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THE NEED FOR STAFF TRAINING AND DEVELOPMENT IN DELTA-STATE (A CASE STUDY OF IKA SOUTH LOCAL GOVERNMENT AREA)

 

ABSTRACT

Human resources in very important in any economy and as such, manager of these resources need to be well equipped and informed, so as to be able to organize, co-ordinate and effectively managed these resources.

Objective of the staff training and development is generally to improve and modify employee skill and educate them on proper procedure for carrying out tasks in accordance with organizational established standards.

 

The study is directed towards the evaluation of t he roles and importance of training and development in Ika South local Government Area of Delta-State.  The findings of the research will help to identify the inadequacies prevalent in the manpower requirements in the area and offer suggestions as to how those in adequacies can be remedied.

The study is divided into five chapters, chapter one contains the introduction, statement of problems, purpose of the study, hypothesis, scope of the study, significance on the study and definition of the terms.  In chapter two, relevant literature relating on staff training and development were reviewed.  Chapter three is the research methodology.  Chapter four contains the presentation and analysis of data, testing hypothesis and summary of the result while chapter five, is a summary of finding, conclusion and recommendations.

 

TABLE OF CONTENTS

 

CHAPTER ONE

1.0     Introduction

1. Background of the study
2. Statement of the problem
3. Objective of study
4. Scope of the study
5. Research question
6. Significance of the study
7. Limitation of the study
8. Definition of term

 

CHAPTER TWO

2.0     Review of related literature

1. Training and development
2. Definition of training
3. Approach to training
4. The nature & purpose of management development
5. Distinction between training & development
6. Management education, training & development
7. Types and method of training & development
8. Benefit of training and development
9. Factors that hinder effective utilization of trained staff

 

CHAPTER THREE

3.0     Research design and methodology

1. Research design
2. Area of the study
3. Population of the study
4. Sample and sampling techniques
5. Instrument of data collection
6. Validation of the instrument
7. Reliability of the instrument
8. Methods of data collection
9. Method of data analysis

 

CHAPTER FOUR       

4.0     Data representation and analysis

4.1     Representation and analysis data

4.2     Testing of hypothesis

1. Summarizing of result

 

CHAPTER FIVE

1. Discussions, Recommendation & Conclusions
   1. Discussions of result/findings
   2. Conclusions
   3. Recommendation

Bibliography

Appendix 1

Appendix 2

 

 

 

CHAPTER ONE

1. INTRODUCTION

1.1     BACKGROUND OF THE STUDY

Ika local government areas under study have a long history, although it cannot be trued specifically to definite period as it date back to ancient times.  The area understudy have passed through a lot of stages right from the pre-colonial period when the area was under the rulership of the monarch (Obi) to the colonial period when it become known as Ika district council.  This status was maintained until the country heard her independence from Britain of 1st October, 1960.  it became known as Ika local government area, following the scrapping of the district councils.

The area was to remain as Ika local government area until 1991 except for the administration it witnessed during the second republic when the rampant creation exercise created as new local government area form it which was then call “Agbarawu local government area”.

It is important to note the (1991) census exercise estimate the population of Ika people as one hundred and twenty nine thousand, nine hundred and thirty five (129,935).

Ika south local government tress with its administration head quarter at Agbor consists of two clans namely:-

1.       -        Agbor clan

2.       -        Abaro clan

It is located in the northern part of Delta-State geographically.  The area are affected by (2) major climatic condition prevalent in the Nigerian federation the rainy season and the dry season.

This very local government can boast of an appreciable number of institution and establishment, but the major ones are mentioned below:

1. The Ika south local government headquarter Agbor.
2. The state school of nursing Agbor.
3. College of education at Agbor.
4. Carmelite paint and chemical Agbor.
5. Standard Trust Bank (Plc)
6. Nigerian telecommunication Limited (NITEL)
7. Nigeria postal service (NIPOST) Agbor
8. First Bank of Nigeria, (Plc) Agbor
9. Deinzs (Obi) palace Agbor.

It is important to not the objective of creating of local government which “Ika” is inclusive, according “Orewa” in his book principle of local government.

1. To promote grassroot democracy
2. To promote grassroot development
3. Provision of social services
4. To give the various communities as ensure of belong.
5. To foster government nearer to the people etc.

 

1. STATEMENT OF THE PROBLEM

The local government area is largely seen as the catalyst for industrial development in Nigeria.  The possible statement of problems associated with or widely spread out in the local government of Ika south.

1. The study will try identifying why there is so much inefficiency in the institution present in Ika south local government area.
2. Determination of low productivity of workers in the area.
3. Poor standard of service render in the local government (Ika).
4. Difficulty in to adaptation of the learning, assimilation and proper understanding of the people within the said local government are (Ika).

 

1. PURPOSE OF THE STUDY

The purpose for research on the need for training of staff in Ika south local government are listed before.

1. In partial fulfillment of the requirement for the award of Higher National Diploma (H.N.D) in Business Administration and Management.
2. To examine the prevalent inefficiency and effectiveness of workers in institutions located in the area understudy.
3. To examine various leading theories of staff training and development.
4. To make recommendation based on its findings, to these in management levels in firms in the locality for a better, more efficient and effective training programme.