Developing Country Studies ISSN 2224-607X (Paper) ISSN 2225-0565 (Online) Vol 2, No.4, 2012
Employee’s Training and Development for Optimum Productivity: The Role of Industrial Training Fund (ITF), Nigeria Aroge, Stephen Talabi Ph.D. Department of Arts Education, Faculty of Education, Adekunle Ajasin University, Akungba-Akoko, Ondo State, Nigeria firstname.lastname@example.org Abstract The purpose of this study is to determine the contributions of Industrial Training Fund (ITF) to employee’s training and development in Nigeria. Survey research was used in order to carry out the study. Three hundred and sixty (360) respondents from university and polytechnic students, Nigeria Labour Congress and Nigeria National Petroleum Corporation (NNPC) were sampled. Three research questions were generated from the literature review, questionnaire on the contributions of ITF to manpower development in Nigeria, and the responses elicited from respondents were numerically quantified, tabulated and analyzed using the Likert Scale. The analysis shows that Industrial Training Fund (ITF), since its inception has been contributing immensely to manpower development in Nigeria through its various programmes which include direct training targeted at employees both in public and private sector, reimbursement and grant scheme, student industrial work experience scheme (SIWES), research and consultancy services, among others. Based on the findings, it is recommended, among other things, that more funds should be made available to the organization so it can also take care of students studying education in institutions of higher learning through its reimbursement and grant scheme, and that special training programmes should be organized under the auspices of Industrial Training Fund (ITF) to cater for those who are unemployed for the purpose of raising small business entrepreneurs. Key Words: Training, Development, Employee, ITF, Organization. Introduction Employee’s training and development is seen as the most important formation of any competent management. The reason is not far-fetched, the ever increasing technological sophistication especially in this age of computer technology has really make it compulsory for organizations to meet changing situations. Training for capacity building is central to sustain economic growth and development because human capital is the greatest asset of any organization. Capacity building entails investment in human capital, institutions and practices necessary to enhance human skills, overhaul institutions and improve procedures and systems (Sanusi, 2002). Capacity building could also be defined as the internalization of the knowledge, skills and processes that enable the formulation, implementation, monitoring and evaluation of set goals in an efficient manner. Yet, it could be viewed as a series of activities, which an organization, enterprise or even a nation needs to undertake to provide for itself, on a continuous basis, as well as the regular supply of skilled manpower to meet its present and future needs (Anyanwu, 2002). Moreover, one of the major principles needed by industries to succeed in this current situation is quality training that will equip the employees with new skills, competencies and techniques. Hence, it is good policy to invest in the development of workers’ skills, so as to increase their productivity. In the recent years, Federal Government of Nigeria have concerned with the development of all workers to improve performance in their present job and to provide a solid basis for those who are growing up. Perhaps, this influenced her decision in establishing Industrial Training Fund (ITF) to cater for the training needs of employees in public and private sectors. Since four decades of its formation, Industrial Training Fund (ITF) has been organizing and sponsoring training programmes and also encouraging greater involvement of employers, particularly small employers, in the organization...
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