ABSTRACT
This study attempts to assess the manpower training and development in Nigerian construction industry with particular reference to some selected construction industry in Nigeria. To achieve this objective, related literature was assembled, reviewed and questionnaire designed based on judgement and sampling techniques were administered. For the purpose of this study the sample size was two hundred staffs while one hundred and ninety are respondents. The hypothesis were formulated, tested and analysed. The result showed that training and development are relevant to manpower need of the construction industry in Nigeria. The analysis also shows that training and development are effective, that it has a great impact on the performance of the employees in the industry. The hypothesis  also  shows  that  the  construction  industry  encounters constraints in seeking to realize their objectives. Lastly, the analysis indicated that training increase personnel efficiency, professional growth and motivates effective organization’s operation. Based on the findings, some recommendations were made, with a view that the survival of any construction industry depends largely on the manpower that is available and willing to work for the organization. Thereby, required very possible effort and facilities to bring the much needed revival in the Nigerian construction industry in the area manpower training and development.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There have been many failures on the side of the employees because their need for training and development were not detected and provided as an essential part of management function. Many construction industries in developing countries invest a great deal of money and effort in training their workers and developing their managers, attending to technical expertise more than to managerial skill. But under a reform programme of manpower training and development, it helps the managers and employees to adapt to changing business environment.
Manpower training and development is necessary to help create the dynamic adaptive attitude required for a sustained improvement. Such training however, should be an explicit and on-going phase of staff development and the growth of an industry.
Some organizations are now making serious effort towards training of their employees and the development of their managers. This is because the course and prospects of industrialization are largely determined by the quality of a country’s workforce, the availability of trained managers, technicians, engineers and other categories of skilled personnel possessory current vocational and administrative knowledge.
On the other hand, manpower development is organizational development since training is a means of developing manpower. It is therefore necessary that organization should make serious efforts towards systematic and sustained training of their workers in order to enhance their development and smooth growth that is continuous aware and exact.
1.2 STATEMENT OF THE PROBLEM
Having seen that there is regular failure in the improvement and growth of industries and that there is a strong need for the employees to have training and development that can help the situation. Large resources like money and materials are required in providing the necessary training and developmental facilities which enable employees perform well in their workplace and help their organization achieve set goals.
Most industries are aware of the importance of manpower training and development, record shows that many industries are not making enough effort to train and develop their employees, some lack interest in training on the fact that some do not always work towards increasing their productivity while some have poor funding for planning and executing training and development programme for their staff.
Based on these, it is necessary to carry out this research which is to assess the manpower training and development in the Nigerian construction
industry, how to effectively train and develop employees to bring about increased efficiency in the organization.
1.3 OBJECTIVES OF THE STUDY
The main aim of this study is to extensively assess the manpower training and development in a constriction industry. In the aspect of reduced efficiency in most construction industries in Nigeria, it is therefore inspired by the desire to determine how effective the training and development programme has been in helping to uplift the performance of workers in the industry.
In view of the above, this study was designed with the following objectives:
(a) To determine if the activities of the training and development programme offered were relevant to the manpower needs of the area.
(b) To find out if the industry encounters any constraints in seeking to realize its objectives
(c) To ascertain if the training and development provided are effective
(d) To ascertain if the training programme has impact on the performance of the employees in the industry.
(e) To increase the personnel efficiency, professional growth and more effective organization’s operations.
1.4 THE RESEARCH QUESTION
Based on the focus of the study, the following questions were raised to guide the study. They include;
(1) Are training and development programme relevant to manpower need of the construction industry in Nigeria?
(2) What are the major constraints to the industry’s effort in seeking to realize its mandate?
(3) How effective are the training and development programme?
(4) Does the training programme has impacted on the performance of employees in the industry?
(5) Does training increase personnel efficiency, growth and have effective organization’s operations.
1.5 HYPOTHESES FORMULATION
For the objective of this study, the following hypotheses are formulated; (a) Hi: Training and development are relevant to manpower need of
the construction industry in Nigeria
Ho: Training and development are not relevant to manpower need of the construction industry in Nigeria.
