MANPOWER TRAINING, DEVELOPMENT AND UTILIZATION IN INSTITUTIONS OF HIGHER LEARNING

MANPOWER TRAINING, DEVELOPMENT AND UTILIZATION IN INSTITUTIONS OF HIGHER LEARNING

This study was undertaken to assess Manpower Training, Development and utilization in Institutions of Higher Learning making a reference to Kaduna Polytechnic. It is very important to note that the efficiency and effectiveness of an organisation is among other things, a function of its workforce. In connection with this reason, therefore, manpower must be initially procured, trained and developed on a constant basis. It is with the above observation in mind that the study was undertaken in order to ascertain the effectiveness of training policies of Kaduna Polytechnic. In view of this, the study came up with certain objectives among which include. The examination of manpower planning in relation to its effectiveness on Staff Training and Development, analyse the criteria used for selecting staff for training and the effects of such selection principles, evaluating the effect of bonding on prospective candidates for training, examining the adequacy of available funds meant for training and development, identifying factors that lead to the under or overutilization of Kaduna Polytechnic Staff and ascertaining the effects of training and development on staff motivation. It is on the basis of these objectives that the hypotheses were formulated. In the process of collecting data for study, empirical approaches were employed by designing questionnaires, conducting interviews and participant observation was adequately utilized. More importantly documents and various literature that are related to this study were consulted. This study uncovered that training opportunity was extended to Kaduna Polytechnic staff. By extension it means many staff has enjoyed Kaduna Polytechnic sponsorship for training programmes. It was however found that those who benefited got more professional experience in addition to gaining more skills. The fundamental problem discovered was that there was no traces of training plans that w6uld enable the institution identify the training needs of its staff. On this basis the study discovered that the identification of the training needs for the staff was done haphazardly. Any member of staff who so wish. can apply for sponsorship to be trained provided he has spent the mandatory two to three years working for the institution. On the whole it was observed that National Plan do not incorporate the Polytechnic training system, that was why there is a general failure in planning training in tertiary institution. It was further found out that staff appraisal does not help matters in identifying those who should be trained. The appraisal system was primarily given much attention when it comes to the issues of promotion but not on training. The study confirmed that the workers had a negative attitude towards the bonding system of Kaduna Polytechnic. The bonding was found to be more to the advantage of Kaduna Polytechnic than to the staff. More importantly the availability of funds for training and development was discovered to be grossly inadequate to enable the trainees settle school fees, accommodation, feeding and other unforeseable problems. A sizeable number of Kaduna Polytechnic staff were found to be over utilized, which at the end affects their output. In order to improve on the performance of Kaduna Polytechnic workers, a regular training programmes in the form of seminar of workshops was suggested to be re-emphasised for staff especially middle and junior staff. It was further suggested that details of personnel matters should be computerized so as to enable easy accessibility to personnel records to be able to assess the training needs of individual worker and his trainability. The administration department that handles personnel matters especially training issues is expected to ginger up its performance being the coordinating unit for personnel matters. The unit should be able to trace recommendation made on staff appraisal in order to identify who needs training. The selection should not be done haphazardly but base on training needs. Whenever these observations or suggestions are taken into cognisance, it will improve on the performance of staff which would at the end increase the productivity of Kaduna Polytechnic and the nation at large.

TABLE OF CONTENT

Title page- – – – – – – – – i
Approval page – – – – – – – -ii
Dedication – – – – – – – – -iii
Acknowledgement – – – – – – – -iv
Abstract – – – – – – – – – -v
Table of content – – – – – – – -vi

CHAPTER ONE
INTRODUCTION – – – – – – – -1
1.0 Background of the study – – – – -1
1.1 Statement of the problem – – – – -5
1.2 Purpose of the study – – – – – -6
1.3 Significance of the study – – – – -8
1.4 Research questions – – – – – -9
1.5 Scope of the study – – – – – – -10

CHAPTER TWO

LITERATURE REVIEW – – – – – – -11

CHAPTER THREE

Research methodology – – – – – – -39
Design of study – – – – – – – -40

CHAPTER FOUR

Presentation, analysis and interpretation of data – -48

CHAPTER FIVE

Summary of findings – – – – – – -60
Conclusion – – – – – – – – -61
Recommendations – – – – – – – -62
Suggestions for further research – – – – -64
References – – – – – – – – -65
Appendix I – – – – — – – – -68
Questionnaire. – – – – – – – -69

MANPOWER TRAINING, DEVELOPMENT AND UTILIZATION IN INSTITUTIONS OF HIGHER LEARNING

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