1.1 BACKGROUND OF STUDY
One of the main objectives of any organization is to provide goods and services to the general public. Organization performs these all important role through the prefer utilization men and material/resources available within the organization.
In order to perform these crucial roles in the organization, there is need to train and develop their employee. Above all, the world is dynamic and in order to keep abreast with the changes on the organization’ environment, in-service training and developments had become imperative.
In local government, it is believed that it is immaterial installing computer in the ministries, when most of the typists have met been trained on how to use them. This emphasizes the need to train and retain these typist for them to be computer literate, in order to make effective use of the computers further productivity.
In view of the changing operating environment and these introduced by technological development the employee must change to keep pace with the change day times. There must be a deliberates training of men and women for new task and for new ways of behaviour.
There should also be constant orientation and re-orientation of employee for highly productivity.
According (Rae, 2001) in-service training is on the job or off-the job training that is designed and performed to help an individual or group to learn to perform a job or task effectively. In-service training is given to now employees so that they can quickly become part of the organization and start contributing meaningfully to its success. They hence training is also given to exist employees to re-orientate themselves after major organizational change.
In-service training according to Akinyele (1992) means “specific learning activities which are job oriented directed towards the improvement of the job holders present and future on the job performance and contribution towards the achievement of organizational goals and objectives. Stoner (1982) sees in-service training as “the teaching of technical statistic to non-managerial personal”. As a matter of fact, staff training is the major concern of management at all levels and line managers and responsible for identifying the in-service training needs of their staff.
It is an obvious fact that a major problem that plagued this country as low level of productivity due to dearth of trained personnel .
According to Richard L. Meier (1972), “at any moment in its course, every human society possesses a fund of knowledge which it the residue of accumulated experience of prior generation in the society as well as of other societies from which it may have learned or borrowed”. Naturally, this funds of knowledge has the property of growing and increase over time as long as the society the society maintains itself it was also emphasized that knowledge itself deals with both a comprehension of environmental forces and an understanding of inter personal relationships with frame work of customs that have been mutually accepted. The application of this collective wisdom therefore tends to maintain the unity of the society, the risk of obsolesces. Heath is wealth so said the adage. To maintain the society, good heath must be assured, and the work has to be done through human resources for overall benefit of the larger society, especially in the health sector.
According to the world health organization (WHO) bulletin (1998),” death rate is increasing along with infant mortality, complications of pregnancy which occurred in over 15 to of the women. The major killer or crippling childhood diseases like malaria, diarrhea, measles, malnutrition, tuberculosis are increasing in Africa.
Chief Augustus Adebayo (1982), writing on inadequate in-service training on local government contends much progress has been made in the variants local government of Nigeria towards training and staff development during the past decade and it is again this background that the present day Nigeria places emphasis on manpower training in all major expect of our socio-economic and political endeavours at the national, state the local and local government levels. Upon all these the scale of in-service training is still fall far short of normal requirements for efficient in terms of job performance. In-service training and development therefore veritable tools for enhancing efficiency and higher productivity.
To tackle to the above problem, there is need for adequate trained manpower resources for productivity. This therefore the study of this research work.
1.2 STATEMENT OF PROBLEM
The failure of the first and second development plans of Nigeria according to Adebayo where partly attributed to inadequate and lack of trained manpower to handle the development plan as programmed. Since the country has been experiencing low productivity due to the dearth of training personnel.
According to Sam Aluku (1984), “productivity cannot be increased due to inadequacy of personnel, crude implement we are using in local government for instance health for all by the year 2000, the goal set by the world health organization for its member nations called out be achieved because of manpower structural inadequacy and lack of material drug, etc.
The problem of this study therefore, is to analyze the inherent disadvantages that has followed this lack of in –service training of personnel and proper solutions that if religiously adopted, would enhance employee effectiveness, world capacity output as well as place the country among the community of industrialized nations with adequate trained wealth personnel for the improvement of health service generally. In-service training have become a “sin qua non” for higher productivity.
