MANPOWER TRAINING, DEVELOPMENT AND UTILIZATION IN INSTITUTIONS OF HIGHER LEARNING
MANPOWER TRAINING, DEVELOPMENT AND UTILIZATION IN INSTITUTIONS OF HIGHER LEARNING
No Thumbnail Available
Date
2000-11
Authors
SHEHU, USMAN ADAMU
Journal Title
Journal ISSN
Volume Title
Publisher
Abstract
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.
Description
A THESIS SUBMITTED TO THE POST GRADUATE SCHOOL
AHMADU BELLO UNIVERSITY, ZARIA IN PARTIAL
FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF
MASTER DEGREE IN PUBLIC ADMINISTRATION.
NOVEMBER, 2000
Keywords
MANPOWER,, TRAINING,, DEVELOPMENT,, UTILIZATION,, INSTITUTIONS,, HIGHER LEARNING