Project Materials

NEED FOR TRAINING AND DEVELOPMENT OF SUPPLIERS PERSONNEL IN THE PUBLIC SECTOR

ABSTRACT

This research focusses on the need for training and development of supply staff in the public sector. The researcher chose the Ministry of Agriculture and Natural Resources in Imo State as a case study, and the results and conclusions would be utilised to generalise to the need for training and development of supply people in other public sectors or organisations. The problem in this sector is that the government has yet to recognise the importance of efficient and organised departments run by properly trained unqualified and unskilled personnel who are incapable of dealing with the current complexity of administration and management, jeopardising the sector’s smooth operation. The goal of this study is to assess the requirement for efficient and successful supply operations with skilled workers in the public sector. The research was conducted using interviews and questionnaires. During the course of this research, the researcher discovered that, while the supplies department was effective in its own right, it encountered one problem: it is a sub-division of the administration. Another problem is that finance impedes effective operations, and development is very poor.

Chapter one

Introduction

1.1 General Overview

Training is the process of obtaining specialised skills to improve job performance (Jucious, 1963). It enables people to become competent and proficient in certain vocations. (Dahama, 1979) Usually, an organisation encourages employee learning through training so that their improved behaviour contributes to the achievement of the organization’s goals and objectives.

Van Dersal (1962) described training as the process of teaching, informing, or educating people such that: 1. They can become as well qualified as possible for their jobs. 2. They become qualified to perform in positions of increased complexity and responsibility.

Flippo (1961) distinguished between education and training, placing them at opposite extremes of a continuum of personnel development spanning from general education to specialised training.

While is concerned with actions that aim to increase human performance on the work that employees are already doing or will be employed to do, education is concerned with expanding general knowledge and awareness of the entire environment.

Education is the evolution of the human intellect, which develops the ability to observe, analyse, integrate, comprehend, make decisions, and adapt to new situations.

1.2 Background of the Study

Learning theories are fundamental materials that are commonly used in all educational and training operations. The more one understands learning theories, the better one can make decisions and apply them, and the humanities emphasise different aspects of the teaching-learning process in their approaches.

While behavioural visits focus on exterior conditions (environment), resulting in observations and observable changes in behaviour, cognitive visits are primarily concerned with how the mind functions. The humanities on the other attitude of human conduct that influences learning (IRRI, 1990).

In an extension system, effective training must be able to incorporate all learning theories in order to improve a trainee’s action, belief, and knowledge components simultaneously. Andragogy (a theory of adult learning) is more commonly employed than pedagogy (a theory of child learning in life training).

Training Approach There are three approaches to training: i. Traditional approaches. ii. Experimental approaches, and iii. Performance-based approaches (Rama, Etling, and Bowen 1993).

In traditional approaches, the training staff develop the purpose, contents, teaching technique, assignment, lesson plans, motivation test, and assessment.

The focus in this model is intervention by the training staffing, in the experiences approach the trainer in cooperative experiences where the learner becomes active and influences the training emphasise real or simulated circumstances in which the training will finally function. In this methodology, trainers and learners collaborate to set training objectives and other features.

Trainers mostly operate as facilitators, catalysts, or resource persons. In the performance-based. Approach to training goals is measured by achieving a specific degree of proficiency rather than a passing mark for the trainers. The emphasis is on gaining specific, visible talents for the activity.

This performance-based teacher education (PBTE) paradigm, developed by Elem (1971), focusses on tasks or skills and is equally suitable to non-formal educational organisations such as extension.

1.3 Statement of Problem

The importance of training and developing suppliers and public sector professionals in Nigeria’s ministries and government cannot be overstated. This is significant when there is a requirement for training and development of supply people in both private and public organisations. The researchers have noticed the following difficulties.

I. How efficient is it? Is the supplier organised and operated in such a way that efficiency, accountability, and dedication are ensured?

ii. Are the shop personnel professionals in the field or store operation knowledgeable enough to understand the goal of effective store operation and to practise in accordance with professional ethics?

iii. Is there appropriate security to prevent theft and pilferage?

iv. Is the shop department organised and effective, ensuring that materials are always available when needed?

1.4 Statement of Problem

An organised and effective suppliers department staffed by trained professionals is an essential component of every industrial concern, public or private organisation endeavour, agricultural, entertainment, or government ministries.

The suppliers department is established in any company to help with the production of goods and services, and no industry unit or public organisation of any size can operate successfully and economically without it.

The goal of this study is to determine the need for supplier staff training and development in the public sector, with a focus on the Ministry of Finance in Imo State.

1.5 RESEARCH QUESTIONS.

The following questions will be answered as part of the required and desired discovery process.

i. What process is utilised to record the intake of materials from stores?

ii. How well-organised is Imo State Government’s material management system?

iii. What hand equipment are you utilising to offload your items or goods?

iv. Are there extremely well trained people in the storehouse? The top management is very important to the organisation.

v. Are the store personnel professionals in the field or store operations knowledgeable enough to understand the goal of effective store operation and to practise in accordance with the profession?

1.6 Significance of the Study

The significance of this work does not stem from the fact that no previous research has been conducted on the need for training and development of supplier staff in the public sector.

But will also make available a guide to efficient and effective training and development of supplier workers in the Imo State government, now that they are embarking on so many projects that require the use of a large number of goods, the majority of which are purchased and stored.

It is, nevertheless, influenced to bring the attention of the government to have an organised supplier department to ensure that the right materials are procured, adequate storage of materials are made, and that the supplier department’s workers are properly trained and developed.

1.7 SCOPE OF THE STUDY

This study’s scope and limitations are limited to the activities of the Imo State Ministry of Agriculture and Natural Resources. It includes the operations of their suppliers department as well as the problems related with it. The entire sector’s store and purchasing departments should have well-trained and developed employees.

1.8 Limitations of the Study

In the country, but unfortunately, time does not permit it. The research also encountered other issues such as: a. Finance: Finance is insufficient to employ in the operation project in the efficient manner required.

b. Time: Time sharing is insufficient for the project because you wish to complete it. You have something else to do sometime.

1.9 Definition of Terms

It is evident that words have meaning, which causes them to differ directly or indirectly depending on their context and usage.

i. Training: Is a process that incorporates the acquisition of skills, concepts, and attitudes in order to boost employees’ effectiveness in their jobs.

ii. Appropriate time: This is when the ordered requirements are fulfilled.

iii. Supplied personnel: These are employees who work in both the store and buying departments. Suppliers must ensure that employees have the education, training, and competence required for their positions.

Once the staff has received the requisite training, the hospital may be held accountable for suppliers and users guides.

iv. Development: This is the methodical application of scientific and technical knowledge to achieve certain goals or requirements.

v. Resources: This is an economic or productive factor required to complete an activity or to launch a company and achieve the intended result.