EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON WORKER’S PERFORMANCE: A STUDY OF KADUNA STATE CIVIL SERVICE COMMISSION


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TABLE OF CONTENTS

Title page
Table of Contents
Abstract

CHAPTER ONE: INTRODUCTION
1.1       Background to the study
1.2       Statement of the Problem
1.3       Objectives of the study
1.4       Hypotheses to be Tested
1.5       Scope and Limitation
1.6       Significance of the study
1.7       Methodology of the study
1.8       Definition of Basic Concepts
1.9       Plan of the study

CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.1       Literature Review
2.2       Theoretical Framework

CHAPTER THREE: HISTORICAL AND STRUCTURAL OVERVIEW OF THE KADUNA STATE CIVIL SERVICE COMMISSION   
3.1       Historical Background
3.2       Functions of Kaduna State Civil Service Commission
3.3       Structure of Kaduna State Civil Service Commission
3.4       Functions of the Departments

CHAPTER FOUR: PRESENTATION, ANALYSIS & INTERPRETATION OF DATA
4.1 Introduction
4.2       Bio-Data of Respondents
4.3       Test of Hypotheses
4.4       Major Findings

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Introduction
5.2       Summary
5.3       Conclusion
5.4       Recommendations
            Bibliography
            Appendix



ABSTRACT

This study seeks to examine how training and development programme have affected workers performance in the Kaduna State Civil Service Commission (KSCSC). Manpower training and development is meant to improve workers performance in an organisation, but despite the efforts put forward by KSCSC to train and develop it staff, their performance is still low. The aim of this study is to find out why there is low performance despite the training programme, and also to find out how poor funding could affect the training programme. It was hypothesized that; “there is no significant relationship between manpower training and development and workers performance in KSCSC”, that, “there is no significant relationship between the procedures used in selecting staff for training and the effectiveness of the training programmes”, and “there is no significant relationship between insufficient funding and poor manpower training and development programme in the KSCSC”. Related literatures were reviewed and an empirical study was also carried out. The Donald Kirkpatrick’s four level of learning model was adopted for this study. The questionnaires administered on the members of staff of the KSCSC were analysed using the chi-square statistical tool of analysis. Based on the analysis, the three null hypothesis formulated were rejected while the alternate hypotheses were accepted. The major findings include: training has a positive impact on worker’s performance, the procedures used in selecting staff for training affected the result of the training programme and insufficient funding led to poor manpower training programmes. The researcher recommends that, the procedures used in selecting staff for training be based on the commission’s need and the commission should source for funds through investment to augment government’s allocation.




CHAPTER ONE

INTRODUCTION

1.1              Background to the study

The human resource available to any nation constitutes the most important assets to

that nation. All other resources namely money, machines, information, time, technology et cetera, are inanimate and therefore need to be activated by human resources. Manpower is the basic resource that is used in converting other resources to benefit a nation. So how well a nation develops it human resources is fundamental in deciding how much it could accomplish as a nation. Even in the developed world where the uses of machines are at an advanced stage, manpower is still very vital. The Nigerian government cognizant of this fact, has overtly encouraged the establishment of many institutions for the training and development of manpower.

In other words, the quality of human resource in an organization is very important as its determines whether or not the organization will be successful. As observed by Likert (1961), the activities of many enterprise are initiated and determined by the persons who make up that institutional plants, offices, computers, automated equipment and all else that a modern firm uses except for human effort and direction of all the tasks of management, managing the human components is the central and most important task, because, all else depends on how well the human resources is developed.

Considering the tremendous importance of human resources in an organisation, every organisation therefore places great emphasis on training and development. This is in a bid to turn potential human resources into actual resources. Education provides people with knowledge, training, orientation, spirit of initiative and social responsibility which enable......


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