Assessment of training as a means of manpower development in public complaints commission, Abuja
This study was on assessment of training as a means of man power development in public complaints commission. The total population for the study is 200 selected staffs of public complaints commission. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up of directors, administrative staffs, senior staffs and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies.
- Background of the study
An organization is made of up of both human and material resources. The human resources are in a position of manipulating the material resources to achieve organizational goals and objectives. As it is said in the profession of law that “nemo dat quot non habat” i.e. “what you don’t have you can’t give”. of organization deems fit to achieve its set objectives! then training and manpower development must be taken seriously. The work environment is volatile! as things are fast changing in the present day world. Technology is fast growing and changing. Secretaries in offices who are trained with manual typewriter must try to acquaint themselves with the use of computer because typewriter cannot stand the test of time.
Business managers must be internet savvy in order to fast track business transactions! the top desk officers (customer care center) needs update on how to relate with customer (customer relation) marketing managers must be updated on how best to appeal to minds of consumers through advertisement! through the use of modern gadgets and instruments! as the security agents should also “now the use of gadgets and electronic appliances to tackle the presents day security threat which cannot be handled by physical (man ) police, all these and many more attest to the fact that training and manpower development play a significant role in the success of an organization
Organizations are facing increased competition due to globalization, changes in technology, political and economic environments (Evans, Pucik & Barsoux 2002, 32) and therefore prompting these organizations to train their employees as one of the ways to prepare them to adjust to the increases above and thus enhance their performance. It is important to not ignore the prevailing evidence on growth of knowledge in the business corporate world in the last decade. This growth has not only been brought about by improvements in technology nor a combination of factors of production but increased efforts towards development of organizational human resources. It is, therefore, in every organizations responsibility to enhance the job performance of the employees and certainly implementation of training and development is one of the major steps that most companies need to achieve this. As is evident that employees are a crucial resource, it is important to optimize the contribution of employees to the company aims and goals as a means of sustaining effective performance. This therefore calls for managers to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialist departments or management positions (Afshan, Sobia, Kamran & Nasir 2012, 646).
Training as the crucial area of human management, is the fastest growing segment of personnel activities. Training which is referred to as a course of diet and exercise for developing the employees’ affective, cognitive and psychomotor skills assist the organizations to have a crucial method of developing the employee towards enhancing his productivity. At times, some companies go beyond establishing their own schools for training and retraining their staff at no cost expense to the trainee. The main aim of training and development programmes in service organizations is to enable employee’s increase their productivity, productivity on the other hand is the end product of training and development as well as a measure of the output of the result from a given input. Managers plays a very vital role in the service organization in the realization of the organizational goal, he therefore needs to be constantly exposed to regular training programmes to increase his skills to enable him adapt to technologically world of business.
Statement of the problem
The importance of training has no doubt been recognized in many organisations as the key factor for improved productivity. However, manpower training in the public sector is threatened with a number of problems like the absence of regular training despite the continuous reforms with emphasis on training (Okotoni & Erero, 2005). This is because the various reforms in the public sector have not considered it necessary to establish definite and continuous training programmes that will increase employees’ productivity. This implies that when training need is identified and resources and quality time is committed to achieve the need, the training exercise can still be inadequate in addressing the productivity deficit. Sometimes, the training exercise is haphazard or lopsided in the design, implementation and participation. At times, training is based on a faulty diagnosis of training needs.
Again, there are instances where the public sector management does not recognize employees who have participated in training programmes to acquire additional skills and knowledge. Such recognition may come in form of increase salary, promotion and other fringe benefits to reward their efforts. Sometimes, where training has occurred, management may not be willing to deploy such staff to other departments where they are relevant. Also, job expansion is sometimes performed without considering the skills and capabilities of the staff, which may result in low morale and frustration on other employees who desire to undergo further training. The above mentioned attitude of management to manpower training can result in progressive degeneration of skills of employees to cope with challenges arising from the social, economic and technological changes.
Employees of most public sector organizations are seldom sent for training and those who expressed their desire to undertake any form of training may not be given any kind of support such as study leave with pay, to sustain the programme. Sometimes, the relevance of the training course to the requirements of the present job and future posting are not considered before employees are sent for training. Even when the staff embark on skill acquisition programmes, the management sometimes does not provide the necessary equipment to enhance operations. The resultant effect of this is that such employees might experience difficulty in coping with the evolving technological developments and may remain redundant. The study will use public complaints commission
Objective of the study
The objectives of the study are;
- To identify the type of training schemes available to the employees in public complaint commission, Abuja
- To ascertain the impact of training and development programmes on the employee’s performance in public complaint commission, Abuja
- To Suggest solutions to the challenges of manpower training in public complaints commission, Abuja
The following have been put forward for testing
H0: there are no type of training schemes available to the employees in public complaint commission, Abuja
H1: there are type of training schemes available to the employees in public complaint commission, Abuja
H0: there are no solutions to the challenges of manpower training in public complaints commission, Abuja
H2: there are solutions to the challenges of manpower training in public complaints commission, Abuja
Significance of the study
Efficiency and effectiveness are the major determinants of employees performance in any organization and this may not be achieved without recognizing the role of manpower training in achieving organizational success. This study is essential in discovering the relevance and impact of manpower training on employees’ productivity in public complaints commission. The knowledge on manpower training reveled in this study will be useful to other scholars and practitioners who may wish to carry out studies on manpower training in the local government under review and in Nigeria generally.
Scope and limitation of the study
The scope of the study covers assessment of training as a mean of manpower development in public complaints commission. The researcher encounters some constraints which limit the scope of the study namely:
The research material available to the researcher is insufficient, thereby limiting the study
The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Definition of terms
Training: This is a type of activity which is planned, systematic and it results in enhanced level of skill, knowledge and competency that are necessary to perform work effectively (Gordon 1992).
Development: This is a broad ongoing multi-faceted set of activities (training activities among them) aimed at bringing someone or an organization up to another threshold of performance, often to perform some job or a new role in the future (McNamara 2008).
Manpower: Total supply of personnel available or engaged for a specific job or task (Business Dictionary)
Planning: This is an act of formulating a program for a definite course of action (Financial Dictionary)