Professional Documents
Culture Documents
1.0 BACKGROUND
“Change” they say is inevitable, the only thing that is constant in life is change. Training and
development is fundamental to the growth of every organization. It is obvious that the rapid
growth in information and communication Technology (ICT), pose a big threat to corporate
organizations that will compromise updating its workforce with the latest in technology at the
The process of training and development is a continuous one. Money spent on training and
development of employee is money well invested. Employee, who has not received adequate
training before being assigned to responsibility lack the necessary confidence with which to
perform, an employee should be assisted to grow into more responsibility by systematic training
and development, then left alone for the employee the confident to perform task assigned with
The relevance of employee’s training & development cannot be considered a recent innovation.
In the early traditional setting, children and maids of less privileged in Europe and America even
in Africa were sent out to acquire basic skills in some forms of trade to better the lot of parents
and guardian, such apprentice spend years to learn skills, and as years rolled by, those acquired
trade gave birth to crude technology and today modern technology as a result of industrial
revolution in Europe.
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The industrial revolution brought about the need for the acquisition of skills through organized
and procedural training and development such areas like Engine handling, thread spinning, cloth
making, transport, rail, ship building, chemicals, electricity and electronic etc.
It is no longer news that the world is now a global village as a result of technology and the effect
is felt in all sectors; political, social and economic etc. The approach to doing business in the
past cannot be practiced in this era called “JET AGE” especially with the invention of modern
equipment that can give solutions to problems in a matter of seconds. In the light of this, it is of
great importance that organization considers it of great necessity, the training and development
of its human resources if optimum output is considered important and at minimal cost.
In the 60’s, saturation in the Europe and America market compelled emerging conglomerates
move to Asia and Africa, but the existence of a strong labour force alongside the huge mobility
cost constrained industrialist to start training, local labour mostly in areas of manually aided
According to the national manpower board (1980), employee training and development in
of 1975.
iii. Government Legislation and formation of the Centres for Management Development
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1.1 STATEMENT OF THE PROBLEM
The growth of any organization is largely dependent on the effective utilization of its resources;
more importantly is the ways and manners such resources are harnessed towards its utilization
for this purpose. Most crucial of all resources is human resources, but the level at which this
human resources can be used depends on its level of training and development.
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1.3 RESEARCH QUESTIONS
Workers training and development should be a going concern for every organization in the face
this study is expected to reveal clearly the importance and need for continuous training and
development.
Furthermore, it will point out the aspect of training and development that should be improved
This is to say that the study will be of benefit to any organization or corporate body aim to be a
major player in the present world of business. The benefits of training and development are both
in the short and long run for the individual and the firm. Management should be interested in
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being its human resource absorb, learn and ultimately live out the values of quality, service,
safety, integrity, innovation and team work both in their professional and personal lives.
The study will cover training and development programmes of the Nigeria Ports Authority
This parastatal is situated at Apapa Wharf, Lagos. It will critically examine the training
programme and course module and also the method of evaluation of the impact of the training
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CHAPTER TWO
The term training and development are often used interchangeably, even though they have
different connotation. In the narrow sense, training refers to the ways in which specific
knowledge and skills are necessary to perform a specific job are target and learnt (Crawford,
1994). Development implies a parallel process in which people acquire more general abilities
and information, but in ways that cannot always be tied directly to a particular task.
According to MCfarland (1968) “training” is the term used to describe the process in which the
skills of non – managerial employer are enhanced while “Development” refers to the process by
which managers and executives acquire skill, competence, and technical capacity for future
challenges. Thus to clearly distinguish both terms better, some experts refer to training as
Training and development activities are an integral and important aspect of human resources
management, such activities make it possible to adjust as well as enhance the skill of the
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2.1 DETERMINATION OF TRAINING NEEDS
It is agreed that determination of training need provides a good basis for planning training
programme, choosing the training methods as well as course content, but the determination of
the training needs analysis; task or job need analysis as well as person needs analysis.
