This research work necessitated by the need to effectively
understand the effects of Human Resources Development in organizational
growth. The attainment of organizational goal are very much dependent on
the nature of human resources development and ways to execute them. This is
important because of the individualistic differences of employees and the
cultural framework of the organization under review. Every business enterprise
big or small, public and private attempts to initiate and input certain human
resources development with a view to attaining the set goals and increase
productivity and establish good cooperate image in the eye of the public. The
research looked into the following findings. It is duly established that some
flaws exists in training and development of human resources in ITF Enugu Area
office and the situation would worsen in the near future if appropriate actions
are not taken. There should be an effective training programme that is
good enough in maintaining cordial relationship between the management and the
labour, which will help in achieving the organizational growth and objectives.
That overseas training programmes are not better than local training
programmes.That the employer/employee relationship in ITF needs more
improvement to boost effective training and development of
addition, the following recommendations were made, that ITF should endeavour to
encourage cordial relationship between the management and the labour as a safe
way of achieving organizational growth. To keep peace with the present policy
and training and development of human resources both within and outside it. So
as to live upto the standard for which the institution was established. That
ITF should encourage overseas training programs to be able to keep or cope with
the challenges of time and the dynamic nature of industrial technology.
Finally, in its major policies should be modified for effective attainment of
its set goals.
Background of the
Statement of the
Purpose of the
Scope of the
Significance of the
Limitations of the
REVIEW OF RELATED
What is Human
The Historical Background of Human
Resources Development in
Human Resources Development and Nigeria
Plans for Governmental Policy on Training
and Development of Human
Human Resources Development at
Industrial Training Fund (ITF)
RESEARCH AND METHODOLOGY
Population of the
Sample and Sampling Procedure
Instrument for Data
Validation of the
Reliability of the
Method of Data
DATA PRESENTATION AND
Presentation and Analysis of the
Testing of Hypothesis
DISCUSSIONS, RECOMMENDATIONS AND
Discussion of Result
Implications of the Research
Suggestions for Further
BACKGROUND OF THE STUDY
(1973) described human resources in his books as consisting of all individuals
engaged in any of the organizations activities regardless of their levels.
Human resources from the above simply means, men and women working for an
organization, irrespective of the post they are holding. However, this went
further to emphasis that there was no demarcation for men and women working for
the organization that belong or do not belong to the human resources of the
Meanwhile, any activity in the organization from the beginning to the end stage
depends on human resources. Therefore, any organization aiming at achieving
some of their goals must ensure not only maintaining constant and adequate
supply of human resources but also ensure that they were adequately motivated.
This is because, the human resources that are motivated will be answering human
resources of the organization without putting in their best.
James (1946) stated that the effective use of people is still the key to
productivity and your assignment is to motivate people to get the best of their
skills and abilities. He affirmed that organization will achieve high
productivity more than ever before by motivating their workers and sending them
Morevover, Ubeku (1983) went further to say that although the task
of motivating workers is vested on the management team as a while but said that
managers have more roles to play. He said that managers, can provide the
organization a continuous day to day coaching, appraisal and encouragement –
that the employees will need more than ever before. He was of the opinion that
manager have upper hand in motivating workers. He further stated that the
supervisor who works with his subordinates on this intimate basis can do much
to influence his organizations programme.
Training and development of human resources have been considered
an expandable luxury in terms of financial constraints. The growth and
development of any organization depends on its human resources, a specific cost
of management to develop individual skills or a means of developing people for
promotion to the next level of organization leadership. While these views carry
some validity of human resources should be regarded in the large context of
trends in society and the need of changing organization.
In the past, not much importance was attached to the role or human
resources development on the growth and efficiency of organizations. No
pride of place was given man-power planning and development as a save way to
enhance skills knowledge and capacities of personnel in organizations. The
importance of investing in human resources has become much clear in recent
years because of mounting evidence on the extent of which such investment as an
engine change. Although, human resources management is that sub system of an
organization which is directly concerned with planning, controlling the
procurement, development, compensation, integration and maintenance of the
human resources component of the organization. The effectiveness of this
sub-system will be judged by the way policies and practices affect the
performance and productivity of individual workers will be achieved towards the
realization of the effectiveness of the organization.
Today, one of the major problems confronting management in an
organization is the most effective way of putting the right position.
Management should identify and provide for its human resources to accomplish
its task. The concept of organizational effectiveness is that which
organizations as a social system give certain resources and means fulfils its
objectives without a capacitating its means and resources and without placing
undue strain upon its members. The means and resources referred to have cannot
be personal constituents of the organization on who the achievement of
effectiveness in the organization is based through their increased performance
and productivity. The existence of a conducive and carefully designed human
resources management policies and practices appear inevitable for the
attainment of these goals.
Human resources are the most vital of all the factors input of
organization, for without it, all the other factors have to wait. Due to the
immense contributions of man power programmes, the government of Nigeria has
set up many institutions to help in management education in the country.
The National man-power board is responsible for the periodic
appraisal of requirements for man power in all occupations and the
development of measures for in service training of employed man-power
both in the public and private sectors. Among these institutions is the
industrial training fund (ITF) on which these research work is carried.
Industrial training fund was established to promote and encourage the acquisition
of skills in industry and commercial with a view of generating a pool of
indigenous trained man power sufficient to meet the needs of the economy.
