ASSESSMENT OF THE CONTRIBUTION OF INDUSTRIAL TRAINING FUND IN MANPOWER DEVELOPMENT
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ASSESSMENT OF THE CONTRIBUTION OF INDUSTRIAL TRAINING FUND IN MANPOWER DEVELOPMENT
Chapter one
INTRODUCTION
1.1 Background of the Study.
Employee training and development are regarded as the most vital aspect of any effective management. The rationale is not farfetched: the ever-increasing technological complexity, particularly in the age of computer technology, has made it necessary for organisations to adapt to changing circumstances.
Training for capacity building is critical to sustaining economic growth and development since human capital is an organization’s most valuable asset. Capacity building comprises investing in human capital, institutions, and practices required to strengthen human abilities, reform institutions, and improve procedures and systems (Sanusi, 2002).
Capacity building might also be defined as the internalisation of the information, skills, and processes required to efficiently formulate, implement, monitor, and evaluate stated goals.
However, it may be considered as a sequence of operations that an organisation, industry, or even a nation must perform on a constant basis in order to provide for itself, as well as a consistent supply of trained workers to satisfy its current and future needs (Anyanwu, 2002).
Furthermore, one of the most important concepts for industries to survive in this current circumstance is quality training that will provide personnel with new skills, competencies, and methodologies. As a result, investing in worker skill development is an excellent policy for increasing productivity.
In recent years, the Federal Government of Nigeria has been concerned with the development of all workers in order to increase performance in their current jobs and establish a firm foundation for future generations. Perhaps this affected her decision to establish the Industrial Training Fund (ITF) to meet the training needs of employees in both the public and private sector.
Since its inception four decades ago, the Industrial Training Fund (ITF) has organised and sponsored training programmes, as well as encouraged greater employer involvement, particularly among small employers, in the organisation and development of training exercises that would result in the production of highly skilled manpower to manage the country’s various economic affairs.
Given the foregoing, the purpose of this article is to analyse the functions of the Industrial Training Fund (ITF) in employee training and development, as well as capacity building for economic management in Nigeria.
The connection emphasises the responsibility of Human Resource Development Agencies (HRDAs) in developing a trained workforce sufficient to meet the needs of the Nigerian economy.
The amount to which this duty is successfully completed determines the economy’s ability to grow and compete favourably with other industrialised nations.
According to Eke (2011), any nation that fails to develop and utilise its human resources will not only fall behind in terms of industrialization and technological growth, but will also be destined to permanent poverty. Fortunately, the Federal Government of Nigeria recognises the need of training.
In 1971, it established the Industrial Training Fund (ITF) as its primary training organisation to promote national industrial growth and development through methodical human resource development. In accordance with its purpose, the ITF has implemented a variety of training programmes for Nigeria’s burgeoning indigenous workforce.
The Training Programmes are intended to bridge the skill gaps between actual and desired job performance and to provide employees with appropriate skills and competences that separate excellent job performance from ordinary performance.
Despite the Federal Government’s and ITF’s emphasis on training, studies from numerous sources continually reveal that there is still a shortage of highly skilled workers in various areas of the economy.
According to the Industrial Training Fund (2009), there is a human capital gap in performance across all sectors of the economy, despite expanded training initiatives.
It indicates that the Fund’s training initiatives have not yet had the anticipated impact on Nigeria’s economy. These numbers are concerning, as no country with a goal of becoming one of the world’s 20 most developed economies by 2020 can afford to have an insufficiently skilled workforce. What issues influence the ITF’s varied training efforts?
The Study’s primary goal was to examine the impact of ITF’s Training Programmes and draw conclusions for industrial development. Impact Assessment is an activity that aims to assess whether a Programme had the desired effects on the individuals for whom it was designed, and whether those effects were caused by the Programme intervention.
Impact Assessment is critical to every programme since it provides the necessary information to determine the program’s strengths and limitations.
1.2 Statement of Problem
Despite the ITF’s efforts to fulfil its purpose of promoting and supporting skill acquisition in Industry and Commerce to meet the demands of the economy, it is critical to assess the value of its Training Programmes to client organisations in terms of economic development. The requirement to evaluate the effectiveness of its training programmes becomes critical.
It is envisaged that the Nigerian workforce will have gained the skills required to have a substantial impact on industrial development. However, by all accounts, there is still a scarcity of highly skilled labour to propel significant industrial development.
There has been a perception that our Human Resource Development Agencies’ Training Programmes are not as practical as expected in assisting Trainees in acquiring employable skills.
Furthermore, tremendous obstacles frequently develop because the responsibility of designing and delivering successful training programmes in any Human Capital Development Organisation is anticipated to be based on identified needs.
As a result, there has been a lot of concern regarding the outcome and production in terms of training contributions to society for industrial development. For a country in severe need of technological improvement, as outlined in Vision 20:2020, the current labour skill level appears to be inadequate.
1.3 Objectives of the Study
1. Identify the role of ITF in employee training and development.
2. Determine the types of programmes offered in the ITF for employee development.
3. To assess the impact of ITF programmes on capacity building and human resource development in Nigeria.
1.4 Research Objectives
1. What is the function of ITF in employee training and development?
2. What types of programmes are available in ITF for employee development?
3. Do ITF programmes have a substantial influence on capacity building and human resource development in Nigeria?
1.5 Research Hypothesis.
Ho: ITF programmes have no substantial influence on capacity building and human resource development in Nigeria.
Hello: ITF programmes have a substantial impact on capacity building and human resource development in Nigeria.
1.6 Significance of the Study
This study, if conducted successfully, will be extremely beneficial to labour employees in terms of understanding the quality of training programmes supplied by IF. It will be critical for the government to understand how the fund has performed and make recommendations if needed.
It will also allow non-contributing corporations or non-members to understand the fund’s talent content and determine whether it is meeting expectations. The analysis will serve as a catalyst for funding remedies to the fund’s operating problems, thereby providing solutions where they are now absent.
1.7 Scope of Study
This study focuses on ITF, an institution founded to organise industrial training in Enugu State. Its headquarters are in Jos, with around 29 area offices located in various states throughout the federation.
The study would be conducted at the Enugu Area offices. Emenite Limited and ANAMMCO Limited will be used as examples of both benefiting and contributing enterprises.
1.8 Limitations of the Study
The financial problem for general research effort will be a challenge throughout the programme. However, it is hoped that these limits will be addressed by making the best use of existing materials and devoting more time to study.
As a result, it is strongly thought that despite these constraints, their impact on this research report will be small, allowing the study’s purpose and significance to be achieved.
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