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STAFF TRAINING AND
DEVELOPMENT IN DELTA-STATE
(A CASE STUDY OF
ASABA SOUTH LOCAL GOVERNMENT AREA)
ABSTRACT
Human resources is very important in
any economy and as such, manager of these resources need to be well equipped
and informed, so as to be able to, co-ordinate and effectively managed these
resources. The objective of the staff training and development is generally to
improve and modify employee skill, and educate them on proper procedure for
carrying out tasks in accordance with organizational established standards. The
study is directed towards the evaluation of the roles and importance of
training and development in Delta-State. The findings of the research
will help to identify the inadequacies prevalent in the manpower requirements
in the area and offer suggestions as to how those in adequacies can be
remedied. The study is divided into five chapters, chapter one contains the
introduction, statement of problems, purpose of the study, hypothesis, scope of
the study, significance of the study and definition of the terms. In
chapter two, relevant literature on staff training and development
reviewed. Chapter three is the research methodology. Chapter four
contains is the presentation and analysis of data, testing hypothesis and
summary of the result while chapter five, is a summary of finding, conclusion
and recommendations.
TABLE OF CONTENTS
CHAPTER ONE
1.0
Introduction
1.1
Background
of the
Study
1.2
Statement
of the Problem
1.3
Purpose
of the Study
1.4
Scope
of the
Study
1.5
Research
Hypothesis
1.6
Significance
of the
Study
1.7
Limitation
of the Study
1.8
Definition
of
Term
CHAPTER TWO
2.0 Review of related literaturE
2.1
Training
and Development
2.2
Training
2.3
Approach
to Training
2.4
Main
Stages of Training
2.5
Government
Intervention in Training
2.6
Objective
of Training and Development
2.7
Benefits
of Training and Development
2.8
Factors
that Hinder Effective utilization
CHAPTER THREE
3.0 Research design and methodology
3.1
Research
Design
3.2
Area
of the
Study
3.3
Population
of the
Study
3.4
Sample
and Sampling Techniques
3.5
Instrument
of Data Collection
3.6
Validation
of the Instrument
3.7
Reliability
of the Instrument
3.8
Methods
of Data
Collection
3.9
Method
of Data Analysis
CHAPTER
FOUR
4.0
Data representation and analysis
4.1 Representation
and Analysis Data
4.2 Testing of
Hypothesis
4.3
Summarizing
of
Results
CHAPTER
FIVE
5.0
Discussions, Recommendation & Conclusions
5.1
Discussions
of Result findings
5.2
Implication
of the Research
5.3
Recommendation
5.4
Conclusion
5.5
Suggestion
for Further Research
Bibliography
Appendix 1
Appendix 2
CHAPTER
ONE
1.0
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Asaba South local government areas
under the study has a long history, although it cannot be traced specifically
to definite period as it date back to ancient times. The area understudy
have passed through a lot of stages right from the pre-colonial period when the
area was under the ruler-ship of the monarch (Obi) to the colonial period when
it become known as Asaba South district council. This statusquo was
maintained until the countries have her independence from Britain of 1st
October, 1960. It became known as Asaba South local government area,
following the scrapping of the District Councils.
It is important to
note that the 1991 census out the population estimate of Asaba South Area at
one hundred twenty ninety thousand nine hundred and ninety 9129:990).
Asaba South local
government area with its administration head quarter at Alum consists of two
clans namely:
1.
- Lighchi clan
2.
- Adarou clan
Asaba South Local
Government Area is geographically located in the Southern part of Delta
State. The area are affected by two major climatic condition prevalent in
the Eastern Province; the raing season and the dry season.
Asaba South Local
Government Area can boast of an appreciable number if institution and establishment.
But the major ones are mentioned below:
1.
The
Asaba South Local Government Area Headquarter Alum
2.
The
state school of Nursing Alum.
3.
College
of education at Alum.
4.
Standard
Trust Bank (Plc)
5.
Nigeria
postal service (NIPOST) Alum
6.
Nigeria
Water Co-operation Alum
The political
structure of these areas under study is not very different from what is
obtainable in other part of the country.
The objective of
creation of the local government area is singular to the general objectives for
the creation of local government area nation wide.
The objective are:
1.
To
promote grass roots democracy
2.
To
promote grass roots development
3.
To
bring government nearer to the people
4.
Provision
of social services
5.
To
give the various communities a sense of belonging.
6.
To
allow for each zone to bring development through its activities.
These few objectives
are among other objective for the creation of Asaba South Local Government
Area.
1.2
STATEMENT
OF THE PROBLEM
The Asaba South local government
area is largely seen as the catalyst for industrial development in Delta State.
