One of the main objectives of
any organization is to provide goods and services to the general public.
Organization performs these all important role through the prefer utilization
men and material/resources available within the organization.
In order to perform these
crucial roles in the organization, there is need to train and develop their
employee. Above all, the world is dynamic and in order to keep abreast with the
changes on the organization’ environment, in-service training and developments
had become imperative.
In local government, it is
believed that it is immaterial installing computer in the ministries, when most
of the typists have met been trained on how to use them. This emphasizes the
need to train and retain these typist for them to be computer literate, in
order to make effective use of the computers further productivity.
In view of the changing
operating environment and these introduced by technological development the
employee must change to keep pace with the change day times. There must be a
deliberates training of men and women for new task and for new ways of behaviour.
There should also be constant
orientation and re-orientation of employee for highly productivity.
According (Rae, 2001)
in-service training is on the job or off-the job training that is designed and
performed to help an individual or group to learn to perform a job or task
effectively. In-service training is given to now employees so that they can
quickly become part of the organization and start contributing meaningfully to
its success. They hence training is also given to exist employees to re-orientate
themselves after major organizational change.
In-service training according
to Akinyele (1992) means “specific learning activities which are job oriented
directed towards the improvement of the job holders present and future on the
job performance and contribution towards the achievement of organizational
goals and objectives. Stoner (1982) sees in-service training as “the teaching
of technical statistic to non-managerial personal”. As a matter of fact, staff
training is the major concern of management at all levels and line managers and
responsible for identifying the in-service training needs of their staff.
It is an obvious fact that a
major problem that plagued this country as low level of productivity due to
dearth of trained personnel .
According to Richard L. Meier
(1972), “at any moment in its course, every human society possesses a fund of
knowledge which it the residue of accumulated experience of prior generation in
the society as well as of other societies from which it may have learned or borrowed”.
Naturally, this funds of knowledge has the property of growing and increase
over time as long as the society the society maintains itself it was also
emphasized that knowledge itself deals with both a comprehension of
environmental forces and an understanding of inter personal relationships with
frame work of customs that have been mutually accepted. The application of this
collective wisdom therefore tends to maintain the unity of the society, the
risk of obsolesces. Heath is wealth so said the adage. To maintain the society,
good heath must be assured, and the work has to be done through human resources
for overall benefit of the larger society, especially in the health sector.
According to the world health
organization (WHO) bulletin (1998),” death rate is increasing along with infant
mortality, complications of pregnancy which occurred in over 15 to of the
women. The major killer or crippling childhood diseases like malaria, diarrhea,
measles, malnutrition, tuberculosis are increasing in Africa.
Chief Augustus Adebayo (1982),
writing on inadequate in-service training on local government contends much
progress has been made in the variants local government of Nigeria towards
training and staff development during the past decade and it is again this background
that the present day Nigeria places emphasis on manpower training in all major
expect of our socio-economic and political endeavours at the national, state
the local and local government levels. Upon all these the scale of in-service
training is still fall far short of normal requirements for efficient in terms
of job performance. In-service training and development therefore veritable
tools for enhancing efficiency and higher productivity.
To tackle to the above problem,
there is need for adequate trained manpower resources for productivity. This
therefore the study of this research work.
1.2 STATEMENT OF PROBLEM
The failure of the first and
second development plans of Nigeria according to Adebayo where partly
attributed to inadequate and lack of trained manpower to handle the development
plan as programmed. Since the country has been experiencing low productivity
due to the dearth of training personnel.
According to Sam Aluku (1984),
“productivity cannot be increased due to inadequacy of personnel, crude
implement we are using in local government for instance health for all by the
year 2000, the goal set by the world health organization for its member nations
called out be achieved because of manpower structural inadequacy and lack of
material drug, etc.
The problem of this study
therefore, is to analyze the inherent disadvantages that has followed this lack
of in –service training of personnel and proper solutions that if religiously
adopted, would enhance employee effectiveness, world capacity output as well as
place the country among the community of industrialized nations with adequate
trained wealth personnel for the improvement of health service generally.
In-service training have become a “sin qua non” for higher productivity.
To carry out this research, the
researcher posed the following research questions:
1. How often does Yaba local
government commission conducted in-services training programmes for her
2. Does Yaba local government
have staff training programmes?
3. Has staff on in-services
training any contribution to the development of local government?
