ABSTRACT
This study is on the impact of Information and Communication Technology on employee training and development in Nigeria: A study of Abia State University, Uturu. The information and communication technology has become an invaluable tool for learning and research. The benefits are so enormous that there is no sphere of life without the information and communication technology. This is certainly true for tertiary institutions. Premised on this consciousness, the survey research design method was adopted in carrying out the study. The objectives of the study were to investigate how the use of Information and Communication Technology (ICT) has impacted on employee training and development in Abia State University, Uturu and to determine the factors that have constrained the functioning of Information and Communication Technology (ICT) facilities in Abia State University, Uturu .And finally to make appropriate recommendations on how to improve Information and Communication Technology (ICT) facilities for employee training in Abia State University, Uturu. The study revealed that incessant power failure, non-existent of internet connectivity among others were obstacles to information and communication technology on employee training and development in ABSU. The paper recommended among others that government should pay adequate attention to electric power supply such as solar energy and procure good generator machines to the institution as standby power source.
TABLE OF CONTENT
Title Page – – – – – – – – i
Approval Page – – – – – – – – ii
Certification – – – – – – – – – iii
Dedication – – – – – – – – – – – iv
Acknowledgement – – – – – – – – – v
Abstract – – – – – – – – – – vi
Table of Contents – – – – – – – – – – vii
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study – – – – – – – 1
1.2 Statement of the Problem – – – – – – – 6
1.3 Objective of the Study – – – – – – – 8
1.4 Significance of the Study – – – – – – – 8
1.5 Scope and Limitations of the Study – – – – – -9
1.5.1 Limitations of the Study –
CHAPTER TWO: LITERATURE REVIEW AND RESEARCH PROCEDURE
2.1 Literature Review – – – – – – – -11
2.1.1 The Nature and Objective of Employee Training and Development 12
2.1.2 Methods of Employee Training and Development – -13
2.1.3 Evaluation of Employee Training and Development – – -16
2.1.4 Functions of Management – – – – -18
2.1.5 Development of Information and Communication Technology (ICT) in Nigeria – – – – – – -20
2.1.6 The Imperatives of Information and Communication Technology (ICT) for Employee Training – – – – – -23
2.1.7 A Model of Information and Communication Applications for Employee Training and Development – – – – -25
2.2 Theoretical Framework – – – – – – -27
2.3 Hypotheses – – – – – – – – -31
2.4 Operationalisation of key Concepts – – – – -31
2.5 Research Procedure – – – – – – -33
2.5.1 Research Design – – – – – – -33
2.5.2 Method of Data Collection – – – – – -33
2.5.3 Population of the Study – – – – – – -33
2.5.4 Sample Size and Sample Technique – – – -34
2.5.5 Method of Data Presentation and Analysis – – – -34
CHAPTER THREE: BACKGROUND INFORATION ON THE STUDY AREA
3.1 Study Location – – – – – – -35
3.2 Geographical Location – – – – – -35
3.3 Academics Programs – – – – – – -36
3.4 Centres, Directors and Institutes – – – – -37
3.5 Economic Activities – – – – – – – -37
3.6 Industrial Potentials – – – – – – -38
3.7 List of Administrators and Governors of Abia State – -39
3.8 Map of Abia State – – – – – -39
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND FINDINGS
4.1 Data Presentation – – – – – – -40
4.2 Data Analysis – – – – – – -51
4.3 Findings – – – – – – – -54
CHAPTER FIVE: SUMMARY, RECOMMENDATIONS AND CONCLSION
5.1 Summary – – – – – – – -56
5.2 Recommendations – – – – – – – -58
5.3 Conclusion – – – – – – – -60
References
Appendix
CHAPTER ONE
INTRODUCTION
- Background to the Study
Manpower training is central to the success and sustainability of any organization. This is so because, of all other resources needed in an organization, manpower is the most and crucial for the organization to achieve its set goals and objectives. An informed and vibrant workforce is a big asset to an organization. Training physically, socially, intellectually and mentally is very essential in facilitating not only the level of productivity, but also the development of skilful personnel in any organization. Therefore, human resources are the most valuable assets of any organization. With sophisticated and modern equipment, materials and even sufficient funds in an organization, nothing gets done without manpower. It is recognition of this fact that Abiodun (1999:110) submitted that training is a systematic development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. It can take place in a number of ways, on-the-job, or off-the-job: in the organization or outside the organization or outside the organization. Similarly, Adeniyi, (1995:159) observed that manpower training and development is a work activity that can make significant contribution to the overall effectiveness and profitability of an organization. He therefore, provides a systematic approach to training which encases the main elements of training. The effectiveness and success of an organisation therefore that manpower in an organization needs to acquire relevant skills and knowledge in order to perform their duties creditably and make meaningful contributions to the success of the organizational goals. Usually, before training programmes are organized, efforts are made through individual and organizational appraisals to identify the training needs arising from skill gap. After the training and development programmes, an evaluation is carried out to ascertain the effectiveness of the programme in line with the need which had been identified. It follows that no organization becomes effective until the individual have and apply the required skills and knowledge. Thus the role played by manpower training and development cannot be overemphasized. Therefore, the need for organizations to embark on manpower development programme has become obvious. The absence of these skill development progamme in an organization, often manifests in three-fold problems of incompetence, inefficiency and ineffectiveness.
