CHAPTER ONE
INTRODUCTION
1.1
Background of the Study
Manpower Training is a purposeful
development of the required skills, knowledge and attitudes in an employee.
Bedeian (1987:45) defines manpower training as “the process of developing an
individual’s skills, knowledge and abilities so as to improve present and
future performance.” The specific advantages derivable from training are
varied, but the common denominator is improvement of employee performance.
Training becomes meaningful only if trained staff is effectively utilized where
they can apply the knowledge and skills gathered during training in the work
environment. Training is a costly exercise and the organization can only
justify such expenditure by utilizing the trained staff maximally towards the
attainment of organizational objectives which invariably culminate in improved
productivity.
Manpower training and utilization is a
tool employed by organization to equip their workforce to the accomplishment of
set goals and objectives. The internal structure of any organization is made up
of socio-technical arrangements which are deliberately designed to achieve the
objectives of that organization by doing the right thing at the right time and
in the right measure, (Olowu 1991:79). Manpower training and utilization
focuses on the objective of equipping the personnel in the service from the
point of their recruitment to that of retirement, so that manpower be kept
constantly ready not only to provide improved conditions in Nigeria but also
set the machinery for achieving accelerated growth and development within the
country. Manpower training and utilization is essential to
the existence and survival of organization. Olowu (1991:79), supports the above
school of thought as he points that manpower training and utilization enables
civil servants (employees) to acquire the relevant professional skills and
knowledge for effective performance. Drucker (1986:56) stated that:
A good organizational structure itself
does not guarantee good performance but it is the manpower training and
utilization that equips employees (civil servants) with the relevant professional
skills and knowledge that brings out effective and efficient performance.
Dye (1988:73) supports Drucker as she
opined that “when steps are to be taken to improve the quantity of employees
and overall organizational performance, attention naturally turns to the
process of training, education and utilization of employees”. According to Foot
and Hook (1991:98), manpower training and utilization is a planned process to
modify attitude, knowledge and skills or behavior through learning experience to
achieve effective performance in an activity or range of activities. Its
purpose in a work situation is to develop the activities of the individual and
to satisfy the current and future needs of the organization.
Manpower training and utilization,
according to Walker (1992:34), is specifically about providing a range of
learning experience in a work situation. An important part or aspect of human
resource management which is often neglected today in public today is manpower
training and utilization. This is because most organizations, the top
management regard training as of marginal importance and therefore gives it
only a token support. Many managers even think that manpower training is purely
a staff function for which the line managers have no responsibility. Even
managers or organization that institute training programme do so because that
is the fashionable thing to do. This is a misconception because we live in a
changing world, a world where people and things do change
rapidly and rapidly and continually, new technologies and new work procedures
emerge every day. People’s attitudes, beliefs, values, behaviors and taste
change, the super environment is not static, in fact, there is knowledge
explosion in the world which calls for additional and improved skills on the
part of both the works and management hence the part of both the workers and
management need training and retraining of manpower to make them cope with the
dynamic world work.
Whatever nature, training programmes for
staff should be aimed at providing the staff with the knowledge, skill and
attitude required for doing his present job and holding responsibility in
future in the organization. In the light of the above, one can safely assume
that human resource is the backbone and flesh of any cooperate organization,
society or a nation for that matter. Thus attention should be paid to human
element in addition to physical assets. The reason as Nwachukwu, (2000:40),
argued is that appreciable expansion of the physical assets of an organization
cannot be attained without the corresponding effort at seeking optimum
performance of the workforce in terms of efficiency ,effectiveness and
productivity.
Ubeku (1975:14) notes that employees who
have not received adequate training before being assigned responsibilities lack
the necessary confidence with which to carry out their jobs. He then suggests
that an employee should be helped to grow into more responsibility by
systematic training and utilization so that he will be confident enough to
carry out the responsibility of the job. This, according to him, is because
manpower training increases the employee’s belief that he knows what is
expected of him regarding the job, the knowledge of which enables him to
originate ideas as to how best to carry out the tasks of the
job. Conversely, those not trained tend to cling to methods they were shown the
first time they took over the job and are frightened at doing the job in a
different way because something might go wrong, and they cannot afford to take
the risk.
Nigeria immigration Service has
witnessed a lot of changes since it was extracted from Nigeria Police Force in
1958. The immigration Department as it was known then was entrusted with the
core immigration duties under the leadership of Chief Federal Immigration
Officer (CFIO). The department inherited the immigration ordinance of 1958 for
its operation. At inception, the department had a narrow operational scope and
maintained a low profile and simple approach in attaining the desired goals and
objectives of the government. During this period, only the visa and business
section were set up. On August 1st, 1963, immigration department
came of age when it was formally established by an act of parliament (Cap 177
laws of the Federal Republic of Nigeria). The head of department then was the
director of Immigration.
Thus the first set of immigration
officers formed were former Nigeria Police officers. It became a department
under control and supervision of the Federal Ministry of Internal Affairs, (www.immigration.gov.ng assessed 14th
July, 2014). The 2003 Act amended the Nigeria Immigration Service in order to
enhance its capacity to provide protection, monitoring and control of Aliens
extension of visa etc. in the bid to meet up with the assigned role and duties,
Nigeria Immigration Service is involved in the following: - Induction training
(not less than four months), administrative training, arms training, computer
based training, intelligence training, karate training. Thus, Nigeria
Immigration Service for Manpower training needs equipment to harness the
potentials in her human capital.
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