TABLE OF CONTENTS Title Page i Certification ii Dedication iii Acknowledgement iv Table of Contents v CHAPTER ONE: BACKGROUND TO THE STUDY 1.1. Introduction 1 1.2. Aims and objectives of the study 2 1.3. Scope and limitation of the study 3 1.4. Significance of the study 4 1.5. Definition of the terms development 4 CHAPTER TWO: LITERATURE REVIEW 2.1. Meaning of local government 9 2.2. Objective of rural development 10 2.3. Function f local government 11 2.4. Sources of local government 13 2.5. Problem of local government 18 CHAPTER THREE: RESEARCH METHODS 3.1. Introduction 22 3.2. Sample and population of the study 22 3.3. Source of data 22 3.4. Method of data analysis 18 3.5. Method of data analysis 23 CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS 4.1. Introduction 24 4.2. Presentation of data 24 CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS 5.1. Summary 31 5.2. Conclusion 32 5.3. Recommendations 34 Bibliography 37 CHAPTER ONE INTRODUCTION 1.1 Background to the Study Staff Training is essential to the growth and development of an organization as blood is essential to the growth and development of human being, as blood is essential to human existence so is the training of staff is essential to the success of an organization. Training both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization. However, training is the knowledge acquired, while knowledge is the ability, the skill, the understanding, the information, which every individual requires acquiring in order to be able to function effectively and perform efficiently. Training for capacity building is central to sustaining economic growth and development because human capital is the greatest asset of any organization. Capacity building entails investment in human capital, institutions and practices necessary to enhance human skills, overhaul institutions and improve procedures and systems (Sanusi, 2002). Capacity building could also be defined as the internalization of the knowledge, skills and processes that enable the formulation, implementation, monitoring and evaluation of set goals in an efficient manner. Human resources are the most valuable assets of any organization, with the machines, materials and even the money nothing gets done without man-power. According to Abiodun (1999), Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task. Employee’s training and development is seen as the most important formation of any competent management. The reason is not far-fetched, the ever increasing technological sophistication especially in this age of computer technology has really made it compulsory for organizations to meet changing situations. Training for capacity building is central to sustaining economic growth and development because human capital is the greatest asset of any organization. Capacity building entails investment in human capital, institutions and practices necessary to enhance human skills, overhaul institutions and improve procedures and systems (Sanusi, 2002). Capacity building could also be defined as the internalization of the knowledge, skills and processes that enable the formulation, implementation, monitoring and evaluation of set goals in an efficient manner. Yet, it could be viewed as a series of activities, which an organization, enterprise or even a nation needs to undertake to provide for itself, on a continuous basis, as well as the regular supply of skilled manpower to meet its present and future needs (Anyanwu, 2002). Moreover, one of the major principles needed by industries to succeed in this current situation is quality training that will equip the employees with new skills, competencies and techniques. Hence, it is good policy to invest in the development of workers’ skills, so as to increase their productivity. In the recent years, Federal Government of Nigeria is concerned with the development of all workers to improve performance in their present job and to provide a solid basis for those who are growing up. Perhaps, this influenced her decision in establishing Industrial Training Fund (ITF) to cater for the training needs of employees in public and private sectors. Since four decades of its formation, Industrial Training Fund (ITF) has been organizing and sponsoring training programmes and also encouraging greater involvement of employers, particularly small employers, in the organization and development of training exercises that would lead to the production of highly-skilled manpower to man various economy affairs of the country. In view of the above, attempts is made in this research project to discuss the effect of staff training and development and capacity building in an organization and for economic management in Nigeria as a whole. 1.2 Statement of the Problems The perception of employees on training has a greater impact on the success of any organization. If the employees are satisfied with the training policies of the organization, this will have a positive impact on the organization’s productivity. The perception or attitude of employees is transformed into positive or negative behaviour. How do the employees see employee training policies of the organization? How seriously does the Management take the Training Policy of its organization? Some see training and development as a waste of time and resources that would have been employed in the production of goods and services that will yield profit to the organization. Sometimes, the fear that an employee could leave the organization after training affects the employees training and sometimes makes it unplanned and unsystematic. The procedure and process usually adopted by some Human Resource Departments in the identification of those employees that require training are worrisome. Employees sometimes go for training for personal reasons which include enriching themselves; preparing themselves for other positions in other organizations; power play/politics; because he/she knows the person in-charge of training and not necessarily because there is an identified skill gap which needs to be filled through training. Often times, the HR Department does not conduct training needs assessment. Employees’ training selection criteria ought to be systematic and free from bias. It must follow a lay down procedure to ensure that the right candidates are sent for training for positive effect on organizational performance. 