The organization need analysis entails a detailed examination of the short and long term
objectives of the organization. This will normally include an analysis of the organization
strength and weakness, percentage of the market share, quality and quantity of output.
Task or job needs analysis entails any extensive consideration of the specific requirement of the
The emphasis here is on the person i:e job holder; the analysis here tries to focus on the
weakness, deficiencies or the training needs of each job holder within the present and the near
future. The analysis here focuses on individual strength and weakness and on what would turn
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2.14 GENERAL METHOD FOR IDENTIFYING NEEDS
better performance, the following factors among others can be used to identify training needs.
b. Observations
According to Banjoko (1996), perhaps a good starting point for examining the relevance of
training is to ask the question; why the need for training? Every organization provides training
expertise in the performance of his duty and as such may require some exposure for
improvement.
2. To match the employee’s abilities with the job performance requirement and
knowledge, management may find variance between employee’s current abilities and job
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3. To improve quality and quantity of work
According to Crawford (1984) and Posuw and Randolph (1978), characteristic of the two terms
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Number of target
There is little distinction between the two terms; training and development. The characteristic
throw more light in the distributions between training and development which were highlighted
in the definitions.
There are several reasons why organizations undertake training programmes. The objectives of
training towards the achievement of corporate goals, according to flippo (1984), it includes.
1. To provide the initial training for new employees, professionals, technical and other
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2. To train new employees without specific skills, say in form of apprenticeships training.
3. To satisfy specific manpower needs, e.g cover areas where there are difficulty recruity e.g
computer programmers, tool makers, e.t.c. Such need may give birth to a training school or
programme.
5. Training may be aimed at solving operational problems i:e reduce accident at the
7. To increase organizational flexibility and stability i:e ability to adjust to short run
variation in volume of work and also sustain corporate effectiveness despite loss of key
personnel.
Once the various training needs and objectives have been well spelt out, effort is shifted to
designing an appropriate training programme that will effectively correct the various
deficiencies. In doing this, the training and development manager must fashion out the
a. Clerical staff
b. Supervisors or foremen
c. Company’s drivers.
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In designing an effective programme, the following question will be of great necessity.
ii. WHO : Who will teach or do the training in each category, internal or external trainers, is
iii. HOW : How should the training be carried out i.e best technique.
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2.7 TRAINING AND DEVELOPMENT METHOD
The method of training adopted by any institution depends on factors such as cost, time
available, number of trainees, depth of knowledge required, background of the trainee (beach,
1980 and French 1987). Training can be undertaken by developing internal programmes or
using programme provided by external agencies. Organizations are likely to choose internal
iv. When training can accomplished more economically and in a better time
Outside agencies includes schools of higher learning consulting firms, government manpower
agencies e.g individual training fund (ITF), Administrative Staff College of Nigeria (ASCON).
Training and development methods can be generally classified under three major heading:
Simulation Method
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On-the-job training Off-the-job training Simulation Method
Assignment Programme
This can be regarded as the most common type of training and the simplest method of training, it
can range from informal arrangement whereby an experienced employee demonstrate his job to
a new recruits, to organized and structured training packages, it is given in the normal work
situation, it uses all tools the recruit will use when fully trained; this methods includes;
JOB ROTATION: This method of training is designed to fully equip the trainee with variety of
experience by moving from one job section to another so as to competently handle greater
INTERNSHIP : This method enables the trainee to gain useful insight into the relationship
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APPRENTICESHIP : For jobs that are technical in nature e.g carpentry, plumbing, electricity
e.t.c, a period of apprenticeship training is usually require, it enables the trainee to fully grasp or
UNDERSTUDY ASSIGNMENT : Here, the trainee, who could be on experience and person, is
made to understudy another supervisor or be given part of the responsibility in preparation for a
higher office or duty, nevertheless, the efficiency of this method largely depends on how much
COACHING: This is a process where the trainee is been given continuous assistance by the
trainer by guiding and entertaining questions all is a bid to find solutions to given problems.
committee or group assigned with certain responsibilities or findings, this also helps them to
There is no one best way of doing a job and that is why it is imperative that the trainees broadens
their horizon by seeking for more experience or ideas outside the workplace.
