CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Manpower training and development as
a phenomenon must based on a need analysis derived from a comparison of “the
actual performance” and the behaviour. Manpower training and development is one
of the major ways an organization invests in the workforce for greater return
today and even in the foreseeable future.
Organizational effectiveness rests
on the efficient and the effective performance of workforce in turn rest on the
richness of the knowledge, skills and abilities possessed by the workforce.
Manpower training and development in most organizations is a continuous
act/exercise. The inexorable march of time and the ceaseless glamour for social
change combine to make adaptability and the continuing preparation of the
workforce as inevitable as the initial acquisition of knowledge and skills.
This cannot happen if employees training and development do not occur in an
enterprise. In other to maximize the productivity and efficiency of the
organization, every executive, manager or supervisor in a public or private
organization has the responsibility and indeed the bounding duty to ensure the
development of their employees who have requisite knowledge and expertise.
Training is like sharpening an existing
skill in order to reflect the trends in technology and other socio-cultural environmental
changes of an organization. Productivity is the goal of today’s competitive
business world and training an be a spring board to enhance productivity. The
aim is to enable them contribute their full measure to the welfare, health and
development of the organization (Onah, 1993). The main objective of training
and development in service organization is to increase efficiency of employees
with the resulting increase in corporate productivity. This accounts for why a
large number of fund and time is expected by organization at the period or the
order in the improvement of the skills of their employees at various levels.
The principal intention of training
according to (Akpan, 1982), is to equip people with the knowledge required to
quality them for a particular position of employment, or to improve their skills
and efficiency in the position they already hold. Manpower development on the
other hand, implies growth and the acquisition of wide experience for strategic
advantages of the organization.
Manpower training and development
therefore, improves the effectiveness and efficiency of the employee.
Therefore, the aim of this research is to know the currents state, nature, procedure
and method of training and development used by the power holding company of
Nigeria (PHCN) for their employees and let’s not forget that any organization
that has no plan for the training and development of its staff is less than
dynamic for learning is a continuous process and acquired skill get obsolete
when the environment changes. Also, a popular caption in the field of personnel
management says, “if you think training and development are expensive try
ignorance” while training and development prosper organization, ignorance”.
While training and development prosper organization, ignorance destroys it.
Therefore, workers like machines must be updated on constant basis or else,
they end up becoming obsolete or misfit.
1.2 STATEMENT
OF THE PROBLEM
This research as it deals with the training and
development of employees in service organization is intended to find out the
efficiency and effectiveness training and development programme in service organization
with reference to Power Holding Company of Nigeria (PHCN) Enugu Zone. Since
power Holding of Nigeria (PHCN) is an organization governing the use of
electricity in Nigeria serves as a source of electricity supply, distribution
and maintenance round the Nation. For this reason, it encounters numerous
problems which range:
1. Lack
of qualified instructors and consultants to undertake training courses
2. Lack of essential training tools.
3. Lack
of effective communication within the organization which makes it impossible
for most employees to know about training opportunities available to them.
1.3 OBJECTIVE/PURPOSE
OF THE STUDY
The purpose for this research is to probe into the
effect of manpower training and development in service organization using Power
Holding Company of Nigeria (PHCN) Enugu zone as a case study with a view to
find out how the organization is performing in terms of its employees training
and development.
The objectives are as follows:-
i. To
highlight the advantages of employees training and development in service organization.
ii To
examine the current training and development of employees in the organization
and PHCN Enugu Zone in particular.
iii To
increase the general knowledge and understanding of individual member.
iv To
recommend appropriate measures that could help improve
v. To
increase efficiency and effectiveness of employees with the resulting increases
in cooper the productivity.
a. What
method of training and development does you organization use?
b. What is the category of staff level in
your organization (PHCN)?
1.4 STATEMENT
OF HYPOTHESIS
Here, Hi and Ho below represent the alternative hypothesis
and null hypothesis respectively.
Hypothesis
one
Hi:
Training and development improve
productivity and better performance
Ho: Training and development does not improve
productivity and better
performance.
Hi: Training and development improve skills
and knowledge of manpower in service
organization.
Ho: Training and development do not improve
skills and knowledge of manpower in
service organization.
1.5 SIGNIFICANCE
OF THE STUDY
The research will be beneficial to all service
organization especially power holding company of Nigeria (PHCN) Enugu and their
staff as it emphasized of policy guidelines on the efficient and effective
training and development programme.
It will help managers of various
organizations to generate ideas and solution to problems based on the best way
to run training in their organization in order to achieve desired goals and
objectives
It will equally be useful to small
scale business large corporations, universities, college of education and to
the government.
It will also help researchers to
know more about training programme as a tool for improving employees,
performance. Finally, it will be of great value to students as a point of
reference and will equally form the basis for further research study.
