EFFECTIVENESS OF COOPERATIVE MANPOWER TRAINING AND DEVELOPMENT IN TRANSPORT INDUSTRIES (A CASE STUDY OF ITC AND ABC TRANSPORT)
ABSTRACT
This project looked into the Effectiveness of cooperative manpower training and Development in training industries (A case study of I.T.C and A.B.C.) A survey was conducted to this type of manpower training and development in I.T.C and A.B.c and the management and organization of I.T.C and A.B.C transport industries to obtain relevant data on the views of the respondent towards the effectiveness of the manpower training and development in both transport industries. The major instrument used for the data collection was analyzed using the percentage system of data analysis. The study found out that the number of staff employee by these transport industries were dully large. The also underwent job training, some technical training and the majority of them underwent orientation programme.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In the past, human resources management particularly in the area of cooperative manpower training and development has posed great problems in organization. There has been as a result of the unavailability of training facilities in various field of endeavor globally. It therefore become clear that organization then find it increasingly difficult or at one point or the other to increase productivity or at least improve on their production quality and output.
In Nigeria the above- enumerated problem in had remained prevalent because of human researcher with enterprise. Apart from this, there is this growing cost in the training and development of personnel among organizations such that the issue of placing cost alongside productivity have placed human resources development at dangerous position thus creating organization that cost recover have remained how and thus a central issue there is no doubt as to enormous problems associated recovery cost, but management providing training and development programmed for its training work force has viewed it necessary for the operation efficiency of enterprises. For this to be achieved (improvement of services rate), management needs to set up viable machinery to train and develop its human resources. If this is achieved, their management must create an enabling condition to harness these resources for optimal productivity.
The question that may readily come to mind in this study is that why most management train and develop human resources in its organization. The issue of need and desirability of training of human resources among enterprise is obvious for training according to the oxford learners dictionary (1989:1360) Means the “ process of preparing or being prepared for a job” it further states that training means” bringing a person to a desired standard of efficiency, behaviour etc, by instruction and practice”. This perhaps means that after due instructions and a practice taking place a change or a rise in the performance and behaviour of an employee positively shows that training has taken palace.
Okorie H.A (1980:21) views training a an organized procedure by which people learn knowledge and skills necessary for doing specific job. Thus as a matter of fact emphasizes proficiency in the act of performing the duties and responsibilities of particular jobs through a planned and systematic programmed. Training in itself no doubt, emphasize proficiency, but it is the actual practice that glazes the employee on a better performing level. This brings in the reasoning that training is a great factor in the instinctual and overall development of human resources at all levels, since it is training that brings about development.
Flippo E. (1980:41) maintained that development would include both training to increase skills in performing a specific job and understanding our total environment. In this regard, there is overview that development occurs, while training process it taking place. It becomes clear therefore that the desire to train human resources to create a positive balance on the operational efficiency of organizations. The logic of this approach is that the level of any enterprise cannot be higher than the quality of the units preparing the function. Thus, to improve performance among units, there must be some form of training and development particularly , when such performances does not meet up with organizational goals.
Measuring the effectiveness of training and development is highly department upon the rate at which functions and goals attainment in organization relate. It will be progressive of any performance unit to meet up with organization goal constant approach of function is also some obvious methods in which management can rightly determine the result of training and development. A performance unit that does not meet up with its goal attainment may in variably be termed weak and this may need training and retraining to improve on its standard.
The operational efficiency of any organization is usually a pointer to the standard of the enterprise. If the standards were low, then its personnel would be said to be performing poorly infecting the spirit of success under this situations will be to introduce training programmed for staff. This full training programme will be appraised by management assigned role be staff and seeing that such or task have been accomplished.
