of questionnaire in transit and
many other problems conspired to frustrated the full return of 25 questionnaire
that were earlier dispatched. However, for time constraint, the sampling
techniques applied is systematic. The population in a research is defined not
only to identify the elements but also to enhance the measurement of certain
characteristic which can be estimated and classified according to the
requirement of the particular study
3.3 SOURCES
OF DATA / DATE COLLECTION INSTRUMENT
In any research process, the major ingredients are
the data which are to analysis to find solution to the problems. The researcher
has to decide which types of data to be needed and the techniques to collect
the data
(1) PRIMARY
SOURCES: These are data
collected the primary sources, they are direct collection of facts and figures
relating to the population in the census. It enables the researcher to collect
the exact information needed. The data are clearly defined so as to avoid
misunderstanding and ambiguities. The primary data are show in greater and can
serve as a permanents record for the researcher. The methods of data collection
in primary source of data are through observation and questionnaire
(2) SECONDARY
SOURCES OF DATA
These are already collected by someone else, which are useful for the
presents researcher, this types of data may be useful because of the following
reasons
i.
there may
be time constraints in collecting the data
ii.
it may be
expensive
iii.
the
researcher may encounter difficulty in collecting such data from the primary sources
secondary date are not originated by the person conducting the inquires
but arte taken from published sources like newspaper, journals records etc
3.4 METHOD
OF DATA ANALYSIS
The chi-square analysis on coordinating analysis
would have been used but for the limited numbers of observed expectation, the
method could not be used, therefore, the percentage i.e method used is applied as shall be used
in analyzed the five selected questionnaires
3.4 RESEARCH PROBLEMS
The hypothetical preposition that will be tested
here is training can still achieved its goals and aspiration.
In a case various findings and recourse have made this project
valuable and intensive. A myroad of textbook, Journals, Newspapers and the
likes have been consulted heavily and ensuring the doggedness on this project .
To crowned it up, documentation questions were also
distributed to both Junior and senior personnel whose view are richly
appreciated and useful.
CHAPTER FOUR
DATA
ANALYSIS AND INTERPRETATION
The
number of questionnaire distributed to the staff of Oke –Ero local government
secretariat form which the tables below were drawn is twenty five out of these
twenty five (25) questionnaire, only twenty three were retuned and the
information gathered from the twenty three questionnaire that were returned
were used to prepared the table below. Also the percentages used for the
analysis of the table is 100 percent.
The
first table indicated the responses to the question which says that Does
oke-Ero local government have any training and development programme?
TABLE
ONE
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
20
|
87%
|
No
|
3
|
13%
|
Total
|
23
|
100%
|
In the table above, it is clearly show that
out of the twenty three (23) workers, that attempted the question on whether
oke-ero local government have any training and development programme or not
twenty workers respondent “yes” and they from 87% of the entire respondents
that responded to the question. Also the remaining three workers answer “No”
and they constitute 13% of the entire respondents
TABLE TWO
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
19
|
82%
|
No
|
4
|
17.4
|
Total
|
25
|
100%
|
The
above table shown the responses of the workers that responded to the question
on whether training and development have any influence on the performance of
the workers or not. Those that responded “yes” were nineteen (19) in number and
they stand for those that agreed that training and development have influence
on the performance of the workers while on the performance of the workers while
the remaining four (4) workers responded “No” and they stand for those that
disagreed with the motion
TABLE THREE
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
17
|
73.9%
|
No
|
6
|
26.1%
|
Total
|
23
|
100%
|
The
above table show clearly that seventeen (17) workers out of the twenty three
(23) workers that respondents to the question on whether training development
changes the beahviour of the workers or not responded “yes” and those from
73.9% of the entire respondents while the remaining six (6) workers disagreed
with the motion and they from 26.1% of the respondents that responded to the
question.
TABLE FOUR
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
19
|
82.6%
|
No
|
4
|
17.4%
|
Total
|
23
|
100%
|
From this table, it is also clearly
shown that out of the twenty three workers that responded to the question which
says that Does training and development of workers have any impact on
organization productivity? Nineteen workers answer “yes” and this represent 82%
of entire responded to the question while the rest four (4) workers respondents
“No” and they represents 17.4% of the entire respondents
TABLE FIVE
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
16
|
69.6%
|
No
|
7
|
30.4%
|
Total
|
23
|
100%
|
it is also shown in the table above that
total number of workers that responded yes” to the question that is there any
other benefits derived from training and development by the worker and the
organization apart from the fact that it improves the workers performance and
organization productivity is sixteen (16) and it represents 69.6% of the entire
respondents that responses to the question while those that responded “No” were
seven (7) and they represents 30.4% of the entire respondents
TABLE SIX
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
18
|
78.3%
|
No
|
5
|
21.7%
|
Total
|
23
|
100%
|
The question from which the response
shown above were gathered form is that is training and development of workers
the most effective ways of improving oragnisation productivity? It is seen from
the table that the majority of the respondents that responded to the question
responded “”Yes the number of which is eighteen (18) respondents 78.3% of the
entire workers answered “No” and they represents 21.7% of the entire responded
to the question
TABLE SEVEN
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
15
|
62.25%
|
No
|
8
|
34.8%
|
Total
|
23
|
100%
|
The responses shown in the above table
was gathered to the respondents that responded to the question that does
government make any provision for the training and development of the workers
in their various corporation and parastatals? It is clearly indicated that
fifteen (15) workers out of the twenty three workers that responded to the
question answered “Yes” and they represent 65.2% of the entire respondents.