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CLASSROOM OR LECTURE METHOD:
This method is the most traditional form of training; it involves the transmission of knowledge,
ideas from the instructor to the trainees at one time, making this method relatively cheap.
VESTIBULE TRAINING
This method tries to simulate the actual work environment so that the trainee are equipped with
preliminary learning experience prior to actual work practice thereby minimizing the trainees
This applies the use of modern technology in the learning process. It is a self – training method
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EXTENSION OR CORRESPONDENCES COURSES
Correspondence programme either in the classroom or on-line are now organized by various
institutions for interested persons to upgrade themselves e.g National Open University of Nigeria
(NOUN).
These methods are commonly used in improving organizations, executives talents, they include;
case studies, business games, role playing, critical incidents and in-basket methods.
CASE STUDY : Cases are prepared basically to demonstrate the reality in the business world by
describing actual business situation. Sometimes, typical business situations can be simulated and
presented in a case form, usually; the cases would contain background information about the
BUSINESS GAMES: Under this situation, participants are trained in handling situations or
events that involves competition between equally strong opposing groups. This method is
primarily used to develop the trainee with the ability to plan strategically and get the best out of
every business and competitive situation e.g “The Intern” T.V reality business game show
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ROLE PLAYING: In this method, the trainees are made to assure the attitude and behaviour of,
and acting the role of other individual in a given situation e.g A supervisor and a subordinate
switching positions.
IN BASKET METHOD: This method tries to simulate possible situation or critical issues that
are actually stacked up in the “In basket” tray of the executive, awaiting attention within a
specified time limit. Atypical in-basket tray contains, names, letters on issue relating to the
complaints, finance, marketing research information, petition from staff, complaints, ensured
queries and on this method enables the trainee to know how best to attend to these issues within
The training and development section performs service functional plans and facilitates
systematic, organized development opportunities and plays a motivating and policy determining
role for the organization as a whole in areas of training and development. The head of this unit
initiating the idea of training within the organization and this develop on atmosphere conducive
More specifically, the training director and his staff must perform a number of function covering
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These includes.
iv. Direct instruction in terms of certain courses such as orientation and supervisory
exercise designed to determine the extent of learning that has taken place and the extend to
which the programmes goals and objectives have been attained i.e in terms of improvement in
evaluation procedures and criteria must be put in place for the planning stage. This involves
Criterion measurement
Experimental design. Kirkputrick (1959) has listed such evaluation criteria measurement to be
a. Reaction
b. Learning
c. Job behaviour
d. Results.
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REACTION: Training evaluation can be carried out by assessing participant reactions towards
the extend of coverage of essential materials, depth of the course content, method of presention
and effectiveness of the teaching methods. The flaw here is that it sometimes become
unnecessarily subjective and overtly biased in the sense that trainees may tend to be nice by
LEARNING: Learning is said to take place when there is a change in behaviour, this criterion
seek to know the extend and how much learning has taken place i.e extend of change in
JOB BEHAVIOUR: Similar to learning criterion, job behaviour measures the depth of the new
knowledge that has been acquired as a result of performance in the work place; it determines the
RESULT: On the onset, specific goal and objectives were set for the training and development
programmes. This could include profitability, improve moral, reduced absenteeism and turnover,
better product, quality and so on. At the end of the training and development programme, it is
pertinent to assess the extent at which those objectives have been achieved. The basis question
therefore is; Has the programme paid off for the organization? Has achieved positive result in
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2.9 FUTURE OF TRAINING AND DEVELOPMENT
According to Folayan (1998), it has been documented in the literative by human resources expert
that skills and knowledge generated through formal schooling and on-the-jib training may wear
Provided by continue training activities, retraining, in service training and so on, thus with the
These will create several challenges that will confront employee development in no distant time
from now. In the face of the world changing technological system, Nigerian enterprises will
have no choice but devote more resources to training and development if they are not to become
“ weak citizens” of the global village. Also with deregulation competition, the future belongs
more to organizations which are innovative, enterprising and forward looking and they will have
to get more involved in research and development activities which can only be promoted
According to the national manpower board (1980), employee training and development in
iv. Establishment of Administrative and staff college of Nig (ASCON) through decree no 39
of 1975.