1.3 Objectives of the Study The main objective of the study is to investigate the effect of employee training on organizational performance with focus on the processes and procedures of selection employees for training. However, specific objectives of the study are as follows: i. To ascertain the extent to which selection procedure of employee for training affects organizational productivity. ii. To determine the extent of effect of training design on employee productivity. iii. To ascertain the extent to which training delivery style affects employee productivity. iv. To find out the relationship between employee perceptions of training and organizational productivity 1.4 Research Questions The research questions were drawn in line with the objectives as follows: i. To what extent does selection procedure of employee for training affect organizational productivity? ii. To what extent does training design affect organizational performance? iii. To what extent does training delivery style affect organizational performance? iv. What is the relationship between employee perception of training and organizational productivity? 1.5 Hypotheses To achieve the objectives of this study, the following five hypotheses were formulated for testing. Ho: Selection procedure of employee for training does not have a high effect on organizational productivity. Ho: The extent to which training design affects organizational productivity is not significant. Ho: The extent to which training delivery style affects organizational productivity is not significant. Ho: There is no substantial relationship between employee perception of training and organizational productivity. 1.6 Significance of the Study The significance of this study cannot be over-emphasized and can be viewed from the following perspectives. 1. The study will help the top management in taking strategic decision that affects training and development for the overall growth of the industry. 2. Members of Staff of the two manufacturing industries to be used as case study will have adequate knowledge as to the importance of training and why it is necessary that they are trained from time to time. 3. The study will help the Human Resource Department in proper planning and execution of training and development programs. 4. Future researchers will also find this work very useful as reference materials for further studies. 5. The study will be useful to the researcher as it will help her in actualizing her dream and lead her to the completion of M.Sc. program in Management. 1.7 Scope of the Study The study focused on the investigation of the effect of employees training on organizational performance. The study was delimited to training and development programmes, employee training design and delivery style, post-training performance evaluation of training on organizational performance. Scope of the Study This research will cover the roles of training on worker’s productivity in an organization. The study is also centred on the use of academic materials like textbooks, journal, newspapers etc. Conceptual Scope: The research will cover the roles of training on workers. Training of workers describes the formal, ongoing effect of workers to improve the performance and self-fulfilment of their employee through a variety of methods and programs. In the modern workplace, these effects have taken on a broad range of application from instruction in highly specific job skills to long term professional development. In recent years, training of workers has emerged as a formal business function. An integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more production companies of all sizes have embraced “continual learning” and other aspects of training of workers as a means of promoting workers growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small business. Workers today must have access to continual training of all types just to keep up. If you don’t actively stride against the momentum of skills deficiency, you lose ground. If your worker stands still, your firm will lose the competency race. Industrial scope: Industry scope is a consortium of business and Marcum specialists offering an eligible business model that magnifies the sales, marketing and communication capabilities of our clients. Out team in customer – centric mash up of seasoned professionals – strategists, publicists, writers, artists, web developers, event planners etc, who we enlist based on each project’s needs. Our low-overhead, scalable approach enables us to control cost while swiftly generating result. Territorial Scope: By the territorial scope of economic relationships, geographic division of labour is divided into the division of labour among particular populated points located within the boundaries of one region (local division of labour), among economic regions of different sizes (regional division of labour) and among countries (international division of labour). The development of the geographic division of labour is closely related to developing the transportation network and reducing the cost of transporting raw and processed material, fuel, power and finished output. Time Scope: It’s exceptionally easy to install and use and provides literally everything you need in one package. Time scopes your users the most intuitive and productivity interface available, and offers a broad spectrum of highly configurable functionality. 1.8. Definition of Terms For the purpose of clear thinking and which understanding this section elaborates in bring the key terms used in this chapter that may be unfamiliar to an average reader of this work. In carrying out survey on a particular project some of the following key items have to be defined and it is as follow. Impact: This is the effect of what situation being about on a particular issue of discussion Social Responsibility: Is an ethical or ideological theory that an entity whether it is a government, corporation organization or individual has a responsibility to society at large. Profitability: Refers to motive behind setting up on organization, also the aim of any establishment is maximizing profit.
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