Assessment of Training as a Means of Manpower Development in Public Complaints Commission, Abuja.
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To identify the type of training schemes available to the employees in public complaint commission, Abuja
- To ascertain the impact of training and development programmes on the employee’s performance in public complaint commission, Abuja
- To Suggest solutions to the challenges of manpower training in public complaints commission, Abuja
CHAPTER TWO
REVIEW OF RELATED LITERATURE
The Evolution of Manpower Training
One of the oldest method of training in industries is the apprenticeship training, which was introduced in the middle ages by the business organisations. During the Elizabethan era, apprenticeship started to gain recognition and acknowledgment in England in the form of law, however the act of apprenticeship is considered older than that. The records of ancient Egypt, Greece and Rome contain consistent reference to the passing on of abilities from one generation to the next. As early as 2100B.C the Babylonian code of Hammurabi had made express arrangements for craftsmen to teach young people through some type of apprenticeship (Usman, 2014). Traditionally, of all the major functions of the human resource manager, manpower training and development have been the most neglected. Some of the reasons behind this is that the position of manpower training in the hierarchy of personnel functions is considered less effective in terms of organizational improvement. Organisations are initially concerned with identifying the staff requirements before considering training. The next level of concern is to 14 evaluate and improve on the current employees and the recruitment and hiring of new employees to replace those who leave the organisation. It is only after fulfilling these main concern that they would consider the possibility of manpower training to improve the skills and abilities of its employees. Considering the scarce resources available to many public agencies, there is little doubt as to which personnel area would be the first to be sacrificed in the budget situation. Riccicci & Naff, (2008), asserts that the recessions in the 1980s and then the early 1990s were textbooks examples of how state and local organisations drastically reduced training to meet emergency budget targets. Man organisations were not able to meet budget targets, certain categories of line-item expentitures were regarded to be a luxury, such as travel, overtime, and especially training programmes costs. As a result, manpower training was avoided to maintain continuity and relevance in the society. There is more to this problem that simple neglect or financial scarcity. Manpower training efforts were sometimes viewed as problematic, since such efforts entails the expenditure of public funds to develop human resources over which the organisations has no real control and benefits. However, organisations such as the military, have linked many of their training programmes to contractual arrangements, where individuals promise to stay in the organisation for certain period of time or even provide reimbursement for the training received.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to assessment of training as a means of manpower development in public complaints commission.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain assessment of training as a mean of manpower development in public complaints commission.
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of training as a mean of manpower development in public complaints commission
Summary
This study was on assessment of training as a mean of manpower development in public complaints commission. Three objectives were raised which included: To identify the type of training schemes available to the employees in public complaint commission, Abuja, to ascertain the impact of training and development programmes on the employee’s performance in public complaint commission, Abuja and to Suggest solutions to the challenges of manpower training in public complaints commission, Abuja. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 selected staffs of public complaints commission. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up of directors, administrative staffs, senior staffs and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The study concluded that manpower training has significant relationship with productivity. In other words, it is necessary for the employees to acquire the relevant skills, professionalism, work ethics and specialized knowledge through training for efficiency and effectiveness in the public sector. Since the study have proved that poor funding is a major challenge of training, the management of public complaints commission area should understand the importance of manpower training in order to make valid investment that would yield huge benefits to employees. The public sector is still faced with a number of challenges, such as haphazard training, inadequate funding, technological changes, poor attitude of workers towards training, limited opportunities for development and lack of interest in the political leadership. Therefore, higher government authorities should endeavor to monitor the implementation of training policies across the public sector.
Recommendation
Public complaints commission should continuously sponsor interested employees who are willing and have indicated interest to participate in training programme. The management should also supervise the sponsored staff to ensure that they did not at any point withdraw or abandon the training programme. However, where it is convenient for management, study leave with pay may be granted to interested staff to have full concentration in the training. This will attract huge motivation to them to put in their best in their jobs.
References
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