vi. Government Legislation and formation of the Centres for Management Development
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Training and development activities equally differs from one organization to another, it relates to
skill areas and do occur at the organizational level, others focus on technical skills, supervisory
skills and relatively specific areas of management activity like communication, financial,
accounting, material and management play techniques development programmes are more
directed at the whole person and consequently and most appropriately for individuals moving
Updating and re-training of employee must keep pace with development in global market
expansion. It is often said that a lot of changes have taken place in knowledge, ideology,
concept, management technology and in management so much that no one day passes without a
noticeable change under the sun, the implication of these changes is training and re-training in
order to catch up. The upgrading of skill becomes necessary when there is a proportionate
variation of actual performance standard from expected performance standard, the difference is
addressed with a training programme, but the rate this variation is compensated for largely
According to Maslow’s hierarchy of need, the satisfaction of one need gives rise another and if
not satisfied, result in chaos. At the bottom of his list “self esteem or actualization need”, which
every employee possess, an organization can only assist its workforce to achieve this through the
With the introduction of Structural Adjustment Programme (SAP) in Nigeria between 1985 –
1992, the rate of staff training has increased because the salient features of that programmes was
backward integration. Some of the workers who benefited from such training are today self-
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employed because of the massive incident of organizational rationalization, close down,
coordinated will result in effective jobs performance and increase productivity. Although the
major objective of training is to increase productivity and quality, its auxiliary functions includes
ensuring greater versatility and adaptability to new methods, lesser needs for close supervision,
preparing an individual for higher jobs, maintaining and raising the standard of performance as
The extent to which training and development has enriched performance has always remain an
issue of controversy among management scientist due to influences like customs, culture,
performance appraisal e.g. some organizations falsity their annual profit (a performance
indicator) so as to satisfy interest groups. It is against this background that this study is aimed at
evolving the importance of worker training and development on productivity with reference to
NPA;
According to NPA report (2000), the development of sea port in Nigeria started in the mid 19 th
century. It was initially limited to its opening at the Lagos lagoon, and later resulted in the
opening of ports at Apapa and Port-Harcourt which eventually led to the establishment of the
Nigeria Port Authority in 1954 to maintain the ports as well as hardly of cargo. It commenced
full operation on 1st April 1955 and on the 15th June 1992 it was commercialized and was called
Nigeria Port Plc. In October 1996 due to the Federal government interest in her activities, it
regain the ownership and reverted back to its former name; Nigeria Port Authority.
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The provision of port facilities and services in Nigeria is the responsibility of the Nigeria Port
Authority. The federal government was not satisfied with the performance of the organization
and in 2005 through the bureau of Public Enterprise (PE) concession the main operation area of
NPA while (NPA) provided the technical and pilotage services to the port users acting as a
In the light of this new order, it led to forgo the responsibility of law cargo, providing structures
i. Maintaining, improving and regulating the labours approaches thereto in all the Ports of
i. Identification and satisfaction of the demand for port facilities and services at minimum
ii. To make the provision and operation of port facilities in Nigeria, that is dominant
business.
iii. To conduct all the operations efficiently, effectively, competitively and profitability and
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vii. To maintain an update management information system in all aspect of the authority’s
activities.
The seaport industry is a dynamic system with complex operational arrangements, which are
over affected by technology, economical and political changes. This way to foreign trade with
the attendant influence of international maritime regulations and practices makes it expedient to
expose the staff to regular training and development schemes to ensure the proper orientation,
maintain comparative understanding of the system, keep abreast of developments and enhance
productivity.