While the rest eight workers (8) answered “No” and they made up the remaining
34.8% of the entire respondents.
TABLE EIGHT
Responses
|
Number
of respondents
|
Percentages%
|
Yes
|
21
|
91.3%
|
No
|
2
|
8.7%
|
Total
|
23
|
100%
|
The
above response indicates the responses of the respondents to the question which
says . what is the nature of training and development polices and programmes
used by the local government? Twenty one out of the twenty three workers that
responded to the question answered that the nature of training used by the
local government is efficient and it represent 91.3% of the whole responded
that responded to the question, while two (2) workers responded that the
training and development policies and programmes used by the local government
is “inefficient: and it also represent 8.7% the entire respondents
BRIEF HISTORY OF THE CASE
STUDY
Oke Ero local government, was called out
to the formen Ekiti local government Kwara State in the year 1997 by the
Military Head of state and the commander of chief of armed force late General
Abacha, the local government was created along with other new local government
where there was agents need for the creation to at least make sure that the
proper governmental machinery was brought to the grass =roots level.
Oke
Ero local government was carried out of the tem Ekti local government which has
its headquarters at Aroromi – Opin. This is as a result of the facts that the
local government was large in size and densely populated and cannot be governed
by one government as a result of its population.
It is therefore an attempt to ensure
that there is proper development of government at the grassroots level that Oke
–Ero local government was created out of the tem Ekti local government, as a
new local government Oke- Ero started her administration with six (6) main
department theses are;
i.
Department of health and medical
service
ii.
Personnel department
iii.
Department of finance
iv.
Department of Agriculture and natural
resources
v.
Department of education, information
and welfare
vi.
Department of work, sand land Housing
The power given to theses department is
equivalents to the delegation of power from the state to effect government. The
elutes of the various department will be discussed under the organizational
structure of Oke –Ero local government, in this research order to fully
understand the extent of training done in Oke –Ero local government.
ORGANIZATIONAL
CHART
`
4.3 TESTING OF HYPOTHESES
Here,
chi-square method would be used made use of in testily for the hypothesis
through questionnaire, the following statement would be considered the
hypothesis unclearly the research work
Ho: that there is no significance different
between the use of personnel training and development a determinates of
organization productivity as a tool for organization survival.
Hi: that there is significant different the use
of personnel training as a tool for organization survival
SUMMARY OF THE
CHAPTER
The
analysis and interpretation of data in the above tables have shown the vitality
and neutrality of training and development of worker in improving the
performance of the worker in organization
productivities
Form
the tables, the response of the respondents to the various question posed to
them are clearly shown and it can be deduced form the responses to the various
question that for any organization that want to cope wish the change in
technology, job re-design and the change in the society at large must adopt
training and development of its employees as a sure way to catch up with these
changes.
Source;
Research field survey 2011.
REFERENCE
Bajipai
S.R (1985) Method of social survey and Research London. The Guennsey press co.
ltd
Abdullahi
O.E (1995) Research Methodology in education, okel publishers and printing
enterprise press Ilorin
Interview
session held with Mr Olayinka Olajide S. – A personnel state of Oke Ero local
government
Ubeku
A.K. (1975) Personnel management in to Nigeria Benin Ethiopia publishing
corporation
CHAPTER
FIVE
5.0 SUMMARY, RECOMMENDATION AND CONCLUSION
5.1 SUMMARY
This
research work has asses the impact of training and development on the
performance of workers and the overall productivity of the organization with
particular reference to Oke-Ero local government which was chosen as the case
study. It was discovered that training and development positive impact on the
job performance of workers, it improves their skills, knowledge, expertise and
experience on the job
Training
and development are very vital to any organization that desires to grow and
intends to cope with time changes. The training and development of human
resources cannot be left to the educational institution alone, every
organization, either private or public should be involved in the man power
training and development. This however is not enough, since it is often done in
an haphazard manner. That is there is no proper planning and evaluation of
personal training and development .
Japan
is a very good example of counties that normally give adequate training and
development to their workers personnel. In Japan, private enterprises have
developed their own training programmes before the educational institutions
were established in their country. Training and development of human recourse
which is the most vital resources of the
establishment , is very essential to any organization, society or country that
desire to throw off the bond of economic back wordiness.