(b) Hi: The construction industries encounters constraints in seeking to realize their objectives
Ho: The construction industries do not encounter any
| (c) | Hi: Ho: | constraint in seeking to realize their objectives. Training and development programme rendered are effective. Training and development programme are not effective. |
| (d) (e) | Hi: Ho: Hi: | Training program has impact on the performance of employees in the industry Training program does not has impact on the performance of employees in the industry. Training increase personnel efficiency professional growth and effective organization’s operation. |
| Ho: | Training does not increase personnel efficiency professional growth and effective organization’s operation. |
1.6 SIGNIFICANCE OF THE STUDY
This study will enable the management a better opportunity to appreciate the need to embark on training and development programmes in the sense that the managers do no longer sit and watch the challenges facing the Nigeria economy today. Training allows better use to be made of human resources by giving employees a feeling of mastery over their work and recognition by management, this brings about increased job effectiveness and enhances the managers development.
This study is significant because it seeks to find out the reason for poor individual efficiency even after training and development has been embarked upon. The findings of this study would highlight the need for managers and trainers to design the content of their training and development programme to reflect the need of the employees and organization.
The result of this study will help find out if there is a relationship between employees or manpower training and development and the level of efficiency in organization.
1.7 SCOPE OF THE STUDY
This study covers the survey of randomly selected construction industries in Abia, Enugu, Ebonyi and Owerri in Imo State with the effect to assess the manpower training and development Nigerian construction industry as the case study. For the objectives of study, the organizational structure starts with the managing director, under him there are five Directors, production Director, development Director, External Relations Director and Human Resources Directors.
The study covers how manpower training and development responds to quick changes in construction industry to achieve higher efficiency.
1.8 LIMITATION OF THE STUDY
There are certain difficulties that worked against composition and submission of this study for an effective approval. The constraints includes, financial constraints, the short time frame, inadequate literature, constraints imposed by other academic schedule limited the area of data collection to the selected industries. Also, the stringent protocols involved in the data collection would have been an impending factor but for the determination, doggedness and commitment of the researcher which worked a great magic to the success of work. Some construction industry hide their records that they do not disclosed that the researcher find it difficult to mark on the study. Hence, it is my earnest belief that not withstanding the above limitations, that data presented on this study and represent to a reasonable extent a true view of the Nigerian construction industries.
1.9 DEFINITION OF TERMS
(a) Training: This is the process of learning new skills and developing old ones in order to be effective and efficient in achieving the corporate objectives. It can also define as an organization’s conscious effort to improve the skill of the workers by providing employee with additional knowledge.
Johnnie (1999) defines it as an organizational effort aimed at helping an employee to acquire basic skills required for efficiency execution of the functions, which he was hired.
(b) Development: This is a course of action designed to enable the individual to realize his or her potential for growth in the organization. It is also a gradual growth of something so that it becomes more advance and stronger.
Miningoff (1980) implies that development deals with the activities undertaken to expose an employee to perform additional duties and assume position in the organizational hierarchy.
(c) Performance: This is a process of measuring the employee contribution to the achievement of organisational goals.
(d) Manpower: Manpower is the number of workers needed or available to do a particular job.
(e) Industry: The oxford dictionary defines it as the people and activities involved in providing a particular service or producing things.
(f) Construction industry: The construction industry as put forward by Nwachukwu (2002) refers to as an organized economy activities involving the assembling of raw material labour, capital, machine
and other resources and manage it for achieving a desired goal. They built or make something such as road, building or machine.
(g) Industrial efficiency: This, according to Okorafor (2001) is occurs when an organization makes effective and optimum use of its resources in achieving its goals and objectives.
This material content is developed to serve as a GUIDE for students to conduct academic research
ASSESSMENT OF MANPOWER TRAINING AND DEVELOPMENT IN THE NIGERIAN CONSTRUCTION INDUSTRY
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