Training a guide to manpower development, a case study of kwata state trenching service commission

Project Abstract

Manpower development is a critical aspect of organizational growth and effectiveness. Training serves as a guide to enhance the skills and knowledge of employees, thereby improving their performance and productivity. The Kwata State Trenching Service Commission recognizes the importance of investing in its workforce through training programs to achieve its objectives effectively. This case study explores the training initiatives undertaken by the commission to develop the manpower of its employees. The research methodology involved a qualitative approach, utilizing interviews and document analysis to gather data on the training programs implemented by the Kwata State Trenching Service Commission. The findings highlighted the various training opportunities provided to employees, including technical skills development, leadership training, and soft skills enhancement. These programs were tailored to meet the specific needs of different departments within the commission. Furthermore, the study examined the impact of training on employee performance and organizational outcomes. The results indicated a positive correlation between training interventions and improved job performance among employees. Participants reported feeling more competent in their roles and were able to handle tasks more efficiently after undergoing training. Additionally, the training programs contributed to a more cohesive and skilled workforce within the commission. The research also identified some challenges faced in the training process, such as resource constraints and resistance to change. Despite these obstacles, the commission remained committed to investing in training as a long-term strategy for manpower development. The study highlights the importance of continuous learning and development in ensuring the growth and sustainability of the organization. In conclusion, this case study underscores the significance of training as a guide to manpower development within the Kwata State Trenching Service Commission. By prioritizing employee development and investing in training programs, the commission has been able to enhance the skills and competencies of its workforce, leading to improved performance and organizational effectiveness. The findings of this research can serve as a valuable resource for other organizations looking to implement successful training initiatives for manpower development.

Project Overview

<p> </p><p><strong>INTRODUCTION:</strong></p><p>Training of personnel<br>is one of the most important functions of personnel management. Training is the<br>process by the management attempts to achieve the organization goals. Infant<br>human resources can be described as the key note of the resources to the very<br>existence of an enterprise. Therefore, it is necessary here to describe the<br>various system of training. The system of training civil service varies from<br>one country to another country it should be noted that the first country to<br>develop a scientific system of training was America.</p><p>In Nigeria the merit<br>system of training civil servant is adopted.</p><p>However, training into administrative<br>cadre in the Western Nigeria was based on orientation and induction of<br>employees.</p><p>A typical training<br>service commission training is based on orientation and inductive, provides new<br>organization about policies procedures practices and rule that will affect<br>them.</p><p>Also, the employees<br>are provided information about the job on which they will work.</p><p>All these information<br>should be communicated in a work as quickly as possible.</p><p>At this point in<br>time, having viewed what has been said so far, it is against the background<br>that the principle and merit plays a vital role in safeguarding the right of<br>all citizens as a matter of fact, the best guaranteed against federal character<br>nepotism and arbitrary training into the commission.</p><p>We can therefore that<br>the best available talented is trained to the principle of merit.<strong><br></strong></p><p><strong>1.2<br>STATEMENT OF THE PROBLEM:</strong></p><p>Training has been a<br>process of learning the skill that you need to do a job e.g. management<br>training or vouchers training etc.</p><p>In as much that it is<br>essential for an organ manpower develop and efficiency.</p><p>One of the identified<br>problems is the method of training based on orientation during the induction of<br>employees. It has generally been by employees through practical had not yielded<br>the much needed result and therefore rendered the whole exercise useless and<br>punctured the sound orientation.</p><p>Another problem to be<br>considered is the employment of non professionals into unions fields work and<br>this coned not bring about efficiency and manpower development. It has been<br>observed on those that are not professionally available employed to work has<br>not been able to give their best take for example the training service<br>commission should have employed those that have not been able to give trained<br>best.</p><p>Furthermore, merit is<br>another perceived problem was observed the people that are employed and not<br>based on merit it has always been based on whom you know syndrome and this has<br>really affected manpower. Effectiveness and efficiency.</p><p>Finally carrying out a study of<br>teaching service commission which expresses its belief in training their<br>teachers but govern policies of federal character had pruned their ways in this<br>regard efficiency.</p><p>– Standardize level of education</p><p>– To get aid of universe element</p><p>– Bring smart to the commission</p><p>The government<br>policies of federal character even state government has been the enemy or the<br>commission. It is observed that trained person that was aware file would not be<br>employed why2 Because the trained person did not come from that state and<br>therefore will not be employed and this helped the Teaching Service Commission<br>in jeopardy.</p><p>In view of this all<br>of above stated point had been the perceived problem encounter by the Kwara<br>State Teaching Commission.</p><p><strong>1.3<br>OBJECTIVES OF STUDY:</strong></p><p>The aim of the<br>project is to assess critically the training exercise carried out by the<br>commission. This would enable us to access the performance of the commission<br>and the system adopted in training their employees.</p><p>To find out the<br>system is based on strictly supervision to evaluate the work of each employees<br>and it have been used mostly frequently as a based on selected candidate making<br>merit increase in hourly rates or salaries.</p><p><strong>1.4<br>SIGNIFICANCE OF THE STUDY:</strong></p><p>The essence of<br>carrying out a research of the magnitude is to points out the significance of<br>the study. The research is based on study and observation; it will be the<br>premise ‘to solving that problem encountered in training which is a guide to<br>manpower development in Kwara State Teaching Commission.</p><p>However, the process<br>of training of the teacher commission will enhance the efficiency of the staff<br>and bring about some level of achievement and efficiently to the commission.</p><p>Secondly, It improve<br>and standardize the level of education of the commission is the necessary tools<br>of training is put in place which will further aggregate and accelerate the<br>process of training there by bringing standardization to the education in the<br>State.</p><p>Lastly, the<br>significance of the study will bring about sanity in the teaching service<br>commission and unnecessary and unwanted policies and element could be about<br>doing a job.</p><p><strong>1.5 SCOPE AND LIMITATIONS OF THE STUDY:</strong></p>TRAINING A GUIDE TO MANPOWER DEVELOPMENT, A CASE STUDY OF KWATA STATE TRENCHING SERVICE COMMISSION <br><p></p>