The Prime objective of the authority’s effort is to meet immediate medium and larger needs of
the organization. This implies that the authority’s training plans and projection should focus
attention on factors that would lead to improved revenue generation and sustained availability
of highly skilled manpower. This should be adopted as the main guiding principle for all training
The training department shall explore areas of the authority’s training scheme, which can be
extended to Port users and other Port related organizations with a view of ensuring smooth
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AIMS OF THE PROGRAMME
i. Good understanding of the authority’s corporate goals and objectives among the workforce.
iii. Motivated work force with sustained confidence and job satisfaction.
subordinates
vi. Attainment of employee’s sense of ownership of the organization and commitment to its
success
b. Overseas Courses
c. Marine Training
e. Local Courses
The Nigeria Port Authority equalled have a Technical Training Centre solely designed for
REF
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CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, attention will be focused on the collection and treatment of necessary data for
conducting the study. Information will be gathered from primary and secondary sources of data
using valid and reliable data collection instrument based on our research questions.
An explanatory research design will be adopted for this study and the aim is to show the existing
relationship between the variables. This will ensure an effective gathering and analysis of data
The target population is the Nigeria Port Authority employees. The total population of the
employees is about 600 in the entire complex and the research shall be limited to certain number
principle in selecting a sample is that it must as far as possible have the essential characteristics
of the target population. For the purpose of this research and easy collection, stratified sample
technique, where the population is divided into distinct strata is used, the sample size was 40
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persons comparising of male and female, junior and senior members of staff representing 5.5%
For the collection of primary data questionnaire was administered five (5) scale like questions
was used in the questionnaire having a range from Strongly Agree – Strongly Disagree and three
sections based on the independent variables; Training and development and dependent variables;
labour productivity.
For ease of comprehension, the data collected was analyzed manually with the use of
percentages, and frequency table. The responses gotten from the questionnaire, which was
designed according to the research questions, formed the basis for data analysis.
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CHAPTER 4
In this chapter, the responses are classified accordingly to sex, marital status, educational level,
job experience, age of respondent. Attempt is also made on the analysis of data gathering
The responses provided through the research questions and other relevant data is also analysed
As indicated in the previous chapter, a total of 40 questionnaires were distributed and all of them
were received, this number represents 5.7% of the total workforce of the organization. 8 of the
respondents were females representing 20% of the sample size while the remaining 32 of the
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TABLE 1
DISTRIBUTION BY SEX
From the above table, it is evident that there are more male employees than there are females, an
TABLE 2
DISTRIBUTION BY AGE
The result from the table above shows that the active labour force is within the age bracket of
31yrs – 45yrs representing about 87.5% of the a sample size, an indicator of a productive labour
force.
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TABLE 3
The above distribution shows that there are no workers or staff that is 5yrs and below in the
organization, an indication that recruitment is not a regular exercise. Those that have served
between 16yrs- 20yrs are more, representing 32.5% of the workforce and as we move down the
table we find out that the workforce reduces, from 32.5% to those between 16yrs – 20yrs to
17.5% for 21yrs – 25yrs and 12.5% for 26yrs – 30yrs; this labour turn over could be as a result
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TABLE 4
The statistics above reveals that the workforce comprises of educated personnel or that the
benefit of academic development is appreciated as of 50% of the workforce are read above the
Senior School Certificate level. It is not out of place that we have persons who never read above
O’ Levels in the Senior Staff, this set of persons are those who have put in many years in the
service and benefit from mass or general promotion, they do not get beyond certain level in the
organization.
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TABLE 5
The result above reveals that majority of the workforce are married; 36 persons representing
90% are married and only 04 persons representing 10% are not married.
ANALYSIS OF DATA
For ease of gathering and analyzing of data for this research study, the research questions were
included in the questionnaire, responses were provided by the respondent and the analysis is
The questions are divided into two (2) broad sections and each summed up with a title
applicable. Simple percentage and correlation techniques will be used in conjunction with tables.
