Impact Of Training On Productivity In Enugu State Civil Service, 1999 – 2006

ABSTRACT

The thesis “Impact of Training on Productivity in Enugu State Civil Service, 1999 – 2006”

was an attempt to make contribution to the ongoing debate on the Nigerian Civil Service

training and productivity that has been raging since the Nigerian Third and Fourth Republics.

It is not only an obvious but critical fact that Nigerians both in public and private sectors have

become interested on the Nigerian civil service, especially during the civilian dispensation of

1999 – 2006. The study isolated an important internal functional process within the civil

service and investigated the extent and the general dynamics of its practice within the context

of the Enugu State civil service. It focused primarily on the Impact of training on productivity

in the civil service in Nigeria, using Enugu State Civil Service as point of emphasis. The

philosophy behind staff training and productivity can be located on the quest for the most

effective and efficient means of attaining organizational objective through people coupled

with man’s inherent interest in his self actualization as an organizational man. The study

therefore investigates the pattern of the system’s self regeneration mechanism through the

competency development of its human capital. It assessed the training and productivity

programs existing in the ten ministries and departments used as case study in Enugu State

Civil Service. The primary instrument for data collection was the questionnaire. The

population of the study consisted of 6563 staff of the ten ministries and departments in Enugu

State Civil Service. One - way analysis of variance (one - way Anova) was used to verify the

significance of the observed difference among mean. It is aimed at finding if there is any

significant difference among mean performance of the sample. Prominent among the findings

of the research was that although the ten ministries and departments used as case study had

training schools, neither the training programs nor the staff attendance to the training program

were regular. The study also found out that neither the ministries nor departments saw

training of their staff as an investment. Worse still, the training programs were not

restructured from time to time. Based on the above findings, the study recommended that

appointments into the Civil Service should be reserved for professionals only who know the

value of training of staff for the growth of the organization they preside over. Adequate training needs assessment should be carried out before staffs are recommended for training