INDUSTRIAL TRAINING FUND (ITF) WITH A VIEW OF KNOWING THE ROLES OF ITS TRAINING PROGRAMMES IN MANPOWER DEVELOPMENT IN THE COUNTRY.

Abstract: This study investigated the activities of industrial training fund (ITF) with a view of knowing the roles of its training programmes in manpower development in the country. Industrial training is the development of specific skills and attitudes needed to perform a particular job or services of job. A critical analysis of this definition shows that it is ambiguous. In an attempt to look into the problems, several literatures, studies and works were reviewed. A sample of 100 staff was selected from the population using simple random sampling method. Data were collected from both primary and secondary sources and presented in tables and analysed using percentage and frequencies. Hypotheses were formulated and tested using Chi square test method. It was discovered during the research exercise that training programmes of industrial training fund are not adequate for the industrial training requirements of the contributing companies. The findings also showed that there is incident of default in collection of annual training levies from firms and employers of labour do not arrange specific training for individual departments according to their needs. Following the above findings, the training programmes of industrial training fund (ITF) should be wide enough to cover specific needs of some contributing companies. This is because as it as now, it does not cover the needs of various companies.  The researcher also recommended that The duration of the training period offered by industrial training fund (ITF) should be extended so that specific needs of the contributing companies may be covered.

An Overview of industrial training fund (ITF) with a view of knowing the roles of its training programmes in manpower development in the country.

CHAPTER ONE

• Introduction
  •  Background of the Study

Few years ago the concept of training and employee development was very equally understood in most developing countries. Today, things are very dynamic that many developing countries and even developed ones have come to appreciate the benefits of employee development and training.

Yusufu (1999) argued that the basic problem of developing countries is not lack of natural resources. In a similar perspective the Ashby report of (2000) showed that manpower resources in the third world countries is under developed and following its recommendation, the national manpower board was established in 2003.

As a fellow-up the manpower board in 2004 undertook comprehensive manpower survey which drew the attention of government tot eh following:

1. The low quantity management in all level as one of the major problems of economic development.
2. The need for effective co-ordination to avoid unnecessary duplication of effect in manpower training.
3. The need to ensure that training programmes effects the frequency level and u of t Centre for management education and training Mimeograph (1973).

In 1969, the international labour organization also re-emphasized this inadequacy of manpower development programmes in Nigeria for her to carry out her economic development plan. In addition the civil way 1967-1970 caused a structural dysfunction of the economy so there is the need to rehabilitate the tremendous economic social and industrial set back of the civil war both in the private and public sector of the economy.

Yusufu (1999) stated that this economic rehabilitation require developed technical, vocational and professional manpower training.

The second national development plan (1970) also limited that there is lack of employment of Nigerians in high level position in our industries and it’s identified the following factors as hindering their recruitment to high level position.

1. In adequate management training.
2. Poor quality of subordinate employer
3. Inadequacy of educational and professional requirement
4. Inadequate experience

Inspite of these poor quality and quantity of the skill manpower Yusufu (1999) reported that employers have the need to train their workers for high productivity and efficiency of their work.

Accordingly, the federal government created the industrial training fund (ITF) in 8^th October 1971 by decree No. 47. Its main objective according to Dikko (2000) is to promote and encourage the acquisition skills in industries with a view of generating a pool of indigenous training manpower sufficient to meet the development needs of the economy. The decree also changed the governing council of the body to utilized all contributions made to it by employers of labour and subvention from government to encourage and promote the acquisition of skills in industries and commerce.

To these effects, the industrial training fund (ITF) became one of the bodies charged with the task of articulating the training of industrial manpower of the company.

In this respect, it will be of interest to investigate the impact of its training programme in manpower development in the country.

1.2     Statement of the Problem

As stated earlier that the setting of industrial training fund (ITF) has the central objective of promoting and encouraging the acquisition of skill in industry and commerce.

In essence, industrial training is expected to help in providing high quality personnel to manpower industry and commerce. So far, we have no way of knowing what has been achieved.

Industrial training fund (ITF) and manpower development in Nigeria (2000) in its bulletin claimed to have done a lot to meet the manpower need of our economy but complaints of employers of labour who need the training remain a matter of speculation.

On the other hand, employers of labour criticized the fund adversely. They claimed to have not benefited from industrial training fund (ITF). They argued that the courses approved by ITF are general and made specific to the individual and employers needs. As of now, we have no hard facts on the picture of things. Is the industrial training fund programmes . this study is intended to contribute towards answering these questions.

1.3     Objectives of the Study

The major objective of the study investigates the activities of industrial training fund (ITF) with a view of knowing the roles of its training programmes in manpower development in the country.

The specific objectives are:

1. To identify the kinds of training programmes offered by industrial training fund to the employer of labour.
2. To identify the problems facing the industrial Training Fund (ITF) organization
3. To find out how industrial training fund affect the work performance of participants.
4. To find out if industrial training fund has improved the manpower needs of the nation

1.4     Research Questions

1. What are the kinds of training programmes offered by ITF to the employer of labour?
2. What are the problems facing the ITF organization?
3. Is there improvement in the job performance of employees after the industrial training?
4. Has industrial training fund have improved the manpower needs of the nation?

1.5. Scope of the Study

The study covers industrial training fund (ITF) as an institution established to organize industrial training in Nigeria industrial training fund (ITF) has its headquarter in Jos with 22 area offices all over the federation, although efforts are geared towards establishing area offices in each of the states in Nigeria.

1.6     Research Hypotheses

Hypothesis 1

Ho: The training programmes of industrial training fund (ITF) are not adequate for the industrial training requirements of the contributing companies.

Hi: The training programmes of industrial training fund (ITF) are adequate for industrial training requirement of the contributing companies.

Hypothesis 2

H_o: There are no significant improvements in job performance of employees after training session with industrial training fund (ITF) .

H₁: There is significant improvement in job performance of performance of employees after training session with industrial training fund (ITF) .

1.7     Significance of the Study

The importance of this present study can easily be seen, principally, the outcome of the study will be of immense importance to employers of labour to know the quality of the training programmes offered by industrial training fund (ITF) . It will be of great importance to government who established the scheme since 1971, in knowing how the fund has been faring and how where to make amends. It will also enable the non-members of industrial training fund (ITF) to know the skill content of the fund and decide whether to use it or not. In the same manner, it will put interested parties in a better position to ascertain whether the fund is alive to the objective (in raising skilled manpower for industry and commerce) in which it was set up.

Finally, the analysis may act as a catalyst in finding remedies to the operational problem of the fund.

1.8     Definition of Terms

Training:   The acquisition of knowledge, skills and competencies as a result of the teaching of vocational or practical. The action of teaching a person or animal a particular skill or type of behavior through practice and instruction over a period of time.

Manpower: The number of people working or available for work or services. Total supply of personnel available or engaged for specific job or task.

Skill: Learned ability to carry out a task with pre-determined results often within a given amount of time.

Programme: A planned series of future events, items, or performances. A sheet or booklet giving details of items or performers at an events or performance.

ITF: Industrial Training Fund.