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1.1     Background to the Study

          Some years back, the concept of training and development of manpower in some business establishment were vaguely understood in most of our developing countries. This was supported by Dr. Akinku in his book “Nigeria Today” when he said; we are yet to find out what it is, are the 4m’s absent in our midst. All efforts to improve on our productivity yield no result. Referring to his 4m’s, he meant Man, Materials, Machines and Money.

          With the turn of events, and increased awareness both the developed and developing countries have come to appreciate the problem of employee development and training in many organizations.

          In his inaugural lecture on supervisor management training course. Layemo said that the basic problem of developing countries is not lack of natural resource but the underdevelopment of their human/manpower resources.

          In a similar perspective, Eze in his book” sources of management motivation”, showed that manpower in the third world countries are underdeveloped.

          In support of this, a report by Ashby of (1959:58) showed that manpower resources in the third world countries were still developing.

          Following Ashby’s recommendation, the National manpower Board was established in 1962. As a follow up, the manpower in 1963 undertook a comprehensive manpower survey which brought to governments notice the following.

a.     The quality of management in all level is one of the major problems of economic development.

b.     The need for effective co-ordination to avoid unnecessary duplication of efforts  in manpower training.

In 1969, the International Labour Organization (ILO) emphasized the inadequate of manpower development programmes in Nigeria which was necessary for her to carry out her economic development plan occasioned by the civil war, hence the need for rehabilitations, required to develop technical and progression of manpower training.

     The second National manpower development plan (1970:74) also said that there was high level of incompetence in positions in our industries and it identified the following factors as  being responsible for it

a.     Inadequacy of education and professional qualification

b.     Poor quality of employees

c.      Inadequate experience.

Irrespective of these poor quality skilled manpower, employers have neglected the need to train their workers for increased productivity and efficiency of their work. The federal government create industrial training fund in 1971 by decree No 47 and its main objective is to promote and encourage the acquisition of skills with a view to generate a pool of indigenous trained manpower sufficient to meet the developing needs of the country.


1.2     Statement of the Problem       

          As stated earlier, the setting up of the industrial training fund has the central objective of promoting and encouraging the acquisition of skills in industry and commerce. In essence, the ITF is expected to provide high quality personnel to man our manpower resource/organization. ITF always claim in its bulletin to have done a lot to meet manpower development needs of co-operation from employees of labour who need the training.

Their complaint entails

Nonpayment of contributions by contributing companies.

Some organizations fail to patronize them in their industrial training programme.

1.3     Purpose of the Study

          This study aims at investigating the activities of IF with a view to access the impact of its training programme on manpower development in the country. It would also see if there is justification for the little enthusiasm and greater critism being leveled on the ITF, in view of the above, the purpose of the study include:

1.     To ascertain whether ITF meets the training needs of the contributing companies.

2.     To determine the extent at which ITF’s training effect the acquisition of skills of its participant.

3.     To identify the place of industrial training in achieving organizational objective.

1.4     Research Question

          The study sought answer to the following questions.

1.     To what extent does ITF meets the training needs of the contributing companies?

2.     To what extent does ITF training affect the acquisition of skills of its participants?

3.     What is the place of industrial training in achieving organizational objective?

1.5     Significance of the Study

          This study when successfully completed will be immense important to employees of labour in order to know the quality and effect of industrial training programmes offered by ITF. It will be of importance to government to know how the fund has been fairing and make recommendations where necessary.

          It will also enable non-contributing companies or non member to know the skill content of the fund and decided whether the fund is living up to expectation.

          The analysis will act as a catalyst in funding remedies to operational problem of the fund thereby providing solutions where it is lacking.

1.6     Scope of the Study

          The scope of the study covers the roles of industrial training scheme on the development of manpower in business establishment in Anambra State

1.7     Definition of Terms

          It is pertinent to note that meaning of some words in a research of this kind misconstrued, therefore, there is need to define some special terms or words used in this regard to avoid misinterpretation.

ITF: Industrial Training Fund, it is a government established body that sees for the industrial training of students in tertiary institutions in Nigeria.

MANPOWER: They are workforce employed or hired in a business establishment to perform day to day activities, and rendering services to the public to maximize profit for business establishment.

TRAINING: This is a key factor in enhancing the efficiency and expertise of the workforce.

INDUSTRIAL TRAINING: It is a mandatory programme designed by Industrial Training Fund to bridge the gap in the academic curriculum and in the industry which helps students to develop skills and competencies they require to become employable.





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