HUMAN RESOURCES TRAINING / DEVELOPMENT IN NATIONAL POPULATION COMMISSION ZONE IV ENUGU

By

OKOH NKECHI

Presented To

Department of Accounting

ABSTRACT

An examination of personnel training and development as a means of improving the performance of public servants in national population commission becomes necessary now that the census 2001 is close at hand. The identification of personnel’s training / development needs, problems associated with it and method to be adopted is an action in the right direction toward achieving the commission’s goal comes one year 2001. To deal with this onerous task, a review of related literature was carried out to uncover the trend of events in the field. As a means of gathering data, a structured and close – ended questionnaire was designed, validated, reproducer and administered on the sample of staff of national population commission, Enugu. These well all retrieved by the researcher after completion by the respondents.

By and large, it was discovered among others, that there are training and development needs in order to replace retiring officers and even to cope with technological development I automation. There are also need to train more demarcations and enumerations, drivers and secretaries in preparation for the forth – coming census. Management and supervisory development in various fields were also identified. It was also discovered that inadequate financial allocation constitutes a cog o the wheel of this development efforts. Favoritism in selecting trainees and inability to match interest with training needs also constitute a problem.

At last, it was recommended inter alia; that more financial allocations should be giving to the commission to enable it execute its training / development programmes. Various kinds of training appropriate to nee and interest were also recommended. Further research was recommended on recruitment processes so as to know whether observed deficiency on present job was due to lack of due process of recruitment.

TABLE OF CONTENT

Title of page

Certification

Dedication

Abstract

Acknowledgement

Table of content

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objective of the study

1.4 Theoretical foundation of the study

1.5 Research questions

1.6 Significance of the study

1.7 Scope of the study

1.8 Limitation of the study

1.9 Definition of terms and acronyms

References

CHAPTER TWO

LITERATURE REVIEW

2.1 what are training an d development

2.2 identification

2.3 training and development needs

2.4 method of training and development

2.5 problems associated with training and development of human resources

2.6 prospects of training and development of human resources

References

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1 Introduction

3.2 Research design

3.3 Area of the study

3.4 Population

3.5 Sample size determination

3.6 Validation of the instrument

3.7 Reliability of instrument

3.8 Method of data collection method of data analysis

CHAPTER FOUR

Presentation, interpretation and analysis of data

CHAPTER FIVE

SUMMARY OF FINDING CONCLUSION AND RECOMMENDATIONS

5.1 Summary of findings

5.2 Conclusion

5.3 Recommendations

5.4 Recommendation for further study

References

Bibliography

Appendix

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Over a few decades ago, decline in efficient performance in the public sector has generated a lot of controversy among scholars and public administrators. It is generally that performance is a function of ability, integrity and motivation. In the recent time, emphasis seems to have been shifted to motivation and integrity at the expense of ability. This ability is acquired by training and development of human resources and we all know, as rightly pointed out by Chimeka et al (1998:138) that there is a strong correction between employee training and his superior performance in organization. Training is an organization effort aimed at helping an employee to acquire basic skills required for the efficient execution of the functions for which he was hired, while development deals with the activities undertake to expose an employee to perform additional duties and assume position of importance in the organization hierarchy (Nwachukwu, 1988:121).

In the world of today, the explosion in the race for industrialization and acquisition of modern technology has tensed up much organization. A few years ago, Anambra state government joined this race and purchased a number of completer in it’s bid to computerize all aspects of its function these computer had been installed but have not been pub to use because of insufficient trained manpowered and hence the objectives for which they were purchased are yet to be fulfilled.

As a corollary to this is a situation whereby people cannot catch up with the demands of this modern technology. They cannot meet up with the demands of this modern technology. They cannot meet up because they have outlived their already acquired skill. For organization to adopt and survive this constant flax of the modern world of technology and meet stated objective, they must be prepared t train and retrain their employee. As much as these changes demand.

Viewing this from a wider perspective, it is understood that a nation is rich not only because of it’s natural endowment but more importantly the quality of it’s human component thus Nigeria has abundant natural resource but lack qualitative human component and hence. It is under developed, were as trained and qualitative human resources is well developed.

The situation in the public service is the worst. Training and development is regarded as a venture that can only be carried out when enough fund is available and hence training and development is relegated to the background. Brim – Donoha (1981: 365) agrees with this when he lamented. Many public organizations see human resources. Development as a will to be enjoyed in gold times and when money is more readily available but to be out when money supplies dwindle”.

But this should not be so since more efficient management of resource is most necessary when there are scarce resourced including funds. A well rained person will manage well little fund while an ignorant one will waste the little fund available.

Apart from this, many administrators in the public service regard training as a means o earning night allowance and hence they monopolize all training opportunities and allow their subordinates to stagnate in their outlive and outmodelled skills.

Bearing in mind that the functions of government have change from the traditional maintenance of law and order to the provision of the ever increasing socio – economic needs of the citizens, resulting in a corresponding increasing I the work load, the need to work load, the need to update skills to meet up with this trend cannot be over emphasized this fact is true in all aspect of the public service including the national population commission.

