One of the major ways manufacturing industries invest in their work force for greater returns today and even in future is through the training and development of her employees.

Training is like sharpening of an existing skill in order to reflect the trends in technology and other socio-cultural environment of an industry. Productivity is the goal of today’s competitive industrial world this training can be a spring board to enhance productivity.

The major objective of training and development is to increase the efficiency of the employees which the resulting increase is corporate productivity. This accounts for why a large amount of funds and time are expended by the organization at one period or the other in the improvement of the skills of employees at various levels.

Manpower training and development is necessary for both employee’s morale and the organization’s output. As every one knows, manpower is the greatest asset of any organization and the organization can enhance the value of these assets by investing time and money in their improvement.

In view of the above, the researcher recommends that Mercedes Benz ANAMMCO should take the training of her manpower seriously and that there should be adequate management criteria for assessing employee’s performances.

TABLE OF CONTENT

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONRE

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objective of the study

1.4 Scope of the study

1.5 Research questions

1.6 Significance of the study

1.7 Definition of terms

CHAPTER TWO

REVIEW OF LITERATURE

2.1 Introduction

2.2 Manpower training and development defined

2.3 The problems of manpower training and development in Nigeria.

2.4 Designing a training programme

2.5 Sources of funds for manpower training and development

2.6 Incentives for promoting worker’s performance

2.7 Benefits of manpower development and training.

2.8 Summary of literature review.

CHAPTER THREE

METHODOLOGY

3.1 Research design

3.2 Population of the study

3.3 Determination of simple size

3.4 Sampling techniques

3.5 Instrument for data collection

3.6 Validation of the research instrument

3.7 Reliability of the research instrument

3.8 Method of administering

3.9 Method of data analysis.

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

CHAPTER FIVE

DISCUSSION, FINDINGS AND RECOMMENDATIONS

5.1 Discussion of results

5.2 Conclusions

5.3 Recommendation

5.4 Limitation of the study

References

Appendix 1

Appendix 2

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Word wide, manufacturing industries have grown tremendously in the last decade. Some of the industries are predominantly in the small scale sector employing mostly unskilled and untrained manpower. Besides, the increased consumption of various goods manufactured, the use of these goods for other purposes is increasing rapidly due to globalization and joint ventures with leading industries from the developed countries. There is the growing demand for improving the quality of products on par with the international standard. The demand for quality improvement and economic production can be met through development and induction of trained manpower. However, the development and training of this manpower is without no problem.

Manpower has been defined or referred to as people, humanity or society with all the needs, inspirations and capacities as an economic resource, also as the number of people available for work. The term can however be brought to common standard as the aggregate skills, attitudes emanating and consequent upon the quality and extent of education and training, providing a labor force with desired planning and organizing ability.

Manpower has to be planed by ensuring that an organization has the right number of people who posses the proper skills at the right time performing jobs that are useful to the organization. This can be done by auditing of present labor force in terms of skill mix, experience and location creating a viable method for forecasting manpower needs present volume of production, anticipating expansion changing technology etc, deciding critically skills and establishing plans for their allocation, analysis of the labor market and trends in demands and supply relationship and developing plans for meeting manpower strategies.

Development is synonymous with social mobilization. It is the process of moving people from a situation and propelling them through a system of planned indoctrination toward the ought situation and administration of things where certain aspects of the old yield to the new calculated to reinforce those values considered a sin qua non for accomplishing national development goals.