1.6 SCOPE
AND LIMITATION OF THE STUDY
The scope of this study although very wide if it has
been carried out in the entire service organization. For this reason, it was
necessary to have a concentrated area of study which was restricted to the
effect of manpower training and development in service organization using power
holding company of Nigeria (PHCN) Enugu Zone as the case study.
Its major limitation was the problem of getting information
to the public as such, vital information needed was not readily available. Time
equally would not be left out; getting permission to leave school and the issue
of finance cannot be ignored as much was sent in procuring materials. However,
with fact and judicial use of the limited resources, reasonable analyses have
been carried out in this research work.
1.7 THEORETICAL
FRAMEWORK
Until recently there has been a general resistance, to
investment of training in the public service because of the believe that
“Employees hired under a meat system must be pressured to be qualified, that
they were already trained for their jobs and that if this was not so it was evidence
that initial selection of personal was at fault (Stahl 1976) This assumption has
been jettisoned as the need for training became obvious both in the private and
public sectors.
Training has become mere obvious given the growing
complexity of the work environment the rapid change in organization and
technologic advancement which further necessitates need of training and
development of personnel to meet the challenges. Many organization have come to
recognize that training offers a way of “developing skills, enhancing productivity
and quality of work and building workers training and development is essential,
common for people to see training and development as the same thing. However,
though they are similar they are not the same things.
Training is any training activity which is directed,
toward the acquisition of specific knowledge, and skills for the purpose of an
occupation or task (cole 1993).
(Tvancevichetal 1994) see training as the systematic process
altering employee’s behavior to further organization goals.
In a more comprehensive manner, training can be
defined as a short term process that utilizes a systematic and organized
activities by which non managerial stall acquire the technical knowledge,
skills and abilities for specific purposes in function.
Training is “an organized procedure by which people learn
knowledge or skills for a definite purpose. It is a process for equipping the employees
particularly the non-managerial employees with specific skills for example
technical skills like plumbing, electrical wiring, repairing, artistic skills,
clerical and typing skills that would enable them to improve on their
performance and overall efficiency.
The objective of job training is to enable an employee
to perform his job in such a way as to meet the standards of output, quality,
waste control, safety and other operational requirement (Gardner, 1973).
(Thomas 1988) defines training as a process through which
experiences are deliberately offered to variances to enable them to absorb some
new perspective, understanding, vulture, attitude, techniques or skills. It involves
planned activities on the part of an organization to increase job knowledge and
skills or modify the attitude and social behaviour, of members in the ways that
are consistent, with the goals of the organization and the requirements, of the
job. The overall aim is to increase or improve a parson’s contribution to the
achievement of the organizational goals.
Jones, George and Hill, (200) believes that training,
primarily forces or teaching organizational members how to perform their
current jobs and they need to be effective performers.
According to carrel and Kazmits (1982) training, is
the systematic process by which employees, learn skills, information or
attitudes to further organizational and personal goal. They also stated that
“every training system operates with a philosophy set of beliefs concerning
people, productivity and profit.
Development on the other hand focuses on building the
knowledge and skills of organizational, members so that they will be prepared
to taken on new responsibilities and challenges. Development is used in
relation to the process of helping managerial, employees who perform
non-routine jobs to improve their managerial, administrative and decision –
making abilities and competence.
In the view of (Adamolekem 1983) staff development, involves
the training education and career development has been identified to include:
1. Creating
a pool of reality available and adequate replacements for personnel who may
leave or move up in the organization.
2. Enhancing
the company’s ability to adopt and case advances in technology because of a
sufficiently knowledge able staff:
3. Ensuring
adequate human resources for expansion into new pregrems.
Development can also be defined as a deliberate
program of an organization to mould into the desirable shape its future leaders
who are expected to perpetuate the business of the organization. Most efficient
and effectively, (Fagbohaungb O. b2009).
Summary, the purpose of training is to improve
knowledge and skills and to change attitude (Mullins, 1999).
Training and development as (Stoles 1966) put if rest on
the fact that “a person learns through experience which many be actual, hearing
or rearing or reading, about the experiences of others.
Training and development is predicted on workers, machines
and tool deficiencies. These deficiencies, manifest inform of specific
symptoms. The symptoms, that trigger training and development in organization
may include:
1. When there is high rate of absenteeism
among workers.
2. When there is reduced patronage from customers
3. When there is a poor job performance
among workers
4. Where there is increase labour turnouer
among workers
Aims
of training and development
1. To improve the productive capacity of
individual employee.
2. To improve the effectiveness of the
organization.
BENEFITS IN
TRAINING AND DEVELOPMENT PROGRAM
(Tessin 1978) discussed extensively how benefits
accrues, to organization, individual and inter-group relations through training
and development whereas, (Dickey 1982) submission bothers on individual
benefit, bearing in mind that the workers are in the organization while the
organization are cur in the workers. Discussing the benefits separately under
subheading as done by (Tessin 1978) and (dickey 1982)
1. Training and development assist workers
to adjust to change
2. Training and development improve job
involvement of the work
3. Training and development leads to
improved profitability
4. Training
and development improves works commitment to the organization.
