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Full Project – Training and manpower development in tertiary institution

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CHAPTER ONE

GENERAL INTRODUCTION

1.0 INTRODUCTION

In any organization, personnel management is the major components of the broad management function and has roots and branches extending throughout and beyond each organization.

Organization exists to enhance the quantity of the organization in a psychological sense and personnel effectives.

In an attempt to achieve this there is great need to establish a department, which will be responsible for human resource. This department is known as personnel department and its existing role in the coordination of human activities to the achievement of goal or organization activities.

However, personnel management is one of the most important function of management in any organization, on this part, Akande O. (1920) sees management as that part of management concerned with the people at work and with the relationship within an organization.

The efficiency of any organization depends directly on how well its members are trained. Training and development is Abdu Gusau Polytechnic TalataMafara is not a new phenomenon although decently emphasized through the activities of the industrial training fund (ITF) and other agencies training on such organization set up Nigerian economic set up hard arranged training function to educational institutions without the realization of wide and varied nature of the training so provided.

The limitation of training programme provided by these institution of higher leaving becomes obvious when industries fail to achieve cooperate objectives. Education and training in high institution in this country take a more theoretical approach and practical knowledge or on the institutions.

1.1 BACKGROUND OF THE STUDY

The present day Abdu Gusau Polytechnic TalataMafara have a long standing history. It originated from the emergence of staff training center Sokoto in 1958 which was eventually renamed staff development centreSokoto in 1972, it is the staff development centre that was later amalgamated with community development institute BirninKebbiin 1980.

The geographical division in the country in 1991 saw the creation of Kebbi state from the Sokoto state the former Sokoto state government under the leadership of Col. Bash SalihiMagashi decided to establish its own polytechnics at FaruFaru and took advantage of the existing structure meant for a technical college of Administration FaruFaru remains as integral part of the proposed polytechnics and sever as its temporary site. This laudable proposal eventually became a reality in 1992 when his Excellency the governor of Sokoto State MallamYahayaAbdulkarim signed the bill establishing the Polytechnics in February 1995, the government of Sokoto state renamed the institution as Abdu Gusau Polytechnic TalataMafara, after the late Engr. Who died in November state out of Sokoto State, a situation which necessitated the relocation of the constitution to its partially completed permanent site as it was not possible legally for Zamfara state continue to sustain an institution belonging to its but located within Sokoto state extreme of 1996 the institution had complete and by the end of 1996 relocation paying way for the commencement of the new session (1996 – 1997) by February 1997, one being grateful to Allah Almighty for making the movement possible the management and the state government understand and situation this bring us to destruction between education and training from education.

Lastly, training and development as the part of personnel management factors reflects several significant points especially in all organization setting.

1.2 STATEMENT OF THE RESEARCH PROBLEM

Training and development among others, some of the organization factors that enhance development procedure towards attaining organization goals and objectives. Good training and development provides the right people with right tools who are placed on the right job with view to improving productivity.

It should be noted that for any organization to have great productivity it must recruit qualified and trainable personnel for the job and provide with proper training to enable them acquire more skill and knowledge for carrying out job to fullest satisfactions of organization.

The efficiency of any organization like Abdu Gusau Polytechnic TalataMafara depends wholly on how well its employees are trained development. Therefore, training staff helps the Abdu GusauPolytechnic to achieve its goals. If good training system is not advanced there will be problem in running the collages or developing with employees. The Abdu Gusau Polytechnic however, does not established her condition or training majority of its workers most of them do not go courses relevant to their field, they see training as an avenue for lucrative job, most of them complained of not being promoted after acquired higher qualification, therefore, statement of the research problem are as follows;

Problem of identification in Abdu Gusau Polytechnic the involvespressure or demand from interest of getting information for action to resolve a research work.
During the course of this research work, there is also the effectiveness and efficiency of the relevant data.

1.3 OBJECTIVE OF THE STUDY

The research work and examing the method, procedure sources and techniques of employee training and development
To explore the problem facing training and development in organization with special emphasis on the Abdu Gusau Polytechnics TalataMafara as its effect general procedure of employee and other job and the itself in the polytechnics

Another objective of the study includes making critical assessment of training and development in the organization to come up with recommendation through which the problem could be addressed also to give suggestion to the existing method in the tertiary institution.

1.4 RESEARCH QUESTION

In an attempt to carry out this research work, the following research question have been put forward
What are the impact of staff training and development in tertiary institutions

What are the conditions requiring training and development in tertiary institutions

What are the benefit of staff training and development in tertiary institution.

1.5 SIGNIFICANCE OF THE STUDY

The significance of the study is to provide the basic concepts of employee training and development that are likely to affect training and development programme, I have also shown the hypothesis we are testing, the method we are using in collection of information and we defined some of the concept we use in the study this chapter also shows that chapter scheme, all these were contained in chapter one.

Chapter two also is literature review that I have collected the contributions of various writers especially in the field of training and development first in the chapter I have tried to give literature on training and development one of the personnel management functions. In general which include training and development such as on the job training programme, job instructions programme appreciate ship, internship, assistant ship multiple management programme and off the job programme among others, the way of identifying training needs as identified in the chapter includes organization, and analysis other are observations conservations with supervisor individual perception, judgment and express and manager and many others in developing employees however the technique involved in improving the quality individual as action participation in the same chapter also identified environmental factors affecting training and development programmer which range from social economic change conditions of employment technology working rules political system, supervisions leadership relation and population growth this can be grouped into internal and external factors. Chapter 3 three deals with the history of Abdu Gusau Polytechnic is sighted.

However, chapter four deal with data analysis where all the information obtained are analyzed this is where the practice of training and development has been identified with Abdu Gusau Polytechnic under study. The college identified training needs has been given moreover, we have seen the percentage of people trained internally and responses on development and working environment in a size suitable for the use of some principle under lying its practice.

This work is also written with the view that anybody who goes through it will have an insight into the process an employee training and development and problem associated with it.

It will locate awareness in the mind of the administrators and employee of any organization and make appropriate recommendations on how to effectively train and development and employee.

1.6 SCOPE AND LIMITATIONS OF THE STUDY

This study is strictly centered on employee training and development in Abdu Gusau Polytechnic TalataMafarait does not and cannot go in all aspect of personnel management but it can analyzes on those issue related to the employee training and development of Abdu Gusau Polytechnic TalataMafara.

It is worth mentioning that give or this study i.e. very short with accumulated lecturers periods, scarcity of books, order to carry out research is a problem and family responsibilities.

1.7 SCHEME OF CHAPTER

Training and development this functions has also connection with other functions therefore any alternation in training and development will also after the learning functions the work has critically looked into training and development as it is practice Abdu Gusau Polytechnic TalataMafarafrom the previous work, I first introduce the problem of our research the objectives which involve, the identification of various training and development needs training and development cycles training and development programme and showing environmental factors the respondents has all agreed that Abdu Gusau Polytechnic is achieving its goals as a result of effective use of training and development programmers, it use it provide to its worker the hypothesis have also been tested right the chapter con steed of summary of the works recommendation and conclusions.

1.8 DEFINITION OF TERM

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