Impact of training on productivity in enugu state civil service, 1999 – 2006

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