BUILDING PROFESSIONAL ADMINISTRATION AND ACHIEVING IMPROVE SERVICE DELIVERY IN SOKOTO SOUTH LOCAL GOVERNMENT; AN APPRAISAL OF MANPOWER DEVELOPMENT POLICIES AND PRACTICE

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ABSTRACT


The main purpose of this research work was to examine building professional administration and achieving improve service delivery in sokoto south local government; an appraisal of man power development polices and practice this was prompted by the fact that there are no better ways of delivering service to the local government level which is believed to be lead by the poor professional administration and man power. This shows that there is close link between staff development, professional building and efficient service delivery. Despite funding and the training program for man power development the local government majority of the staff are rarely trained and their performance in efficient service delivery is to a failure. Therefore the research recommended that for proper application of better man power development training policies and practice should be implemented motoring and supervisory of field officers in charge of service deliver. Also the local government should be made to embrace designed polices and manpower development and professional capacity building by the federal and state government.


TABLE OF CONTENTS

TITLE PAGE
TABLE OF CONTENT
ABSTRACT

CHAPTER ONE: GENERAL INTRODUCTION
1.1       BACKGROUND TO THE STUDY
1.2       STATEMENT OF PROBLEM
1.3       OBJECTIVES OF THE STUDY
1.4       RESEARCH QUESTION
1.5       STATEMENT OF HYPOTHESES
1.6       SIGNIFICANCE OF THE STUDY
1.7       SCOPE OF THE STUDY
1.8       DEFINITION OF TERM
1.9       SCHEME OF CHAPTERS

CHAPTER TWO: LITERATURE REVIEW
2.1       LITERATURE REVIEW
2.2       THE CONCEPT OF MANPOWER DEVELOPMENT
2.3.      THE CONCEPT OF PROFESSIONAL BUILDING
2.4       THE CONCEPT OF LOCAL GOVERNMENT
2.5       THE NEXUS BETWEEN PROFESSIONAL BUILDING, TRAINING AND SERVICE DELIVERY
2.6       STRATEGIES OF TRAINING AND PROFESSIONAL BUILDING IN NIGERIAN LOCAL GOVERNMENT
2.7       THEORETICAL FRAMEWORK

CHAPTER THREE: RESEARCH METHODOLOGY
3.1       Research Design
3.2       POPULATION OF THE STUDY
3.3       SAMPLE AND SAMPLING TECHNIQUES
3.5       METHODS OF DATA COLLECTION
3.6       QUESTIONNAIRE DESIGN, DISTRIBUTION AND COLLECTION
3.7       SECONDARY METHOD OF DATA COLLECTION
3.8       PROCEDURE OF ADMINISTRATION OF INSTRUMENTS
3.9       METHOD OF TESTING HYPOTHESES

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1       DATA PRESENTATION AND ANALYSIS
4.2       SECTION A: PERSONAL DATA
4.3       SECTION B: QUESTIONNAIRE RESPONSES
4.4       TESTING OF HYPOTHESES

CHAPTER FIVE
5.1       SUMMARY
5.2       CONCLUSION
5.3       RECOMMENDATION
            BIBLIOGRAPHY
            APPENDIX


CHAPTER ONE


INTRODUCTION


1.1       Background of the Study


Most organizations are concerned with how to achieve improved service delivery, as such building professional administration through manpower development policies and procedures have become major consideration of any organization. Manpower development must be based on a need analysis derived from a comparison of actual performance and behavior with required performance and behavior. Manpower development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.

Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower development in most organizations is a continuous act/exercise. Building professional administration and achieving improve service delivery cannot happen if employees training and development do not occur in an organization. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise. Training is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable manpower development contribute...


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