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Format: MS WORD  |  Chapter: 1-5  |  Pages: 79  |  88 Users found this project useful  |  Price NGN3,000





This project looked into the Effectiveness of cooperative manpower training and Development in training industries (A case study of I.T.C and A.B.C.) A survey was conducted to this type of manpower training and development in I.T.C and A.B.c and the management and organization of I.T.C and A.B.C transport industries to obtain relevant data on the views of the respondent towards the effectiveness of the manpower training and development in both transport industries. The major instrument used for the data collection was analyzed using the percentage system of data analysis. The study found out that the number of staff employee by these transport industries were dully large. The also underwent job training, some technical training and the majority of them underwent orientation programme.





In the past, human resources management particularly in the area of cooperative manpower training and development has posed great problems in organization. There has been as a result of the unavailability of training facilities in various field of endeavor globally. It therefore become clear that organization then find it increasingly difficult or at one point or the other to increase productivity or at least improve on their production quality and output.

In Nigeria the above- enumerated problem in had remained prevalent because of human researcher with enterprise. Apart from this,  there is this growing cost in the training  and development of personnel among  organizations such that the issue of placing  cost alongside productivity have placed  human resources development at dangerous position thus creating  organization that cost recover   have  remained   how and thus a central issue there is no  doubt as to enormous problems associated  recovery  cost, but management providing training and development programmed for its training  work force  has  viewed  it necessary  for the operation efficiency of enterprises. For this to be achieved (improvement of services rate),  management needs to set  up  viable machinery  to  train and  develop its human resources. If this is achieved, their management  must  create an enabling condition  to harness  these resources for optimal  productivity.

The question that may readily come to mind in this study is that why most management train and develop  human resources in its organization. The issue of need and desirability of training of human resources among enterprise is obvious  for training according to  the oxford learners dictionary  (1989:1360) Means the “ process of preparing  or being prepared  for a job” it further states that training means”  bringing  a person to a desired  standard  of efficiency, behaviour etc, by instruction and practice”. This perhaps means that after due instructions and a practice  taking place a change or a rise in the  performance  and behaviour of an employee positively  shows that training has taken palace.

Okorie H.A (1980:21) views  training a an organized procedure by which people  learn knowledge and skills necessary for doing specific  job. Thus as a matter of  fact emphasizes proficiency  in the act of performing  the duties  and  responsibilities  of particular jobs  through a planned and systematic programmed. Training in  itself   no doubt, emphasize proficiency, but it is the actual   practice  that glazes the employee on a better  performing level. This brings  in the reasoning  that training is a great factor in the instinctual and overall development  of human resources  at all levels,  since it is training   that brings about  development.

Flippo E. (1980:41) maintained  that development would include both training to increase skills in performing  a specific  job  and understanding our total environment. In  this regard,  there is overview  that development occurs, while training process it taking place. It becomes clear therefore   that the desire  to train human resources to create  a positive  balance on  the operational  efficiency of organizations. The logic of this approach is that the level of any  enterprise  cannot be higher than the quality of the  units preparing  the function. Thus, to improve performance among units,  there must be some form of training and development particularly , when such performances  does not     meet up with organizational goals.


Measuring the effectiveness of training and development is highly department upon the rate at which functions and goals  attainment  in organization relate. It will be progressive of any performance unit to meet up with organization goal constant  approach  of function is also some obvious  methods in which management can rightly  determine the result of training and development. A performance unit  that does not  meet up with its goal  attainment  may in variably be termed  weak and this  may need training and retraining  to improve on its standard.


The operational efficiency of any organization is usually a pointer to the standard of the enterprise. If the standards were low, then its personnel would be said to be performing poorly infecting   the spirit  of success under this situations will be  to introduce  training programmed for staff. This full training programme  will be appraised by management  assigned  role be staff and seeing that such or task have  been accomplished.


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