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Expected responses will be graded by using a 5 likert scale ranging from Strongly Agree (SA) to
The analysis is carried out on the two parts of the questions; the totality of the first part shall be
the numbers of questions (12) multiplied by the number respondent (4) giving us total of 480
responses while the second part comprising of 8 questions shall give 320 responses in the
analysis proper, the Strong Agree response shall be tested against others.
A 70 76 146
U - 04 04
gt
gt = Grand total
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The expected value of the Strongly Agree response will be tested against the other responses.
The is done to show the relationship between the independent and dependent variables in the
research questions
SA
330 x 300
480 = 206.25
480
Others
480
480
4 x 300 = 2.5
480
4 x 180 = 1.5
480
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The results above are the value expected and the values in table 6 are those observed using chi-
Ei
Ei = Values Expected
206.25
123.75
91.25
54.75
( 0 - 2.5) 2 = 2.5
2.5
36
( 4 - 1.5) 2 = 4.2
1.5
X 2 = 2.73 + 4.56+4.95+8.25+0.9+4-2
EV = 27.11
Resultant Hypothesis
Decision Rule:
We reject the null hypothesis of independent at X = 0.05, if the computed value of the test
statistics, X2, exceeds the tabulated value of X2 0.95 for (r-1) ( c-1) degrees of freedom.
Before we take our decision e must compute (r-1) (c-1) degrees of freedom where
r= number of rows
=(2)(1)
= 2 degree of freedom
Decision
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Since 25.51 is greater than X2 0.95=5.991, we reject the null hypothesis at the 0.05 level of
TABLE 7
SA 120 75 175
A 30 25 55
D 30 20 50
SD 20 - 20
EV= rt x ct
gt
320 320
320 320
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55 x 150 = 34.38 20 x 200 = 12.5
320 320
320 320
From
X2 ∑ (0i – Ei)2
Ei
12.88 7.5
73.13
20.63
31.25
18.75
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(20 – 12.5) 2 =3
18.75
RESULTANT HYPOTHESIS
DECISION:
Since 12.18 (calculated) is greater than X2 0.95 =7.81, tabulated, we reject the null hypothesis at
From this brief investigation we can say that training and development is very necessary for
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CHAPTER FIVE
The challenge or problem which this research work is concerned with is determing the
relationship that exists between training and development and labour productivity. The methods
and procedures utilized in this study were designed to accomplish the purpose of the study.
• Manpower recruitment is occasional ad there are no employee lee than 5 yrs in the
service
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Data analysis were both descriptive and inferential. The use of percentage of frequency was
employed to determine the impact of training and development on labour productivity. Chi-
square test for indepence and homogeneity was used to determine relationship at 0.05% level of
CONCLUSION
From the analysis of the data, the following tentative conclusion can be made:-
• A strong relationship exist between training and development and labour productivity.
• Periodic recruitment of staff puts the few in service on their toes to work harder, hence
better productivity
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RECOMMENDATION
Based on the finding and conclusion of this study, the following suggestions are made:-
• Nigerian Ports Authority should pay more attention to her human resource
development.
• The Organization should invest in her human capital because money spent in training
booster
• Openings should be created more often in the organization for fresh hands as it comes
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REFERENCES
8,21 – 26
Larry R. Smalley One – the Job Orientation and Training, A Practical guide
to enhanced performance.
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Banjoko S.A (1990) Human Resources Management Employee Training and
Folayan Ojo (1998) Personal Management Theories and Issues: Training and
231 – 236
Dale S.Beach (1980), Personel, New York Macmillian Book Co, pg 372
National manpower Board (1980), study of Nig manpower requirement 1977 manpower studies,
no 2 Lagos pg 45
Rev Okwashi Alex Favor (1999), Evolution A new marine culture and relationship for eco Dev.
In NPA Pgs 4.
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