National population commission is a body established in 1988 to take charge of national censuses, surveys and registration of vital events such as birth, death and migration, it is a body corporate that can sue and be sued in its corporate that can sue and be sued in its corporate name (census news 1990:8)

Prior to 1988, all agencies charges with the conduct of census exercise had been adjudged inefficient and the censuses they conducted were not only inaccurate but unacceptable to the citizenry. Even the ones conducted by its commission in 1991 raised much controversy and there were questions bordering on inefficiency, inaccuracy and unreliability.

In a few years’ times, another census exercise will come up and it is necessary to examine the commission’s training and development needs.

1.2 STATEMENT OF THE PROBLEM

The high level of inefficiency among all categories of public servant has manifested it self in the inability of public or organizations to fulfill the objective for which they are established for instance. The women commission which was established to hence the to enhance the lot of rural women only succeed in enhancing lots of privileged urban women. To what shall we attribute this failure to the programme itself, or to the inability of those at the helm of affair to implement the programme?

Apart from this, lack of interest in ones job, negative attitude to work, how production excessive complements, high incident of accidents and insubordination are all commitants of aggrieved and frustrated worker. A bad workman, they say, quarrels with his tools all these are more less manifestations of inability to perform.

What are the remote causes of inefficiency? A few months ago, retrenchment exercise was carried out in most federal public services to send home those who had bad records; this is to make sure that those staff left out in the service is portent and effective in their performance. Can this guarantee effective performance?

Apart from this, the acquisition and introduction of modern technologies such as computer in public service in general has been as a step in the right direction. For instance the greatest number of micro – computers nation – wide. But in spite of this, performance still seems to be on the low side. Can be attribute this to back of still or to their variable such as motivation? It is against this back ground that in is work will be carried out.

1.3 OBJECTIVES OF THE STUDY

To identify the study are

· To identify the training and development need to public servant I the national population commission

· To identify the problems associated with training and development of human resources in the national population commission.

· To find out the suitable method to training and development of human resources in the national population commission.

1.4 THEORETICAL FOUNDATION OF THE STUDY

Ubeku(1975:273) a renowned personnel manager postulated that for a company or any organization to plan a realistic training programme, a diagnosis of the manpower needs of the organization has to be made. By this he meant that the present manpower position has to be determined and apart from this, the future manpower requirement should equally be identified. He went further to say that it is essential to know who need the training, categories, how many from each categories and are time available for the training. He maintained that his analysis of the organization could be done by examination of the organization chart and the analysis of the various positions to show skill availability and skill deficiencies.

The researcher finds the above theory most suitable in Nigeria public service environment where in most cases identification of training needs are relegated to the back ground.

This is because most workers see training and development as a means of earnings might allowances and course stipend, consequently the exercise is reserved for the privileged few and it is only carried out when enough funds is available. It is therefore only conviction that a research based on the above theory is well founded

1.5 RESEARCH QUESTION

The following research question has been asked to guide the study.

· What are the training and development needs of public servant in the national population commission?

· What are the problem associated wind training and development in the national population commission

· What are the suitable methods of training and development of human resources in the national population commission?

1.6 SIGNIFICANCE OF THE STUDY

The study, if successfully completed, will be useful to the management of the national population commission as it will reveal the training and development needs necessary for the achievement of the commissions objectives, more importantly now that the commissions is preparing for census in the year 2001. the early identification of the commission’s training and development needs and the problems and methods suitable for each need will no doubt help the commission.

The policy makers will equally use the finding in taking policy decisions on human resource training and development in the public service.

The members of staff of the commission will benefit by knowing area of career prospects through training and development future researchers will use this work as an important source of reference.

1.7 SCOPE OF THE STUDY

The national population commission has offices in all the state of the federation and seven zonal head quarter covering a number of state under its jurisdiction. It also has a headquarter in Abuja and a liaison office in Lagos.

It will not be possible to study all these officers of the commission given the meager resources and time allowed for the study.

In view of this, the study is restricted to Zone is Head Quarters in Enugu.

1.8 LIMITATION OF THE STUDY

Apart from the above factors of time and resources which have limited the scope of the study, absolute secrecy generally observed by public servant take oat of secrecy and this makes them most often unable to lay bare their minds about issue in public service.

Apart from this, most organizations think researching in their offices another way of probing them. They think the researcher is only trying to find faults which he may use in unsetting them. This hinders free flow of information.

The unavailability of data bank in Nigeria also creates difficulty for detailed research.

1.9 DEFINITION OF TERMS.

The following operational term have been defined for clarity purpose.

Training

This is a short – term process utilizing a systematic and organized procedure by technical knowledge and skills for a definite purpose.

(Stainmatz 1969:31)

Development

Development is a long – term education process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose (Stainmatz 1969:31)

REFERENCES

Brim – donohe (1981)” a case for human resource development” public personnel management.

Census News (1990) national population commission decree No.23, 1080, Vol . 1, N0 1

Chukwuemeka, E.O etal (1998) pubic administrating and development: the Nigeria experience Enugu Mary dam publisher.

Nwachukwu, C/c (1988) management theory and practice: Onistha : Africana FEP Publishers Ltd.

Sternmatz, L.L (1969) “age unrecognized enrgma of executive development: management of personnel quarterly, vol. viii, no.3 in C.B manaria (1982) personnel management: bombary hamalaya publishing house.

Ubeku, A.K (1975) personnel management in Nigeria: benin: Europe publishing co – operation.