Project Materials







1.1 Background of the Research

Training and development of employees is regarded as the most essential element of good management. The ever-increasing technological sophistication, especially in this age of computer technology, has made it imperative for companies to adapt to changing circumstances. Human capital is the biggest asset of any firm, hence training for capacity building is essential for sustaining economic growth and development. Capacity building comprises investments in human capital, institutions, and practices essential for enhancing human capabilities, reorganizing institutions, and enhancing processes and procedures (Sanusi, 2002). Capacity development might also be defined as the internalization of the information, skills, and processes necessary for the efficient formulation, implementation, monitoring, and evaluation of predetermined goals. Yet, it might also be considered as a sequence of operations that an organization, industry, or even a nation must do in to continuously provide for itself, as well as the regular supply of skilled labor to satisfy its present and future needs (Anyanwu, 2002). In addition, quality training that equips employees with new skills, abilities, and methodologies is one of the most important factors for industries to prosper in the current environment. Therefore, it is prudent to invest in the skill development of workers in order to boost their productivity. In recent years, the Government of Nigeria has been concerned with the development of all workers in order to increase job performance and offer a firm foundation for those who are growing up. This may have influenced her choice to establish the Industrial Training Fund (ITF) to meet the training requirements of public and private sector employees. Since its inception four decades ago, the Industrial Training Fund (ITF) has organized and sponsored training programs, as well as encouraged a greater involvement of employers, particularly small employers, in the organization and development of training exercises that would result in the production of highly-skilled manpower to manage various aspects of the nation's economy. In light of the aforementioned, this study seeks to examine the functions of the Industrial Training Fund (ITF) in the training and development of employees and the capacity building for economic management in Nigeria. The connection highlights the significance of Human Resource Development Agencies (HRDAs) in developing a sufficient number of competent workers to suit the needs of the Nigerian economy. To the extent that this mission is accomplished successfully, the economy will be able to expand and compete competitively with other industrialized nations. Eke (2011) indicates that a country that fails to and utilize its human resource will not only lag behind in terms of industrialization and technical development, but it will also be doomed to eternal poverty. Fortunately, the Nigerian federal government acknowledges the need of training. 1971 saw the establishment of the Industrial Training Fund (ITF) as the nation's premier training organization, with the aim of fostering national industrial growth and development through methodical Human Resource Development. In accordance with its purpose, the ITF has implemented numerous Training Programs for Nigeria's vast indigenous labor . The Training Programmes are anticipated to bridge the skill-gaps between actual and desired job performance and equip employees with the required skills and competences that separate excellent from average job performance. However, despite the Federal Government's and ITF's emphasis on Training, there is still a scarcity of highly skilled labor in many sectors of the economy, according to information from numerous sources. Industrial Training Fund (2009) says that despite expanded training efforts, there is a human capital deficit in the performance of several economic sectors. In actuality, it appears that the Fund for Training has not yet had the expected effect on Nigeria's economy. These figures are worrisome because no nation that aspires to be among the 20 most developed economies in the world by 2020 can afford to have an insufficiently skilled labor force. What factors influence the ITF's numerous Training initiatives? The primary objective of the study was to evaluate the impact of ITF's Training Programmes and draw conclusions on industrial development. Impact Assessment is a process designed to examine whether a program had the expected effects on the individuals for whom it was designed and whether those effects were traceable to the program intervention. Without an Impact Assessment, credible information required to determine the weaknesses or strengths of a program's implementation would be difficult to get.

1.2 Description of the Problem

Despite ITF's efforts to accomplish its mandate of promoting and supporting skills acquisition in Industry and Commerce to satisfy the demands of the economy, it is essential to assess the contribution of its Training Programmes to client businesses in terms of economic growth and development. The requirement to evaluate the effectiveness of its Training Programs becomes essential. It is anticipated that the Nigerian labor force would possess the needed skills to have a substantial impact on industrial development. All signs suggest, however, that there is still a scarcity of highly skilled labor to push adequate industrial development. There has been a perception that our Human Resource Development Agencies' Training Programs are not as practical as expected in helping Trainees obtain employable skills. In addition, tremendous obstacles frequently develop because the responsibility of designing and delivering successful Training Programmes in any Human Capital Development Organization is supposed to be based on the identification of stated needs. Thus, a great deal of worry has been made over the outcomes and outputs of training contributions to the society's industrial development. For a nation in severe need of technological advancement, as outlined in vision 20:2020, the current situation of the workforce's skill level appears to be inadequate.

1.3 Objectives of the Research

Determine the function ITF plays in the training and development of employees.

Determine the sorts of programs offered for staff development within ITF

Determine the impact of ITF initiatives on Nigeria's capacity building and human resource development.

1.4 Objectives of the study

1. What function does ITF play in the training and development of employees?

What types of programs are offered for employee development at ITF?

Is the impact of ITF programs on capacity building and human resource development in Nigeria significant?

1.5 Scientific Hypothesis

Ho: ITF programs have no major effect on capacity building and human resource development in Nigeria

The impact of ITF programs on capacity building and human resource development in Nigeria is enormous.

1.6 Importance of the Research

This study, if finished, will be of vital value to labor employees in order to determine the quality of IF's training programs. It will be important for the government to assess the fund's performance and make any required recommendations. It will also enable non-contributing corporations or non-members to assess the fund's skill composition and determine whether it meets expectations. The will serve as a catalyst for funding solutions to the fund's operational problems, thereby offering answers where they are missing.

1.7 Scope of the Research

This paper examines ITF as an institution formed in State to provide industrial training. It has a headquarters in Jos and approximately 29 regional offices in other federation states. For the study, the Enugu Area offices would be utilized. Emenite Limited and ANAMMCO Limited will serve as examples of contributing and benefiting enterprises, respectively.

1.8 Limitations of the Research

Throughout the course of studies, financing the general research effort will be a struggle. However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly expected that despite these constraints, their impact on this research report will be small, allowing the study to achieve its purpose and significance.




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