The expectation resulted from the activities of the small scale business in the
area under study. To achieve her industries development objective for creating
the local government area without the training and development of staff
institution and other establishment in the area does more hard than expected
good.
This study will try
identifying why there is so much inefficiency in the institution present in Asaba
South local government area. Also it will try to determine reason for low
productivity of area in terms of their of their goods and services.
1.3
PURPOSE
OF THE STUDY
The following are the purpose for which
training and development are is being under taken.
1. In
partial fulfillment of the requirement for the award of Higher National Diploma
(H.N.D) in Business Administration and Management.
2. To
examine the prevalent inefficiency and ineffectiveness of workers in
institutions located in the areas understudy.
3. To
examine various leading theories of staff training and development
4. To
determine the major course of low productivity of workers in Asaba South local
government area.
5. To
make recommendation based on its findings, to these in management levels in
firms in finding in the locality for a better, efficient and effective training
programme.
1.4
SCOPE
OF THE STUDY
The scope of this study is limited to
Asaba local government are of Delta state choose establishment council the
study include:-
1.
Asaba
South local government council
2.
College
of education
3.
Carmelite
paint and designers
4.
State
school of Nursing,
5.
First
Bank of Nigeria,
6.
1.5
RESEARCH
HYPOTHESIS
The following research hypothesis are
formulated based on the research objectives.
H0
= Null
Hi
= Alternative
HYPOTHESIS 1
H0:
Lack of staff training and development of staff.
Hi:
Lack of staff training and development do not causes poor management of staff.
HYPOTHESIS 11
H0:
Staff training and development is a sure way of improving employees work
performance.
Hi:
Staff training and development is not such way of improving employee work
performance.
HYPOTHESIS 111
H0: Staff training and development is one way of
appraising and remuneration of employees.
Hi: Staff training and development is not
one way of appraising and remuneration of employees.
1.6
SIGNIICANCE
OF THE STUDY
Without gain saying
the quality of employee employed by an organization plays very dominant role on
the quality goods and services that the organization will produce cannot
be underscored.
The significance of
this study is therefore to enable workers in Asaba South local government area
approach the need to employ for qualified staff and giving due recognition to
training in order to achieve efficient and effective result.
The study will also
make us to appreciate the effect of to lack of training and development in the
area under study. The study will enable us to pin point the major
constraints that are likely to prevent the firms and institution in the area
under study for achieving adequate training and development system as well as
enable us offer probable suggestion to enhance training and development of
staff in Asaba south local government Area .
It will not only contribute to the of
personnel management as a discipline which is concerned with staff training and
development but also how best staff of firms and institutions could make
themselves useful both to their industry and the country as a whole.
The study also would contribute to the
need for continuous pursuit to training and development particularly in the new
world. Where changes in the terrain of scares and technology is the talk
of the new day.
1.7
DEFINITION
OF TERMS
I am aware that this research work will
be useful to different categories of people ranging from student. Craft
and fellow citizen of this country in different work fields based on this,
there are words, which will be used frequently in this familiar to users.
Therefore, a conception definition is given to them:
Bureaucracy:-
A term used by max Weber to describe what he called rational legal authority
in which an individuals power arises from the nature of his or her
position, as prescribed by the organization rules and procedures.
Job: The
name given to a particular individual or position for which the job holder will
be held accountable.
iInduction:
The
process of introducing new employee into their job with the aim of integrating
the new comers a quickly and effectively as possible.
Local government:-
This is the lowest unit of administration or government to these laws and
regulations, the communities who live in a defined geographical area with
common social and political ties are subject.
Small Scale
Business:- This
is the small business controls a small share of the market and therefore,
constitute a little quota in the large size market.
Deconcentration:-
This
defined as the arrangement under which the central government assign
responsibility for the collection of revenue and provision of services at the
local level to an agency appointed by the government.
Decentralization:-
This
is defined as the arrangement by which the management of the public affairs of
the country is shared by the central state and local government in such a
manner that the local government is given reasonable scope to raise funds and
to use its resources to provide a range of scio-economic service establish to
those resident in its area of authority.
Training:
This is a process providing scope for the acquisition of knowledge, which
enables the beneficiary to achieve self improvement.
Development:-
This is seen as any learning activity which is directed towards future
needs rather than present needs and which is concerned more with career growth
than immediate performance.
Recruitment:- This
is a process of attracting able and willing people into the firm.
Organization:
A group of individual who are co-operating willing and
effectively working for a common end.
This is the process of teaching the new employee about your company. How things
are done and the tools used in doing them
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