1.1 BACKGROUND OF THE STUDY
Right from ancient time man has been conscious of developing himself within his natural environment. This inventive infinity gave him the impetus to invest certain tools that helped him to live comfortably in his own immediate environment. Subsequently in the effort to maximize the comfort and to perpetuate the skill, inventive skill, the need for training arose.
A verification question may put as to whether our ancestors invented those fulets of the civilization. This question may be of little or no significance. What is more important is that man has the ability to pass on to the others the knowledge and skills gained in mastering circumstances. This was done by deliberate examples, by signs and words. Through these devices, the development process called training was developed and when the message was received by another successfully, we say that learning took place and knowledge or skill was transferred. The ninth century ushered in an era of social legislation and will it, sizeable changes in the concept of the workers organization arose.
Through these changes however, we constantly developed emphasis as we see today quality training of workers. This culminated in the staunch support of the Trade Unions for any legislation that provides wide range of vocational education. One o the objectives of every organization should be to provide opportunities for its employees to optimize their performances in pursuit of organization goals with this end in view, it may be profitable also to help employees feel that the organization cares for them. As people, there is more likehood of their responding willing to satisfy the needs of the organization.
When we consider training therefore, we are seeking by any instructional or experimental means to develop a person’s behavioural pattern in order to achieve a standard level of performance. This is an essential pre-requisite for adequate performance in one’s occupation. Whatever the job maybe.
The importance of human resources to any organization whether public or private has long been identified. Organizational objectives such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who co-ordinate the activities of the organization using other factors of production. The realization of the value of “human capital” to any organization has led to a proposal by experts that people should be classified as “assets” to be so recorded in accounting records.
Investment in human capital is a worthy and necessary expenditure. If any organization is to discharge it’s legal, statutory and social responsibilities to its owners, public and society at large.
The indisputable reason why training and development of employees should be a continuous undertaking is because of changes posed every minute, hour, day etc and the world is faced with an era of technological advancements that can make already acquired skill obsolete.
Training therefore should not be reserved for only the new employees or old employees but for both and must even be extended to senior management personnel. Training brightens employees towards the performance of their work. Job performance improves at all levels which facilities the realization of both individual and organizational objectives.
In Nigeria, the government has realized the need to develop human resources since independence in 1960. It was discovered that most top government positions were held by expatriates and that Nigeria had few scientists and engineers. Government had to set up a man power Board. In 1962, following the report of Abby Commission. This was done in order to increase executive. “Capacity”. More Universities and Polytechnics were established and the Universities grew from one (1) in 1959 to thirty one (31) in 1989. enrolment in the universities grew from 2,993 (two thousand, nine hundred and ninety three) in 1962 to 55,249 (fifty-five thousand, two hundred and forty nine) in 1980.
Many Polytechnics were established by Bolt Federal and State government in the 1970’s and 80’s. Cirowit in the number Pf secondary and primary schools and enrolment into them became very high. Several training institutions such as industrial training fund, centre for management Development and Administrative Staff College among others were set up to accelerate human resources development.
The federal education system was also redesigned to give priority to Technical Education through the introduction of 6-3-3-4 programme. The attention was necessitated by the realization that all the country’s development plans have been frustrated due to lack of “executive capacity”.
TABLE OF CONTENTS
Cover page
Approval page
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
Introduction
1.1 Background of the study
1.2 Statement of the Problem
1.3 Purpose of the Study
1.4 Significance of the study
1.5 Delimitation of the study
1.6 Assumption of the study
1.7 Research Questions
1.8 Definition of Terms
CHAPTER TWO
Review of Related Literature
CHAPTER THREE
Research Methodology
3.1 Research Design
3.2 Population of the Study
3.3 Sample and Sampling Technique
3.4 Instrument for Data Collection
3.5 Validation of the Research Instrument
3.6 Testing the Reliability of Research Instrument
3.7 Method of Collecting and Administering data
3.8 Method of Data Analysis
CHAPTER FOUR
4.0 Data Presentation, Analysis and Interpretation of Data
CHAPTER FIVE
Discussions of Findings, summary, Conclusion and recommendations
5.1 Discussion of findings
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendation
5.5 Implication
5.6 Limitations of the study
5.7 Area of Further Research
Appendices
