ABSTRACT
The research work is all about the role of industrial training of manpower development in organization, A study of Anammco (Nig) Limited and Emenite Limited. A sample size of 267 respondents all randomly selected from the entire staff of the two selected organizations. The secondary data were obtained from libraries, journals text books, news – papers, and magazines in human resource management. The data collected were analyzed using frequency tables, percentages and Chi-square statistical tools in testing the hypothesis. From the study, it was discovered that industrial training of manpower in an organization is achieving the overall objective of which it was established in ANAMMCO (Nig) Limited Enugu and Emenite Limited. It was equally observed that ANAMMCO (Nig) limited Enugu and Emenite Limited organizes its training and – manpower development programs based on good result oriented training principle and that the problem facing industrial Training of manpower development in an organization are essentially financial problems. It is recommended: That the performance of the trainees in the above named organization should be monitored in other to detect lapses and make corrections, also more time should be given to the training programs that are been offered by both organizations to enable them achieve their goals.
TABLE OF CONTENT
Title Page
Abstract
Table of contents
CHAPTER ONE – INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problems
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope and limitation of the Study
1.6 Research Questions
1.7 Background of the study Area
Profile of ANAMMCO Nig Ltd
Profile of Emenite Nig. Ltd
1.8 Research Hypothesis
1.9 Definition of Terms
References
CHAPTER TWO – REVIEW OF RELATED LITERATURE
2.1 General View
2.2 Definition and meaning of Training and Manpower Development
2.2.1 Training and Manpower Development in Operational Efficiency and Effectiveness
2.3 Distinction between Training Education and man-power Development
2.4 Objectives of Industrial Training of Man-power in an Organization
2.5 Methods of Industrial Training in an Organization
2.5.1 On – the – Job Training and
2.5.2 Off - the – Job Training
2.6 The Role of Employers in Industrial Training
2.7 How to Determine Training Needs
2.8 Problems of Training
References
CHAPTER THREE –RESEARCH DESIGN AND METHODOLOGY
3.1 Research Design
3.2 Area of the study
3.3 Population of the Study
3.4 Sample size determination of the research procedure
3.5 Method of Data collection
3.5.1 Primary Sources of Data
3.5.2 Secondary Sources of Data
3.6 Validity and Reliability of the research instruments
3.7 Method of data analysis
References
CHAPTER FOUR – DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Data presentation
4.2 Data Analysis and Interpretation
4.3 Test of Hypothesis
CHAPTER FIVE – SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
Bibliography
Appendix
Questionnaire
CHAPTER ONE
INTRODUCTION
In any organization, the quality of its human resources determines its sources. Every manufacturing industry depends on the resources for attainment of its objective. However, the objective cannot be achieved unless the organization is made up of employees who have skills knowledge and abilities to work. Employees may have abilities, skills, and knowledge but in the long run, they may find it very tedious to cope with their jobs due to many factors such as organizational changes, technological changes and so on, hence Industrial training of manpower development in an organization become paramount.
Akinku (1978:7), the concepts of training manpower developing were not clearly understood in most of our development countries. This was also supported in where he said “we are yet to find out what the four M’s in our mist are, all efforts to improve on our productivity yield no result” The four M’s means man, materials, machine and money.
With the change of events and increased awareness, both the developed and developing countries have come to appreciate the problem of employee development and training in many organizations.
Layemo (1995;2) mentioned in a lecture on supervisory Management Training Course, that “the basic problem of
A similar perspective in Eze (1993:20:25), shows that manpower training in the third world countries are underdeveloped.
In a similar case also supported. Ashby (1959) showed that manpower resources in the third world countries were still developing. In this recommendation the National manpower board was established in 1962. As a follow up, the manpower board in 1963 undertook a comprehensive manpower survey which brought to governments the following notice.
(i) The quality of management in all levels is one of the major problems of economic development.
(ii) The need for effective co-ordination to avoid unnecessary duplication of efforts in manpower training, Yusufu (1969).
(iii) The need to ensure that training programmes are effective. The role of industries training of manpower development in
an organization is a very important activity the management cannot afford to ignore because not everything can be learned in the work situation, when workers are employed, they are not just left to stay and work until they are trained and developed in order to increase their abilities skills and knowledge.
The International Labour organization (ILO) in 1969 emphasized the inadequacy of manpower management programmed in Nigeria which was necessary for them to carry out economic development plan occasioned by the civil war, in order to improve the need for rehabilitations is required to develop technical and professional manpower training.
The second national manpower development plan (1970-74) also said that there was high level of incompetence in position in our industries and it identifies some factors responsible for it as follows:
(i) Inadequacy of educational and professional requirements.
(ii) Poor quality of employers
(iii) Inadequate manpower training.
(iv) Inadequacy of experience
Irrespective of these poor quality skilled manpower,
employers have neglected the need to train their workers for increase productivity and efficiency of their work. It is important to note that in the industry, ANAMMCO and Emenite Enugu, these are many sophisticated machines as can be expected of a typical factory, of which these machines are handled by the employees. Because of the changes in technology, the company normally orders new machines which necessitate employees need for training in order to be able to operate the new machines and also....
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