FORMAL TRAINING
In industry, formed training is used for any of a
variety of specific purposes as stated below.
1. Induction
Training:- it involves the introduction of the new entrant to the undertaking
and its ways including the structure, rules and procedures of the company to
enable him to cope with the new environment
2. Skill
Development:- Training is employed to up-date a person’s knowledge or skills at
any stage of his carcer, and whenever changes occur in his work such as where
new technology is introduced.
3. Skill
Acquisition: Involves the development of new skills and abilities, where
deskilling of work take place semi skilled machine operators may be provided
with the kind and degree of training necessary to acquire the required skills
4. Increasing
motivation: It entails deliberate ices of training to increase individuals’
willingness to work up to the required patter and standards.
5. Attitude
Change:- Training many be undertaken to change the perspective and attitudes
workers adopt in relation to the organization and their work in it in a
positive way.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.0 INTRODUCTION
An academic exercise like this requires a review of
related literature of the study. in tine with the above assertion, the
researcher, in this chapter, reviewed many textbooks journals, articles,
magazines newspapers, thesis, etc that have discussed in pensively the effect
of man power training and development in service organizations of a state with
a particular reference to Enugu zone under the following headings.
HISTORICAL BACKGROUND
2.1 ORIGIN
OF POWER HOLDING COMPANY OF NIGERIA (PHCN)
Around the world, electric industries are undergoing extensive
restructuring. The trend, which started, in the United Kingdom and Chile in the
1980, has rapidly spread to many countries in rating America, Asia, Europe and
Africa. The main motivation of driving forces for restrung, the electric
industry in different countries, are not the same. In some countries, such as
the united kingdom and the Latin America countries, privatization of the
electric has provided a means of attracting focmd, from the private sector to
relieve the bracer of heavy burden of heavy government subsidies in the country
formerly under centralized control (Central and eastern Europe) the process
follows a general trend away from centralized government control, towards
increased privatization and decentralization, in the United States and several other
countries where the electric industry has for the most part been the owned by
the private sector, the trend is toward increased competition and regulation.
Power holding company of Nigeria (PHCN) formally knows
as National electricity power authority. (NEPA) is a public corporation owned
by the federal government of Nigeria to generator, transmit and distributes
electricity to the populace. The history, of electricity (power generation) in
Nigeria dates back to 1898 when electricity was first produced in Nigeria.
Therefore several other towns established electricity supply by the
installation of isolated generation in each town.
In Ighb, the “Nigeria government electricity undertaking”
was established within the them public workers department to take over the
responsibility supply to Lagos curse.
In 1950, however a central body was established by the
legislature council ordinance, No. 15 of 1950 which transferred electricity
supply and development to the care of central body know as the “Electricity
corporation of Nigeria (ECN) other bodies also had licenses to generate
electricity in some location in Nigeria significant among such were the Nigeria
electricity supply company, (NESCO) in Jos and the African timber plywood
limited in sapele.
The first 132KV- Transmission line chider the
management of
(ECN) was commissioned in July, 1961 and was 146KM
long connection Lagos with Ibandan Via shamanic
In 1962, another body know as Nigeria Dans Authority
was established by an act of parliaments in the authority was responsible for
the construction and main enhance, of dams and other words, on River Niger and
else where generating electricity by means of water supply thereby improved, navigation.
National electric power authority (NPA) was establish
in April 1972, with the amalgamation of the former electricity corporation of Nigeria
(FCN) and the Niger Dams Authority (NEPIA) with the headquarters in Lagos.
As a government parasitical, it’s employees and consumers
seriously hamper NEPA is operations due to several government directive and
fraudulent activities. In order to reduce this anomaly, the authority was granted
partial autonomy as a quasi commercialized organization in 1992 while this
gesture has granted some powers to the authority, it is still under the control
of the government hence the authority could still not take some necessary
drastic and far – reacting measures to improve its revenue collection and
reduce the incidence of fraudulent activities.
Like most state – Owned enterprises, NEPA has suffered
from service under-finding and chrder – capitalization, inappropriate capital
structure excessive executive interference, and sub-optimality and decision
making.
NEPA equipment are subjected to vandalism, and theft
by group of cabals in different part of the country. The by hydro power station
suffer from low water level during dry season and the generation output
capabilities of thermal stations are often hampered by shortage of fuel. Equipments
are expansive to repair mostly due to their obsolete status.
NEPA as we know is a government ran entity as earlier
stated that enjoys a lot of the financial, transfers, subsidies grants and tax
and import, duty naives from the government. These social incentives, from the
government were counterproductive for NEPA’s efficiency, it resulted in an
under trained and chmotinated manpower and lack of will to operate as a
profitable entity.