Project Materials

THE ROLE OF INDUSTRIAL TRAINING SCHEME ON THE DEVELOPMENT OF MANPOWER IN SELECTED BUSINESS ESTABLISHMENT

Abstract

The function of industrial training schemes in fostering the growth of human resources at a subset of Anambra state’s commercial establishments is the subject of this study. As of the project’s inception, the survey’s sample size consisted of five companies: Ibeto Group of Company and Premier Brewery Onitsha, ITF area office Awka, Lento Aluminium Company Awka, and Nigeria Brewery Onitsha. The questionnaire served as the primary data collection tool for this study. The need that new businesses undergo industrial training was imposed. According to the study’s findings, businesses saw an uptick in productivity from employees who have participated in ITF training programs. The study’s author argued that ITF’s training programs should be flexible enough to meet the needs of each contributing business. After looking over the numbers, the researcher came to the conclusion that ITF is making development despite facing some obstacles. The study concluded with a summary and some suggestions for future research.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study 

Training and developing human resources in certain companies was a concept that most of our developing nations had a hazy grasp of a few years ago. According to Dr. Akinku’s statement in his book “Nigeria Today,” we still don’t know if the four M’s are missing from our group.

We have exhausted every possible means of increasing our output. Man, Materials, Machines, and Money were the four pillars upon which his “4m’s” stood.

The issue of staff development and training in many organisations has gained more attention as a result of recent events and heightened awareness in both developed and developing nations.

To kick off the supervisor management training course, he gave his first lecture. According to Layemo, underdeveloped human and labour resources, rather than a lack of natural resources, constitute the fundamental issue facing developing nations.

Also, as Eze demonstrated in his book “sources of management motivation,” the human resources of developing nations are severely lacking. To back this idea, Ashby found that third world countries’ human resource capacities were still evolving in his 1959:58 study.

In 1962, the National Manpower Board was formed in response to Ashby’s suggestion. Following up on this, in 1963 the personnel conducted a thorough survey that brought the following to the attention of the government.

a. Management quality at all levels is a big obstacle to economic growth.

b. The importance of well-coordinated efforts to prevent personnel training initiatives from duplicating one another.

Due to the country’s insufficient manpower development programs, the International Labour Organisation (ILO) highlighted the need for rehabilitations in 1969.

This was because the civil war had rendered Nigeria’s economic development plan useless, necessitating the development of technical and progressive manpower training.

A high degree of ineptitude in our industries was also noted in the second National Manpower Development Plan (1970:74), which attributed this to the following causes:

a. Insufficient training and experience in the field

b. Employees of low quality

c. In insufficient background.

Despite the shortage of qualified personnel, many companies still fail to invest in their employees’ professional development, which is a major contributor to low output. In 1971, the federal government established the industrial training fund through decree No. 47.

The fund’s primary goal was to foster and support skill acquisition in order to produce an indigenous workforce with the necessary level of training to satisfy the country’s growing demands.

1.2 Statement Of The Problem

The primary goal of establishing the industrial training fund is to encourage and support the development of skills related to business and industry, as mentioned before. Our primary expectation is that the ITF will supply us with competent individuals to staff our human resource and organisational needs.

In its bulletins, the ITF consistently boasts about how much it has accomplished to address the needs of cooperative workforce development in terms of training.

What their grievance involves

Companies that have contributed fail to pay their dues.

When it comes to their industrial training program, some companies ignore them.

1.3 The Purpose Of The Study

In order to determine how IF’s training program has contributed to the country’s human resource development, this study will examine the organization’s operations. Given the foregoing, the study’s objectives include determining whether or not the ITF’s lack of enthusiasm and severe criticism are warranted.

1. Determine if ITF satisfies the training requirements of the participating businesses.

2. To ascertain the degree to which the instruction provided by ITF impacts the participant’s skill acquisition.

3. To determine the role of industrial training in accomplishing organisational goals.

1.4 Research Hypothesis?

These questions were the focus of the research.

1. How well does ITF address the training requirements of the participating companies?

2. What is the impact of ITF training on skill acquisition for those who participate?

3. In what ways might industrial training contribute to the accomplishment of organisational goals?

1.5 The significance Of The Study

Upon completion, this study will greatly benefit labour employees by providing information about the impact and quality of ITF’s industrial training programs. The government needs to know how the fund is doing so they can make suggestions as needed.

It will also let non-member companies or companies that aren’t contributing to the fund know what the fund’s skill level is and whether it’s meeting expectations. If the analysis is successful, it will pave the way for the fund to fix its operational problems and fill in the gaps that have been identified.

1.6 The Scope of the Study

Industrial training schemes in Anambra State and their effects on the growth of the state’s workforce are the subjects of this research.

1.7 Definition of Terms

To avoid misunderstandings, it is important to explain certain phrases or words used in this context, since the meaning of some words in this type of research can be misunderstood.

The Industrial Training Fund (ITF) is a government agency in Nigeria that oversees the practical education that college students get.

“Manpower” refers to the employees or contractors that work for a company to carry out routine tasks and provide goods and services to customers in order to generate revenue.

Training is an important component in raising the level of competence and productivity in the workplace.

INDUSTRIAL TRAINING: The Industrial Training Fund has created a mandated program to help students develop the skills and competences needed to be employable by bridging the gap between what is taught in school and what is really done in the industry.