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Staff Training and Development Programme in Enugu State Public Service, 1998 – 2007

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Description

Download Staff Training and Development Programme in Enugu State Public Service, 1998 – 2007. Public Administration students who are writing their projects can get this material to aid their research work.

Abstract

Training and retraining had been one of the characteristics of the civil or public service the world over – Nigeria inclusive.

This is done in order to update the knowledge and skills of workers to be able to face the challenges of the ever-changing technology and dynamics of the society.

Since the creation of Enugu State and, especially with the non-indigene saga of 1997, and the disengagement of workers in Enugu State Public Service of 1999 – 2001, there had not been much training programmes to prepare the surviving employees to face the challenges in their work environment.

This study, therefore, dwelt on staff training and development programme in Enugu State Public Service, 1998 – 2007: A performance appraisal of IMT, Enugu.

In pursuance of this study, three research hypotheses were raised and documentary research design was made use of. The researcher used simple statistical tables, percentages and descriptive techniques in presenting, interpreting and analyzing the data collected for the research.

Introduction

In public and private organizations, resources (human, physical, financial and information) are obtained and managed to achieve the organizational goals.

Physical resource such as infrastructure, equipments, machinery fixtures and fittings, et cetera, are always maintained and sometimes obsolete ones replaced completely. New machineries and equipments are procured depending on the requirements and changes in technology.

In the same way trained and qualified employees of an organization are occasionally retrained to keep abreast of the changing needs in the ever changing environment and circumstances of an organization.

According to Cole, (2002:329), many organizations meet their needs for training in an adhoc and haphazard way.

Training in these organizations set about identifying their training needs, then design training activities in a rational manner, and finally assess the results of training. Such organizations are engaging in a systematic approach to the training and development of their employees.

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