ago, the concept of training and development were widely misunderstood and not
fully appreciated in most Nigerian organization. Today, the situation has
dramatically changed such that many organizations, business and non business
organization have come to appreciate the need for employee development and
training as a very important instrument for organization development.
and development date back to the beginning of man. In our own families, our
parents direct the children on what to do. A little baby is trained / taught to
sit, crawl, stand and walk. All these efforts are geared towards developing the
child to gain essential skills for adaptability in this environment. It
is this training and development that guides the child as he grows and matures
make it clear that although once is qualified to be employed in an office, to
perform once duty or the other, yet the staff employed needs to be trained for
adaptability in his office environment.
As can even
be seen from the Biblical aspect of it, in the book of Samuel chapter 30, David
the king of the Israelites realized the importance of training and development.
By selecting his distinguished six hundred soldiers he gave the special
training and sponsored their scientific and special reading to enable them to
satisfy advisory roles in his palace and ultimately meet the nations needs in
having a well trained army. It has become increasing apparent to more and more
organization that life/long learning must become a
reality for them to remain competitive in an increasingly demanding environment.
Such learning can take place through training courses offered by the firm
themselves or by outside suppliers of training and education.
to Buke (vol 41, 1988; 731) it can also take place informally through learning
and development on the job. There has recent literature Morrison (1992: and
Burke (1994:28 suggesting the impact of both the number of development
activities undertaken and their pertinences usefulness on a variety of work
attitude and outcomes, such as self reported future career prospects.
Furthermore, training and development is seen as a continuous process,
believing that money spent on training and development is money well spent.
to Ubeku (1975:270) employee who have not received adequate training before assigning
them with responsibility lack of necessary confidence with which to carry
out the job. It is evident that the main objective of any organization is
profit maximization, complimented with cost minimization. Hence, it is prudent
for organizations to manage their resources in the best possible manner. One of
such ways is through the manipulation of its labour force in such a way as to
yield the highest attainable effective operations.
past, organization did not fully accept the benefits of employees’ training
just because the results were not easily identified and clear.
Government of Nigeria recognized the benefit of training and manpower
development when they established the Industrial Training Fund (ITF).
Through the promogation of Decree No. 47 of 1971, the objective of which were
to “promote and encourage employee training and development as well as the
acquisition of skills to industries with a view to generating a pool of
indigenous training manpower sufficient to meet the needs of economy”. With
these objectives in mind, one realizes that it is very necessary for
organizations to expect high productivity in order to accomplish organizational
goals and objectives.
It is a
truism that without production, the organization will not survive and such
survival is usually predicated on the quality, quantity and efficient use of
cannot be achieved without the expertise knowledge and skill of the particular
job coupled with the right attitudes acquired through training and development.
Ogundele (1983:35) stresses that the success of an enterprise depends on the
effectiveness of the human resources, the skill and the enthusiasm of the
that a set of objectives will not be achieved if there is no competent
employees to effect such objectives. He argues that human development could be
effected by the employees concerned through trial and error but error but
better by the organization, through as well planned training scheme or
that the question should not be whether or not to train but the type of
training to be employed. He concluded that human resources are rather scarce
production factors which must be intelligently handled.
us to be the importance of labour. Likert (1967:11) lie of taught is that “all
activities of any enterprise are initiated and determined by the person who
make up that institution”. The importance of labour force are two folds. First,
its indispensability in the organization set up. Second is its unpredictable
nature. Mainly because of the later, it is very necessary to take special care
of this factor of production i.e labour.
actually, no man is indispensable but suffice it to say that there are costs
associated with recruitment and orientation or new staff. The profit the
organization would have reaped from having this in mind, my aim in this
research paper is to highlight the influence of staff training and development
on effective operations and hence after make recommendations from the
THE IMPORTANCE OF STAFF TRAINING
employee has been selected, placed and inducted he should also be trained.
Training is the act of increasing the knowledge and skill of an employee for
doing a particular job. No organization has a choice of whether to train or
not, the only choice is that of method, if no planned training programme
established this has not eliminated training costs. The employee will train
himself by trail and error or by observing others.
establishment of a sound training programme serves the interest of both the
management and workers. Training is valuable to the employee in terms of better
security and greater opportunity for advancement within or outside the
Other values of training include: -
increased in skill usually results in increase in quantity and quality output.
The increasingly technical nature of modern job demands systematic training to
enable even minimum, levels of accomplishment.
possession of needed skills helps to meet such basic needs as security and ego
satisfaction. Elaborate personnel and human relations programme can make a
contribution toward moral but they will be of little use of employees do not
possess the necessary knowledge, skill aptitude and altitude to perform their
trained employee is once who supervise himself. Both employee and supervisor
want less supervision, but greater independence is not possible unless the
employee is adequately trained.
accidents are caused by deficiencies in people than in equipment and working
conditions. Proper training in both job skills and safety attitudes should
contribute towards reduction on the accident rate.
HISTORY OF ANAMCO LTD
Mercedes – Benz Anammco is a joint venture between the Federal
Government of Nigeria and Daimler – Benz AG/Mercedes Benz AG of Germany.
Anambra manufacturing company Anammaco with corporate headquarters at Emene
industrial layout PM.B. 2523, Enugu was incorporated on January 17, 1977 comes
up with other details as follows:
i. laying of foundation stone May 12, 1978
ii. official commissioning of plant July 8, 1980
iii. commencement of official production January, 1981
iv. Installed production capacity on one shift
per-annum 7,500 commercial vehicles (Truck assembly).
v. Present capacity utilization approve 15% of
vi. Total production to end of December, 199 approx.