4. How adequate is the existing
training programmes of Yaba local government.
1.3 OBJECTIVE OF THE STUDY:
The objective of the study is
a. Ascertain the extent to
which Yaba local government commission organize in-services training and
development programme for its workers.
b. Examine the extent- to which
the in-service and development programmes organized by Yaba local government
commission have positively influence higher productivity.
c. Identify the hindrances to
effective training generally and Yaba local government in particular; and
d. Determine the extent of
damage done by inadequate manpower training in local government.
1.4 SIGNIFICANCE OF THE STUDY
This research work will help
the local government any organization as well as individuals in assessing the
effect of training and development on employee productivity.
The research finding would also
helps policy marker and management consultants to adopt adequate strategies in
employee training and development.
It will help the Yaba local
government in general and local government commission in particular to
appreciate the importance of training and development to employee productivity.
The study will guide the goods government of Yaba to identify areas of training
needs to improve workers productivity.
Finally, the work would
highlight the effect of training and development on employee productivity to
the administrators of various ministries in the local government who do not
give service attention on training and development of employee.
1.5 THEORETICAL FRAMEWORK
In view of the topic of this
project the researcher is exposed to many management theories, otherwise known
as classical theory of management. The scientific management was propounded by
one of the earliest management scientific F.W. Taylor.
Scientific management school
comprised those who first applied scientific principles to management with a
view of aiding increased productivity and efficiency in the work place. Their
work formed the basis of the further development of other management thoughts.
In the beginning of the 20th century therefore, most of the previous management
and practices were found to be inadequate with to meet the needs of the causes
of inefficiency in the management of an organization and experimentation to
find more efficient methods and practices. It was from such experiments and
observations members of the group where referred to as the classical school,
being pioneers in the drive for a systematic approach to the management process.
Summary, the scientific
management involves the following principles:
All managers most be
trained to use scientific principles replacing the old rule of thumb methods
for solving problems.v
Managers should select
and train workers rather than let them choose their work habit and procedures.v
Managers should divide
the work possible between themselves and workers.
That managers should
cooperate motivate the workers the workers tov ensure that all work is done in
accordance with the scientific management.
The scientific management
theory therefore from a good guide for this study since in emphasized the
training the development of employee for the higher productivity and attain
1.6 SCOPE OF THE STUDY
The researcher is aware of the
existence of other agencies that train employee in Nigeria. It is outside the
focus of this study to research other agencies. The main focus of this study if
find out the impact of in-service training and development of employee in Yaba
local government commission. The interest of the study is relevance to training
and development, the extent of achievement and the extent to which these have
helped to improve employee productivity.
The geographical coverage of
the study is Yaba local government commission. The local government is located
south east of the country. The study will focus on the activities of in-service
training and development in the commission. The effect of training needs in
other ministries or agencies in Yaba local government and other local
government in federation can only be alluded to as a way of using such impacts
to classify what happens in Yaba local government. However, such performances
in other part of the state will not in themselves constitute subject for study.
H0: There has not been a significant effect of training and
development on employee’s
Hi: There has
been a significant effect of training and development on employee’s
H0: There has not been improvement of training and development in
on employee’s productivity.
Hi: There has
been improvement of training and development in on employee’s productivity.
Hi: Staff training in Yaba
local government exist as a matter of government polices.
H0: Lack of in-services
training has adversely affected the job performance of workers in Yaba local
H0: Insufficient budgetary
allocations have militated against government training programmes in Yaba local
H0: Political influence affect
staff training in Yaba local government.
H0: Ethnic or geographical
location affect staff training in Yaba local government.
H2: On –the- job training is
the most popular training programme in the Yaba local government.
1.9 DEFINITION OF TERMS
It has become necessary to
define certain concepts, term and acronyms used in this project in order to
gained ear audience on what we used these terms for in this project. Local
government: A local government is a system of subordinate government made up of
elected representative of people which has territorially defined constituency,
corporate personality, power and functions to exercise in their locality.
In-service training is
education for employee to help them develop their skills in a specific
discipline or occupation. In-service training take place after an individual
begins work responsibilities.
Job performance is how the
employee is carrying out its job and ability to operate efficiently in relation
to consider how successful it is.
Employee: Is a person who works
for somebody or company in return for wages.
TERMS AND CONDITIONS APPLY
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