It
was discovered that the local government chosen as the case study, does not
have a separate officer that handles training and staff development. It is the
personnel officer that combine such duty with his duties. As it can be seen
through the analysis of data, training is very important and if it is well
planned and thoroughly implemented, the performance of workers, will improve
and at the same time, it will bring about increase in organization
productivity.
It
was pointed out that “there should be a planned system training of all
employees to enable them acquires the necessary skills for their various jobs.
To put an old chief clerk, who has never received any training is his life as
personnel officer in place of an organization personnel officers is a
disservice not only to that particular organization, but to the country at
large. We are in a competitive world, and therefore, masseur up managers who
can stand their place any where in the world”
Employees
need to grow and developed on the job to avoid stagnation. Almost all that
happens to workers after employment are training experience, so training should
not be narrowed down purely to formal training programmes , seminars etc.
It
was also asserted that “an organization must ascertain the training needs in an
organization by there organization analysis.
The
first one is the organization on analyze which analysis the goals and
objectives of an organization. This will serve as a frame work on which
training needs of workers cab be clearly established. The second analysis is
the operational analysis are is concerned with the job and tasks to be done
regardless of their analysis is the man analysis which establish the skills
knowledge and attitudes of the presents workers in each position”.
The
main analysis also find out the skill knowledge and attitudes the workers must
posses and the need charge in behaviour desired, if such worker is to help in accomplishing organization goals and
objectives satisfactory.
The
main analysis is carried out at the individuals level and information about the
employees for example, appraisal records, personnel training records, result of
counseling interview etc will be well analyzed.
The
operation analysis is done at the job level the data about job activities are
analyzed. Example of job data activities are job description, personnel
specification communication and leadership activities.
Organization
analysis is done at the organization level about the whole organization.
Example of the things to be analyzed within the organization are, products or
services, the structure of the organization, market and manpower requirement.
5.2 RECOMMENDATION
The
important of training to the accomplishment of organization objectives cannot
be over – emphasized. Examples and efficiency determine to a great extent, the
success of organization. A systematic approach to training and organization
approach should be blended and applied in organizations
A systematic approach to training is
complicated sophisticated and vital to large establishments like the local
government, that have a large number of workers. The systematic approach to
training is a tailored process of identification of specific training needed,
drawing up of programmes to meet these needs implementation of training, making
sure workers are helped to gain the skills, knowledge and attitudes lacked an
efficient way and evaluation of how effective the particular training programme
has been a follow up of more training that need to be affected and which need
to be done
The organizational development approach
is aimed at resolving conflict in organization. It help to established working
relationship and encourages team work.
Systematic training and organization
training approach are very essential to organizations and if Oke –ero local
government can strictly adopt these training approaches theses will be a marked
improvement in the success of their training programmes and the consequent
performance of the workers on the job.
It is also recommended that, hard
working employees of the local government should be rewarded by giving such
worker the privilege to go for training which will in turn encourage other
workers working in the same organization to be committed to their duties so
that such opportunity can be given to them.
As part of the recommendation, he newly
employed personnel should be given induction training in an organized manner
from an experience staff rather than depending on what they learnt which is
inadequate for the practical jobs they are to perform within the organization.
More so, all categories cadres of
workers from various department who have imported their best into the
organization should be given equal opportunity for training and development and
should not be restricted to certain aspect of the organization.
The employees who have received training
and have improved their performance on the job should be promoted shortly after
the training exercised and given the appropriates benefits and entitlement that
fits the new posts, as this will further enhance their commitment to their
duties.
Lastly, a department should be located
with Oke-Ero Local government council that will be solely responsible for
planning co-ordination, evaluation etc of training and development programmes of the local
government
5.3 CONCLUSION
it is clear that training and development is very vital and essential factor in the process of improving the performance of the workers with an organization and at the same time seen as a very important means of improving organization productivity, it is therefore believed that any organization that want to improves the quality of work done by its employees and cope with the changing in technology and job redesign must strive very hard to make sure that it adopt training and development as a sure means / ways of achieving these objectives.
it is clear that training and development is very vital and essential factor in the process of improving the performance of the workers with an organization and at the same time seen as a very important means of improving organization productivity, it is therefore believed that any organization that want to improves the quality of work done by its employees and cope with the changing in technology and job redesign must strive very hard to make sure that it adopt training and development as a sure means / ways of achieving these objectives.
Although Oke- Ero local government
places a high priority on the training and development of her person and the
training and development programmes have brought out a great improvement on the
performance of workers. Consequently, the productivity of the organization has
improves as a result of the adoption of training and development programmes for
employees. However, there is still room for more improvement if the
recommendations given in this research work is look into considered and
implemented , some reasonable and considerable progress will be recorded if the
recommendation given is strictly followed.
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