THE ROLE OF INDUSTRIAL TRAINING ON MANPOWER DEVELOPMENT IN ENUGU STATE

ABSTRACT

The topic of this research is the Role of Industrial Training on Manpower Development. At the time of writing this project, two companies Emenite Limited and Anammco Limited and Some top executives of ITF were sampled for the survey.

In collecting the data for this research, the instrument used were the questionnaire and oral interviews. In chapter one, the topic and its need is introduced. Some hypothesis were formulated to guide in the research work. In chapter two, literature review was carried out to get necessary information from existing materials that  talked about  the role of  industrial training on manpower development.  Some  of  the  materials  is  gotten  from  libraries,

archives, journals, textbooks etc.

In chapter three, the design of the research and the methods were narrated, questionnaires were designed and distributed to respondents and collected back for analysis coupled with oral interviews. In chapter four, the returned questionnaire were analyzed, scores of the respondents were tallied, built into frequency tables and percentages scored. Hypothesis formulated were however tested and conclusion draw.   Chapter five, from the analysis of the data collected, the researcher found out that, ITF, is doing a good job though it has some problems hindering it=s progress. The research ended up in concluding, summarizing and putting up a number of recommendations for further studies.

CHAPTER ONE INTRODUCTION

1.1    BACKGROUND OF THE STUDY

Some   years   back,   the   concepts   of   training   and development of employees were vaguely understood in most of our developing countries. This was supported by Dr. Akinku in his book ANigeria Today@ when he said, Awe are yet to find out what it is, are the 4ms absent in our mist? All efforts to improve on our productively yield no result@. Referring to his 4m=s he meant, man, materials, machine and money.

With the turn of events, and increased awareness both the developed and developing countries have come to appreciate the problem of employee development and training in many organizations.

In his inaugural lecture on supervisor management training course, Layemo said that the basic problem of developing countries is not lack of natural resources but the underdevelopment of their human resources@.

In a similar perspective, Eze in his book ASources of Management  Motivation@ showed that  manpower  in the third world countries are undeveloped.

In support of this, a report by Ashby of (1959:58) showed that manpower resources in the third world countries, were still developing.

Following    Ashby=s    recommendation    the    National

manpower Board was established in 1962. As a follow up, the manpower board in 1963 undertook a comprehensive manpower survey which brought to governments notice the following:

a)     The quality of management in all levels of one of the major problems of economic development.

b)     The need for effective co-ordination to avoid unnecessary duplication of efforts in manpower training.

In 1969, the International Labour Organization (ILO) emphasized the inadequacy of manpower development programmes in Nigeria which was necessary for her to carry out her economic development plan occasioned by the civil

war, hence the need for rehabilitations, required to develop technical and progression manpower training.

The second National Manpower Development Plan (1970 B

74) also said that there was high level of incompetence in positions in our industries and it identified the following factors as being responsible for it.

a)     Inadequacy of educational and professional requirements. b)     Poor quality of employees

c)      Inadequate of experience

Irrespective of these poor quality skilled manpower, employers have neglected the need to train their workers for increased productivity and efficiency of their work. The Federal Government Create Industrial Training Fund in 1971 by decree No. 47. It=s main objectives is to promote and encourage the acquisition of industries with a view to generate a pool of indigenous trained manpower sufficient to meet the developing needs of the economy. The decree also charged the governing council of the fund, to utilized all

contributions made by the employers and subventions from government to encourage and promote the acquisition of skill in industry and commerce. To this effect, ITF became one of the bodies charged with the task of articulating of training of industrial manpower in the country hence it becomes of interest to investigate the impact of its training programmes on manpower development in the country.

1.2    STATEMENTS OF PROBLEM

As stated earlier, the setting up of the industrial Training Fund has the central objective of promoting and encouraging the acquisition of skill in industry and commerce. In essence, the ITF is expected to provide high quality personnel to man our organizations. So far, there is no way of knowing what has been achieved. ITF always claims in its bulletin to have done a lot to meet manpower development needs of cooperation from employees of labour who need the training.

Their complaints entails, non-payment of contributions not patronizing them in their training etc.

On the other hand, contributors complain of the quality and quantity of ITF training and criticized the fund adversely claiming that they have not benefitted from the industrial Training Fund. They argued that the courses approved by ITF are general and not specific to the individual and employees need.

The question remains, whether ITF is sure of the quality of their training  programmes?  This  study  is however,  poised to contribute towards answering these questions.

1.3    OBJECTIVES OF THE STUDY

This study aims at investigating the activities of ITF with a view to assess the impact of its training programmes on manpower development in the country. It would also see if there is justification for the little enthusiasm and greater criticism being leveled on the ITF. In view of the above, the purpose of the study include:

1.To  ascertain  whether  ITF  meets  the  training  needs  of  the contributing companies.

2.      To identify the kinds of training programmes.

3.To find out how ITF=s training affect the performance of its participants.

4.To find how trainers of ITF meaningful based on the findings.

1.4    RESEARCH HYPOTHESIS

Based on the above stated research problems and question, the researcher hereby formulates the following hypothesis which will be tested for optimum results and conclusions.

Ho:   ITF   does   not   organize   it=s   training   and   manpower

development   of   programmes   based   on   good   result principles.

Hi:    ITF organize its training and manpower development of

programmes based on good result principles.

Ho:   The   problem   facing   ITF   are   to   essentially   financial problems.

Hi:    The   problem   facing   ITF   are   to   essentially   financial

problems.

Ho:   ITF is not achieving the overall objectives for which it was established.

Hi:    ITF  is achieving the overall objectives for which it was

established.

1.5    SIGNIFICANCE OF THE STUDY

This study when successfully completed will be immense importance to employees of labour in order to know the quality of training programmes offered by IF. It will be of importance to government to know how the fund has been fairing and make recommendations where necessary.

It will also enable non-contributing companies or non member to know the skill content of the fund and decide whether the fund is living up to expectation.

The analysis will act as a catalyst in funding remedies to operational problem of the fund thereby providing solutions where it is lacking.

1.6    SCOPE OF THE STUDY

This study covers ITF as an institution established to organize industrial training in Enugu State. It has its headquarter in Jos with about 29 area offices in some states of the federation. The Enugu Area offices would be used for the study. Emenite Limited and ANAMMCO Limited will be used as samples of the benefiting and contributing companies.

The  research will  first  identify the training programmes, evaluate the quality and how adequate they are contributing in the training needs of these organization.

1.7    LIMITATION OF THE STUDY

In the course of the study, of this kind, some problems or limitations are encountered, these are time and financial constraints the researcher has very limited time for the study, due to the nature of work, the researcher occupies. Distance from school/home to the places of research also possess a lot of problem because the distance is much and cannot be covered with little time hence it reduced the

frequency  of  going  to  assess  the  trained  workers  by  ITF

programmes as often as should have been assessed.

1.8    DEFINITION OF TERMS

It is pertinent to note that meaning of some words in a research of this kind maybe misconstrued, therefore, there is need to define some special terms or words used in this regard to avoid misinterpretation.

ITF:

Industrial Training Fund is an establishment in 1971 for the purpose of promoting and encouraging the acquisition of skills in industry and commerce.

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