20,000 (made up of trucks and buses)
MB – ANAMMCO manufactures commercial vehicles and leads in the
commercial vehicle market in Nigeria with five tons pay load and above. The
plant which occupies a sprawling 300,000 square meter sites at Emene, near
Enugu is veritably and viable economic and technological co-operation between
the government and people of Nigeria and Germany.
Training and Manpower Development:
The MB – ANAMMCO Training centre, which was commissioned in 1982,
has lived up to its billing in producing high calibre middle – level technical
manpower for the company, and the nation in general. The MB – ANAMMCO Training
centre was conceived with the object – objective of providing training
facilities not only for apprentices but also for on the job training for improvement
in technical skills, work habits and leadership qualities of factory managers.
Because of inadequacies in formal education. When measured against the
background of the diverse needs of industries, training and retraining cannot
but be accorded high priority in the scheme of things in MB – ANAMMCO.
MB – ANAMMCO continues to live up to its social responsibilities
in all ramifications. It takes care of its over 800 employees by offering them
highly subsidized food at its modern canteen, providing free medical services
to its employees and their dependents and offering them recreational
facilities, it has a football club and also cultural groups. In addition, it
occasionally donates to charity and identify with the government in its socio-cultural
endeavous and community development efforts.
contribution of MB – ANAMMCO to the economic development of Nigeria cannot be
over emphasized. The company has continued maintain a high level of resilience
in its attempt to survive the harsh economic climate and live up to the
confidence reposed in it as an extension of the most historical, traditional
and successful auto company in the word. Mercedes Benz AG.
strength as at December 31st 1990
is 794 (expateriates 12) (service map).
1.2 STATEMENT OF PROBLEMS
course of my investigations I discovered to my surprise that although MB –
ANAMMCO is a congiomarate, it does not have a well defined training and
retraining programmes for all cardes of employees expecially for those at the
administration lines as well as those at stone house (management).
has resulted in many recorded cases of industrial accidents, material
losses/missing ad wastages. These problems attracts a massive retrenchment and
industrial close down in 1984 immediately after the fall of second republic
which, later induced the two countries Nigeria and Germany in reaching another
agreement on rehabilitation and re-equipping the firm with all the efforts the
two continues to take different shape, in different dimensions like, inflation
of materials in put, misconducting and misplacing of materials randomly, until
1996/97 when, it attracted another massive retrenchment only this time, as a
result of corruption and industrial mal-practice.
evident that establishment like Banks, which have provision for training are
able to retain their staff. Initially these banks with the intention of being
bankers but because man is fond of utilizing all available opportunities they
end up as professional bankers. This is not the case with Anambra manufacturing
company (ANAMMCO LTD) where, due to the absence of professional trainees in
store administrations /managements and manpower development mobility of labour is
high. Having watched this trend, which captured my interest, it is my intention
to highlight to problems, prospect and usefulness of a well planned
professional training programmes, including professionals in certificates, not
by merits. My recommendation therefore based on my findings, if applied by the
executives of Anambra manufacturing company (ANAMMCO LTD), will be beneficial
to that organization in particular and to her staff in general.
1.3 PURPOSE OF THE STUDY
recognized the need for training and development and their influence in
employee performance, the researcher intends to:
a. To determine the influence of staff training and
developmental organizations. Though a case study of Anambra manufacturing
company (ANAMMCO LTD) Enugu.
b. To determine the relationship between training
and staff operations.
c. Probe into the attitude of the staff to future
d. Determine if the nature of work performed does
not need training and development.
1.5 RESEARCH QUESTIONS
i Is the level of
operations directly affect by the level of training?
ii. Does training reduce the
rate of inefficiency?
iii. Do the type of jobs performed
in ANAMMCO require training and manpower development?
iv. Do the staff of Anambra
manufacturing company ANAMMCO see the need for training?
1.6 SIGNIFICANCE OF THE
The findings from this study shall aid the policy makers in
Nigeria to desing proper and potentially viable and implementable programme for
the working class. The study will also ascertain the accomplishment and
realization of the objective of the Industrial Training Funds (ITF) decree No.
26 (2) of 1971. In reality, little research findings are available in this
country and else where especially from the private sector that is capable of
assisting policy makers and company executives in properly discerning the
national socio-economic goals.
investigation shall take a national view of the training and development needs
of the Nigeria workers in terms of skills, knowledge, attitude to work, self
confidence, efficiency and effectiveness, high quality production, reduction in
labour turnover, industrial accidents, wastages and production re-call levels.
employees can generally find their ways into working for which they qualify
through training and development, the use of human talent will be maximized for
the benefit of society in general.
Industrial Training Funds (ITF) for manpower training and development.
Furthermore, the outcome of this research will serve as information for further
study on this topic. Although many research have written on this and similar
related topics, records show that none used Anambra manufacturing company
(ANAMMCO) as case study.
is expected that students of behavoural science will benefit from this research
work as the study will be made to highlight the relationship between the
variables under consideration.
research will put up suggestions based on findings and this findings if
properly applied will lead to high job effective operations by all levels of
employees / staff.
education is no exception to the rule that all education is to some extent an
act of faith, but managerial education has an element of fashion too, and the
increased demand for it can be explain partly by the desire of companies not to
neglect something that competitors do, and partly by the persuasiveness of the
institutions providing the courses. Owen S. Hiner (1968:89).
Ocheoha (1975:17) stated that education also enhances the efficiency of labour.
This includes general education, vocational education, technical education, and
on-the-job training. A sound, overall education makes a worker more competent,
more conversant with his work and therefore more productive and a greater
assent to his employers. This is why most civilized countries invest a great
amount of their revenue in education of all sorts.
TERMS AND CONDITIONS APPLY
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