To carry out this research, the researcher posed the following research questions:
1. How often does Yaba local government commission conducted in-services training programmes for her workers?
2. Does Yaba local government have staff training programmes?
3. Has staff on in-services training any contribution to the development of local government?
4. How adequate is the existing training programmes of Yaba local government.
1.3 OBJECTIVE OF THE STUDY:
The objective of the study is to:
a. Ascertain the extent to which Yaba local government commission organize in-services training and development programme for its workers.
b. Examine the extent- to which the in-service and development programmes organized by Yaba local government commission have positively influence higher productivity.
c. Identify the hindrances to effective training generally and Yaba local government in particular; and
d. Determine the extent of damage done by inadequate manpower training in local government.
1.4 SIGNIFICANCE OF THE STUDY
This research work will help the local government any organization as well as individuals in assessing the effect of training and development on employee productivity.
The research finding would also helps policy marker and management consultants to adopt adequate strategies in employee training and development.
It will help the Yaba local government in general and local government commission in particular to appreciate the importance of training and development to employee productivity. The study will guide the goods government of Yaba to identify areas of training needs to improve workers productivity.
Finally, the work would highlight the effect of training and development on employee productivity to the administrators of various ministries in the local government who do not give service attention on training and development of employee.
1.5 THEORETICAL FRAMEWORK
In view of the topic of this project the researcher is exposed to many management theories, otherwise known as classical theory of management. The scientific management was propounded by one of the earliest management scientific F.W. Taylor.
Scientific management school comprised those who first applied scientific principles to management with a view of aiding increased productivity and efficiency in the work place. Their work formed the basis of the further development of other management thoughts. In the beginning of the 20th century therefore, most of the previous management and practices were found to be inadequate with to meet the needs of the causes of inefficiency in the management of an organization and experimentation to find more efficient methods and practices. It was from such experiments and observations members of the group where referred to as the classical school, being pioneers in the drive for a systematic approach to the management process.
Summary, the scientific management involves the following principles:
All managers most be trained to use scientific principles replacing the old rule of thumb methods for solving problems.v
Managers should select and train workers rather than let them choose their work habit and procedures.v
Managers should divide the work possible between themselves and workers.
That managers should cooperate motivate the workers the workers tov ensure that all work is done in accordance with the scientific management.
The scientific management theory therefore from a good guide for this study since in emphasized the training the development of employee for the higher productivity and attain organizational objective.
1.6 SCOPE OF THE STUDY
The researcher is aware of the existence of other agencies that train employee in Nigeria. It is outside the focus of this study to research other agencies. The main focus of this study if find out the impact of in-service training and development of employee in Yaba local government commission. The interest of the study is relevance to training and development, the extent of achievement and the extent to which these have helped to improve employee productivity.
The geographical coverage of the study is Yaba local government commission. The local government is located south east of the country. The study will focus on the activities of in-service training and development in the commission. The effect of training needs in other ministries or agencies in Yaba local government and other local government in federation can only be alluded to as a way of using such impacts to classify what happens in Yaba local government. However, such performances in other part of the state will not in themselves constitute subject for study.
1. H0: There has not been a significant effect of training and development on employee’s productivity.
Hi: There has been a significant effect of training and development on employee’s productivity.
2. H0: There has not been improvement of training and development in on employee’s productivity.
Hi: There has been improvement of training and development in on employee’s productivity.
Hi: Staff training in Yaba local government exist as a matter of government polices.
H0: Lack of in-services training has adversely affected the job performance of workers in Yaba local government.
H0: Insufficient budgetary allocations have militated against government training programmes in Yaba local government.
H0: Political influence affect staff training in Yaba local government.
H0: Ethnic or geographical location affect staff training in Yaba local government.
H2: On –the- job training is the most popular training programme in the Yaba local government.
1.9 DEFINITION OF TERMS
It has become necessary to define certain concepts, term and acronyms used in this project in order to gained ear audience on what we used these terms for in this project. Local government: A local government is a system of subordinate government made up of elected representative of people which has territorially defined constituency, corporate personality, power and functions to exercise in their locality.
In-service training is education for employee to help them develop their skills in a specific discipline or occupation. In-service training take place after an individual begins work responsibilities.
Job performance is how the employee is carrying out its job and ability to operate efficiently in relation to consider how successful it is.
Employee: Is a person who works for somebody or company in return for wages.