This research study attempts to give an incept analysis of the impacts of apprenticeship in the training of manpower in Nigeria a case study of Enugu Metropolis. For the purpose of this research work, the researcher made use of data collected through primary and secondary sources, such as interview, personal observations.
Questionnaire and review of related literatures.
The literatures.
Text books and journals.
The data collected were analyses. In analyzing the data, they were first presented in tables in some cases band then, interpreted band analyzed in the results obtained the findings disclosed that these are many effects of apprenticeship in the training of manpower in Enugu Metropolis.
These includes: Varieties of highly needed manpower in technical, arts, crafts and trades are produced in Enugu Metropolis through apprenticeship training.
Self employment rather than mostly dependency on whole collar job are assured after apprentices serving their time.
Apprenticeship training in Enugu Metropolis help to reduce waste of material during performance by the worker.
Graduated apprentices in Enugu Metropolis contribute to the manpower sufficiency in Enugu metropolis.
-Apprenticeship schemes in Enugu metropolis to improve the efficiency of output in Enugu Metropolis.
- Apprenticeship schemes in Enugu metropolis creates confidence in the worker during performance.
-Apprenticeship schemes in Enugu metropolis contributes in enhancing the educational advancement of the joining men in Enugu metropolis.
-Apprenticeship schemes in Enugu metropolis contributes in reducing youths unemployment in Enugu metropolis.
-Apprenticeship schemes in Enugu metropolis contributes increasing the standard of living of the graduated apprentices.
-Apprenticeship in Enugu metropolis creates an enabling environment for cheap labour services.
In conclusion, the researcher emphasizes the need for a continuous apprenticeship schemes in the training of manpower in Enugu metropolis.
TABLE OF CONTENTS
Reference.
2.2 System of apprenticeship training.
Reference
CHAPTER THREE
3.1 Sources of data.
References.
CHAPTER FOUR
PRESENTATION, ANALYSIS ANDINTERPRETATION
References.
FINDINGS,RECOMMENDATIONS AND CONCLUSIONS.
Bibliography
Appendixes
Questionnaire.
CHAPTER ONE
INTRODUCTION
Traditional as well as in the government scheme of nation building, apprenticeship training had been taken care of and encouraged as an alternative source of manpower training and development in Nigeria.
The periods of learning (apprenticeship) differed in trade, and establishment of a company. After an apprenticeship length of time, the apprentice is allowed to perform some work.. this was to evaluate his skill so far he progresses. On becoming a journeyman, the apprentices is initiated into the gild. At this time he may prefer to own his business, join others or with his trainer’s master.
It is established that in 1959, the union trading company (U.T.C.) established
A motor machine school in Enugu where thirty motors mechanic apprentices enrolled proper supervision call for a small training group because this required careful preparation on the part of the supervision participants have to matter the skill to extent before they can usefully proceed to the next steps in training.
In the recent years precisely in August (1980) the Anambra motor manufacturing company (ANAMCO) established an apprenticeship center in Enugu. Since then about thirty apprentices are enrolled and burned out yearly in different skills such as;
Maintenance fitters
Automobile mechanics
Industrial electricians
Automobile electricians
Fitter mechanics.
Anamco is located in Emene along Enugu Abakiliki express road and immediately before Enugu Airport. Also for the purpose of this vital research work, the researchers information was cast on the National Directorate of Employment (N.D.E) at their branch office at G.R.A. Enugu.
Relevant information was gathered, among was that the directorate since 1987 nation apprenticeship scheme (MOAS)that was running this scheme
Is achieved by attaching apprentices in training to companies, ministries parastatal, and professional craft men and women on registration. Some of the apprentices are given admission into vocational training or centers to learn a trade.
According to a reliable source, five hundred thousand youths had benefited in the national open apprenticeship scheme of the N.D.E.
Since their inception in 1987 up to 1997 which four hundred thousand of these trained manpower are now operating micro enterprises in thirty – six states of the federation and Abuja the federal capital of Nigeria. It will be pertinent to mention that currently about thirty two thousand unemployed youths are on training under the national open apprentice scheme in various trainers companies nation wide who are running apprenticeship schemes in partnership with the directorate.
Statistics shown that the companies are five hundred in number while many are scout for S.C.O.A. (Nigeria) united (Auto-mechanics) Leventis.
Technical limited (general maintenance skills)
Lexmay technical (Air conditions repair and maintenance)
Federal Ministry of Works (General maintenance Skills)
Nigerian Port Authority (Maintenance skills)
Nigerian Telecommunication limited (Electrical and Electronic)
UTC Technical (General technical service)
Viicy Tailoring Lagos ( Sewing and fashion designing) and Julius Berger.
Other establishment in Enugu metropolis training and consuming baked apprentices include:
Nzube commercials
Chioma salon services
Kon construction and furniture industries
Kanero tailoring institute
Dalkan Kanu metal technical works.
These may be classified as small-scale business. Having discover this man power base, the research is interested to know the impact of apprenticeship in training of man power in Nigeria. The case of Enugu metropolis in particular is to determine the following:
a). How had apprenticeship scheme increase the man-power resources in Nigeria; Enugu metropolis in particular.
b). whether apprenticeship training has created the man-power self-sufficiency in Nigeria especially Enugu metropolis.
c). Whether apprenticeship training has produce that man-power requirement at the right time- right job as well as manpower availability when needed.
d). whether apprenticeship training has created manpower self reliance.
e). whether apprenticeship training has created employment opportunities to the apprentices after graduation.
f). whether apprenticeship training has reduce the rates of unemployment in the society.
g). whether apprenticeship has enhanced educational advancement of the participant apprentices.
h). whether apprenticeship training has improve efficiency at performance.
i). Whether apprenticeship training has reduced waste of material during works.
j). whether apprenticeship training has improve work plan, work execution, control, supervision, co-ordination and the good relationship with office machines, money and materials on the other hand.
k). Also interested to investigate whether apprenticeship training has increased the speed on worker at performance among others.
In setting up organization, be it a product or service oriented industry; there must be a problem in one way or the other. Some apprentice or some workers see it as waste of time spending years in training one thing without knowing that it will help them in their job.
Other problems such as inadequate equipment, no good machines, that help the apprentice learn fast, some of the equipment used is not enough for the apprentice and find it badly to continue with the training.
Another is basic attitudes of some their colleagues. Some of them find it difficult to teach other people forgetting that they were once like them. They show unconcern to them especially those that knows that job very well. Some of the apprentice colleagues shoe bad attitudes to their fellow colleagues. Discrepancies on the job lead to apprentice frustration at the very time that their expectations are highest. The researcher focus on the this problems in the training of the manpower in the Enugu metropolis.
Based on the facts that actual and potential workers ought to the trained, retained and developed for the efficiency, effectiveness, self- sufficiency and most importantly selt-reliance, the objective of this research work therefore is aimed at:
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