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ASSESSING THE CONTRIBUTION OF INDUSTRIAL TRAINING FUND (ITF) IN MANPOWER DEVELOPMENT IN NIGERIA.

(A CASE STUDY OF ITF EMENE)

 

ABSTRACT

This project undertakes a comparative study of assessing the contribution of industrial training fund n manpower development of nigeria with references to ITF Emene.

The researcher made use of a very developed questionnaire and distributed it by himself. The population for the study consists of staff draw from vital department of ITF Emene. The department are:

1. Top management
2. Middle management
3. Lower management.

The entire population of this study was staff and 40 staff responded to the request of the researcher.

The source of gathering data further study was through primary and secondary data. The primary source consist of oral interview while the secondary data consist of information gotten from contributing companies, ITF seminar paper presented at conference meeting, library and test books.

Data collected were recorded and grouped in tables for easy references. The researchers findings of te study had it that the majr criticisms of the fund by the contributing companies were in the area of reimbursement, training time and scope of training.

From the findings, the researcher recommended that ITF should increase the reimbursement, rate and period of training time and should monitor the performance of training.

Conclusion is that it has been argued that proper utilization f an effective industrial training fund is vital for any organization. Also the profitability of any organization depends to a large extent on the satisfaction of the aspiration of the trainees.

Finally, industrial training fund achieved the extent of  progress because they are seen as the blood wire that fuels the engine of the organization.

 

 

TABLE OF CONTENT

CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY
2. STATEMENT OF THE PROBLEM
3. PURPOSE OF THE STUDY
4. STATEMENT OF THE HYPOTHSIS
5. OBJECTIVE OF THE STUDY
6. SIGNIFICANCE OF THE STUDY
7. SCOPE AND LIMITATIONS OF THE STUDY
8. DEFINITION OF TERMS

REFERENCES.                                                                                   

 

CHAPTER TWO

REVIEW OF RELATED LITERATURE

1. DEFINITION OF INDUSTRIAL TRAINING
2. THE ROLE OF INDUSTRIAL TRAINING ON EMPLOYEES.
3. TYPES OF INDUSTRIAL TRAINING AND DEVELOPMENT TECHNIQUES IN NIGERIA
4. PROBLEM OF INDUSTRIAL TRAINING
5. APPLICATION OF FUNDS FOR INDUSTRIAL TRAINING
6. INDUSTRIAL TRAINING FUND AND EMPLOYEE TRAINING

REFERENCES

 

CHAPTER THREE

1. RESEARCH DESIGN AND METHODOLOGY

3.1     RESEARCH DESIGN

3.2     AREA OF THE STUDY

1. POPULATION OF THE STUDY

3.4     SAMPLE AND SAMPLING PROCEDURE/TECHNIQUE

3.5     INSTRUMENTS FOR DATA COLLECTION

3.6     VALIDATION  OF THE INSTRUMENT

1. RELIABILITY OF THE INSTRUMENT

3.8     METHOD OF DATA COLLECTION

3.9     METHOD OF DATA ANALYSIS

 

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

1. PRESENTATION OF RESPONSES FROM QUESTIONAIRES

4.2     TESTING OF HYPOTHESIS

1. SUMMARY OF RESULTS

 

CHAPTER FIVE

DISCUSSION, RECOMENATION AND CONCLUSION

5.1 DISCUSSION OF RESULT/ FINDINGS

5.2 CONCLUSION

5.3   IMPLICATIONS OF THE RESEARCH FINDING

1. RECOMMENDATION
2. SUGGESTIONS FOR FURTHER RESEARCH

BIBLIOGRAPHY

APPENDIX

 

 

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

A few years ago the concept of training and employee development was very equally understood in most developing countries. Today, thing are very dynamic that many developing countries are even developed ones have come to appreciate the benefits of employee development and training

Yesufu (1969) argued that the basic problem of developing countries is not lack of natural resources but the under development their human resources. In a similar perspective the Ashby report of 1959 showed that manpower resources in the third would countries is under developed and following its recommendation, The national manpower board was established in 1962.

As a follow-up the manpower board in 1963 undertook comprehensive manpower survey which drew the attention of government to the following

1. The low quantity management in all level as one of the major     problems of economic development.

 

1. The need for effective co-ordination to avoid unnecessary duplication of effect in manpower training.
2. bThe need to ensure that training programmes effect the frequency, level and used of the economy.

 

Centre for management education and training Mimeograph (1973)

In 1969, the international labour organization also re-emphasized this in adequacy of manpower development programmes in Nigeria for her to carryout her economic development plans In addition the civil war of 1967-1970 caused a structural dysfunction of the economy So there is the need to rehabilitate the tremendous economic social and industrial set back of the civil war both in the private and public sector of the economy Yesufu (1963)stated that these economic rehabilitation require developed technical, vocational and professional manpower training.

 

The second national development plan (1970) also limited that there is lack of employment of Nigeria in high level position in our industries and it identified  the following factors as hindering their recruitment to high level position.

1. Inadequate Management training.
2. Poor quality of subordinate employer.
3. Inadequate of educational and professional requirement.
4. Inadequate experience.

Inspite of these poor quality and quantity of skill manpower (Yesufu:1969), reported that employers have the need to train their workers for high productivity and efficiency of their work.

Accordingly, the federal government created the industrial training fund (ITF) in 8th October 1971 by decree No 47. Its main objective according to Dikko (1978) is to promote and encourage the acquisition skills in industries with a view of generating a pool of ingenious training manpower sufficient to meet the development needs of economy. The decree also changed the governing council of the body to utilized all contribution made to it by employers of labour and subvention from government to encourage and promote the acquisition of skill in industries and commerce.

 

To these effects, the industrial training fund became one of the bodies changed with the task of articulating the training of industrial manpower of the company. In this respect, it will be of interest to investigate the impact of its training programmes in manpower development in the country.

 

1. STATEMENT OF PROBLEM

As indicated before that, the setting the Industrial Training fund has the central objective of the promoting and encouraging the acquisition of skill in industry and commerce. In essence, industrial training is expected to help in providing high quality personnel to manpower industry and commerce. So far, we have no way of knowing what has been achieved. Industrial training fund and manpower development in Nigeria (1989) in its bulletin, claimed to have done a lot to have meet the manpower need of our economy but complain cooperation employers of labour who need the training remain a matter of speculation.

 

On the other hand, employers of labour criticized the fund adversely. They claimed that have not benefited from industrial training fund. They argued that, the courses approved by ITF are general and met specific to the individual and employers needs.

As of now, we have no hard facts on the picture of things. Is the industrial training fund helpful? Is it not? What is the quality of industrial training fund programmes? This study is intended to contribute towards answering these questions.

1.3PURPOSE OF THE STUDY

The study would investigate the activities of industrial training fund with a view of knowing the roles of its training programmes, in manpower development in the country. It would if there is justification for the criticisms being leveled on the industrial training fund by employer of labour which have adversely affected their cooperation with industrial training fund.

 

In view of the above, the purpose of the study are:

(1)To find out whether industrial training fund needs of contributing companies adequately.

(2)To identify the kinds of training programmes offered by industrial training fund to the employers labour.

(3)To identify the problem facing the organization.

(4)To find out how industrial training fund affect the work performance of participant.

(5)To find out how trainees of industrial training fund adjust their work after training.