Training needs are basically required if there is any shortfall in employee performance or potential performance which can be remedied by appropriate training (Cole, 2002:60). There are many ways of overcoming deficiencies in human performance at work, and training is one of them. It is important to recognize this fact since sometimes, training staff are asked to meet needs which ought to be dealt with in some other way such as improving pay, replacing machinery or simplifying procedures. As lack of training is dysfunctional to organizational performance, adequate care should be taken to recognize when training is needed. According to Nwachukwu, (1998:210) indications that employees in any organization require training are the following: lack of interest in the job, negative attitude to work, low productivity, tardiness, excessive absenteeism rate, excessive complaints, low quality output, high incidence of accidents and insubordination. Whenever these conditions are experienced among staff. Nwachukwu contends that the organization should consider organizing training. As these situations are frequent occurrences in organization, the implication is that training has to be regular. Put precisely, training is a continuous process. It is along this principle, that the 1998 Civil Service Reform in Nigeria stated that training of Civil Servants will no longer be sporadic, unstructured and anemic. It stated further that training would henceforth be considered a right of Civil Servants and an obligation on the government. Once the symptomatic indicators of training needs have been observed the next important thing to do is to determine which areas, training is needed. This step is important because training could be a waste of time and resources, if the areas of emphasis in training are not precisely isolated. Therefore, the need for training has to be identified specifically before embarking on any training programme. In the view of Beach (1975:100) a rational way of identifying the area of training need, is to analyse the entire organization (people, job, technology, etc). This will identify troubled spots where training may help. This analysis involves the following steps: identify organization and production problems: low productivity, high cost, poor material control, poor quality and excessive grievance, excessive violation of rules of conduct and poor discipline, high employee turnover, excessive absenteeism and delayed production.
It also involves job analysis, employee appraisal and testing, collecting employee and managerial opinion: through interviews and questionnaire to obtain views regarding perceived problems areas and deficiencies which would indicate desirable training programmes. anticipating impending and future problems, expansion of business, new products, and new service, new designs, new plants, and new technology, as well as organizational changes, staff inventory and comparing the present staff resource with the forecast needs. Modern organizations are experiencing environments that are not only changing rapidly, but in particular, are increasingly subject to sudden irregularities. As a result, the sustained corporate success that extends over decades and is continuously expanding has come to be a luxury enjoyed by few organizations. The situation is inevitable, considering the fact that an organization is a corporate entity and a product of the society. Furthermore, the administrative work of various organizations is print-based. Various documents are kept in the form of records. These records provide information on the past, present and anticipated future activities of the organization including relevant information from the external environment, which aid decision making. The organisations cannot perform administration duties with accurate, timely, sufficient and relevant information. The deficiencies associated with storage, preservation and managerial process are very cumbersome. Consequently, alternative methods provided by information and Communication Technology (ICT) became very imperative.
The Information and Communication Technology is technology-based and knowledge-driven and is indispensable in the present age. Ward (1995:15) stated that Information and Communication is a collective term covering all those technologies hardware and software, dedicated to the capture, storage and processing, transmission, and presentation of information. The use of Information and Communication Technology in all spheres of human activities has changed the delivery of services in organisations. Computers are at the heart of the Information and Communication Technology revolution because they are fast information and Communication Technology revolution because they are fast information and processing machines configured to receive input in the form of information, systematically process the input and provide organized information that service the need of the user. It has the advantage of improving administrative efficiency and overall quality of management process.
