MANPOWER TRAINING AND UTILIZATION IN THE NIGERIA IMMIGRATION SERVICE, CALABAR COMMAND, 1999-2014.

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MANPOWER TRAINING AND UTILIZATION IN THE NIGERIA IMMIGRATION SERVICE, CALABAR COMMAND, 1999-2014.

ABSTRACT
This study evaluated manpower training and utilization in the Nigeria Immigration Service, Calabar Command between 1999-2014.The objectives of the study are: to evaluate if the manpower training in the Nigeria Immigration Service has enhanced the adequate protection of the Nigeria borders; if the trained staff of the Nigeria Immigration Service, Calabar Command were fully utilized and if the selection for training of staff in the Nigeria Immigration Service, Calabar is on merit. The study used both the quantitative and qualitative methods for data collection and descriptive qualitative and quantitative descriptive analysis for data analysis. Relying on the Organizational Learning Theory and ex-post-facto, the study discovered that manpower training has enhanced the utilization of staff in the Nigeria Immigration Service, Calabar Command; we also discovered that the criteria for selection of training in the Nigeria Immigration Service Calabar Command are on merit. It also found that the training which Nigeria Immigration Service Calabar Command acquired has helped them in the protection of Nigeria borders. Consequently, the study recommended that manpower training of any organization should be purely on merit, not to be politicized and the Federal Government in conjunction with the Minister of Interior should plan a well structured training program for the Nigeria Immigration Service, compensation policy should be introduced in the Nigeria Immigration to encourage proper utilization of staff in the organization, the federal government should adequately fund the training program of the Nigeria Immigration Service to make it attractive to the security personnel in the agency, the federal
government should provide the staff of the Nigeria Immigration Service with the adequate equipment for better job performance, re-orientation program should be organized for the populace by the National Orientation Agency, which should focus on the need that security of Nigeria borders is everyone’s business.
Table of Contents
Title = = = = = = = = = = = i
Approval Page = = = = = = = = = ii
Dedication = = = = = = = = = iii
Acknowledgements = = = = = = = = iv
Table of Contents = = = = = = = = v
Abstract = = = = = = = = = vi
Chapter One: INTRODUCTION
Background of the Study = = = = = = = = 1
Statement of the Problem = = = = = = = = 5
Objectives of the Study = = = = = = = 9
Significance of the Study = = = = = = = 10
CHAPTER TWO: LITERATURE REVIEW == = = = = 12
CHAPTER THREE: METHODOLOGY
Theoretical Framework = = = = = = = 44
Hypothesis = = = = = = = = = 48
Research Design = = = = = = = = 48
Methods of Data Collection = = = = = = = 51
Method of Data Collection = = = = = = = 55
Administration of Instruments = = = = = = 56
Reliability and Validity of Instruments = = = = = 57
Methods of Data Analysis = = = = = = = 57
Logical Data Framework = = = = = = = 59
CHAPTER FOUR- AN OVERVIEW OF THE NIGERIA IMMIGRATION SERVICE
History of the Nigeria Immigration Service = = = = = 63
Structure of the Nigeria immigration Service = = = = = 65
CHAPTER FIVE: THE IMPACT OF STAFF TRAINING IN THE NIGERIA
IMMIGRATION SERVICE, CALABAR COMMAND
Nigeria Immigration Service , Calabar Command Training Processes = 71
Nigeria Immigration Service , Calabar Command Training Methods and Techniques
= = = = = = = = = = =73
Nigeria Immigration Service Efforts to Enhance Protection of Nigeria Borders = 78
CHAPTER SIX: THE UTILIZATION OF STAFF AFTER TRAINING IN THE
NIGERIA IMMIGRATION SERVICE
CHAPTER SEVEN: THE MERIT SYSTEM IN THE NIGERIA IMMIGRATION SERVICE, CALABAR COMMAND
Definition of the term Merit System = = = = = = 125
The Merit System Principle in the Nigeria Immigration Service = 128
CHAPTER EIGHT: SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary = = = = = = = = = 137
Conclusion = = = = = = = = = 138
Recommendations = = = = = = = = 138
BIBLIOGRAPHY
APPENDIX I- QUESTIONNIARE
APPENDIX II- INTERVIEW

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