Others include the administrative staff college of Nigeria (ASCON)
the Nigerian Institute of Management (NIM) and the Center for Management
Development (CMD) it is simply defined as the potential available organization
from the people who work in it.
To fully achieve this its corporate objectives, an organization
must establish it human resources base adequately in both quantity and quality.
The effects of human resources on the economic and industrial development has
been underscored by Paul G. Hoffinan who said of all the resources required
economic development of human resources appear the most strategic if the
countries are to achieve self sustaining growth.
Furthermore, in reaction to the felt need for the development of
human resources in this country.
The federal government established the training agencies;
Industrial Training Fund (ITF) in 1971.
The Center for Management Development (CMD) in 1973
The Administrative Staff College of Nigeria (ASCON) in 1973.
Six Federal Training Centers (FTCS) scattered in different locations
across the country Lagos.
Statement of the Problem
of the major problems confronting management in any organization is the most
effective way of matching people with jobs. This calls for man power planning
Many organizations fail to progress due to their inability to train and develop
their work force. Lack of adequate skills and knowledge, which are required to
work and attain the major organizational objectives, constitute a cog in the
wheel of achieving them. There has been criticisms from different works of life
both within and outside the country about the inefficient performance of our
parastatals. The personnel officer should understand and identify certain
conditions that will serve as pointers for the need for training.
As noted by Likent (1967) all activities of any enterprise are initiated and
determined by the persons who make up the institution. Plants, offices,
computer, automated equipment and all these that a modern firm uses are
unproductive except for human efforts and direction. The researcher wants to
identify the major problems and proffer a suggestion for the progress of the
of the Study
The paramount aim of this research work as could be seen from the
title and with the observed problems in mind is to ascertain the effects of
human resources development on organizational growth. A case of industrial
training fund (ITF) Enugu Area office in essence it seeks to;
Identify various human resources development plans and programmes.
To identify industrialists and understand the potentials available to
them from the people who work in the organization.
Furthermore, this will help to serve the purpose of setting standards for
formulating personnel policies and ways of implementing them regards being hard
to the following.
The cultural framework of the enterprise and the individualistic
differences of the employees for whom they are meant. With the foregoing,
organization will be able to understand the best optimum population of
personnel qualities and mode of increasing their staff and knowledge to active
organizational growth and effectiveness.
order to elicit information from respondents, the following respondents, the
following research questions were generated.
What are the employers/employers relationship in attainment of organizational
In which areas of industrial training fund (ITF) training activities do you
think human resources development programme has improved.
What are the factors responsible for the poor performance of the business
What are the importance of human resources in a business organization.
New International dictionary defines (Hypothesis as a basic for reasoning a
supposition formulated from proved data and presented as a temporary
explanation of occurrence, as in science in order to establish a basis for
further research. Hypothesis may be said to mean a tentative statement made by
a research (subject to tests) with a view to forming basis to study a
phenomenon, researcher situational dentition.
These hypothesis when tested can confirm or refute the extent at which these
advanced statement can be upheld. It can equally place the researcher on the
solid ground of drawing his conclusions and subsequent recommendation.
The purpose of hypothesis therefore is to enable one make inference about
In a continued effort to reach an appreciable equilibrium in the impact of
human resources development on organizational growth, the researcher employed a
selected statistical tools to enable us research a fair conclusion.
In order to determine the effectiveness of the effects of human resources
development. On organizational growth, it is necessary to list the hypothesis
resources development does not affects organization growth.
resources development affects organizational growth.
resources development is not most important sub-system on organizational
resources development is the most important sub-system on organizational
Significance of the Study
speaking, the effectiveness of any organization irrespective of its nature, is
measured by one significant and objective criterion, namely the quality of its
product in services is to a large extent a function of the caliber of human resources
or man power component of the organizations production resources.
This research work is significant to both the management (employers) and the
labour (employees). Secondly a close look at the work carried out will
reveal a significant effect of human resources development on the
organizational growth. Moreso, the research work will serve the role of shaping
the organizational policies on human resources (personnel) for the overall
attainment of the set objectives. It is only when the human resources is
adequately qualified for the job to be performed that we can hope that the
material resources in put can be effectively allocated and usefully utilized in
the most optimum manner. If personnel administration is to be successful,
management must give it sincere support in order to sustain organizational
growth. The practical relevance of this study lives in the fact that no
organization can achieve its set objectives without competent employees. Hence
the issue of training and development becomes a central pre-occupation of any
organization out to achieve and sustain efficient operation.
In essence, this study is likely to be of immense value not only to industrial
training fund (ITF) but also to all organizations irrespective of size,
background and activity. Also the result of this study will hopefully
sharpen the ground of the problems besetting human resources development in
organization and leading to a more effective grip of the importance of
well-developed manpower programme.
Scope of the Study
research work was intended to cover the effects of human resources development
on organizational growth with the industrial training fund, Enugu Area office
as a case study. Various attempts were made to covert the historical background
of industrial training fund, the purpose of establishing it, the problems and
prospects thereof. The study includes the functions, sources of fund
objectives, grants, and reimbursement scheme of industrial training fund inter-alia.
Definition Of Terms
process of learning the skills that you need to do a job.
person who is a small part of a large organization.
find new people to join a company, an organization.
plan that is intended to achieve a particular purpose.
Something that you cannot avoid or prevent.
act or process of contributing two or more things together so that they can
TERMS AND CONDITIONS APPLY
For more informations on project materials and more