This project is a work on the role of staff training and compensation in public corporation, a case study of the Enugu state Agricultural Development corporation, this subject forms the foundation for all hypothesis laid on discovering the essence of staff training and compensation, how the presence or the absence of it affects the corporation. Different methods of training were treated, the methods that are applicable to staff base on the need of the individual staff compensation was found to be the major means of encouraging staff towards sustainability and increase in effort. It was discovered to serve as means of retaining the best incumbent in an organization, and at the same time increase moral. Questionnaire and interviews where used to collect the needed data, in the final analysis, the role that staff training and compensation play in public corporations were highlighted. The subject is not without its problems. Therefore, recommendations were made for the full benefits to be devised.

TABLE OF CONTENT

Titlepage- - - - - - - - i

Approval page - - - - - - - ii

Dedication - - - - - - - iii

Acknowledgement - - - - - - iv

Abstract - - - - - - - - v

Table of content - - - - - - vi

CHAPTER ONE

Introduction - - - - - - - 1

1.1 Background of the study - - - - 3

1.2 Statement of problem - - - - 4

1.3 Objective of the study - - - - 6

1.4 Significance of study- - - - - 8

1.5 Scope of the study - - - - - 10

1.6 Limitation of the study - - - - 11

1.7 Research Question - - - - - 13

1.8 Research Hypothesis - - - - - 14

1.9 Definition of terms - - - - - 15

Reference - - - - - - - 17

CHAPTER TWO

Literature Review - - - - - - 18

2.1 The public Corporation - - - - 18

2.2 Motivation and Compensation - - - 23

2.3 Staff Training - - - - - - 24

2.4 Methods of training - - - - - 30

2.5 Importance of Training - - - - 34

2.6 Ascon as an Agency of change - - - 37

2.7 The corporation- - - - - - 39

2.8 Compensation - - - - - - 40

2.9 What is compensation - - - - 41

2.10 Ways of compensation - - - - 44

2.11 Importance of compensation - - - 45

Reference - - - - - - - 46

CHAPTER THREE

3.1 Research methodology - - - - 47

3.2 Research Design - - - - - 47

3.3 Area of Study - - - - - - 48

3.4 Population of the study - - - - 49

3.5 sample techniques and sampling size - 49

3.6 instrument of Data collection - - - 50

3.7 Validation of the instrument - - - 52

3.8 Reliability of the instrument - - - 53

3.9 Method of Data collection - - - - 53

3.10 Sources of Data - - - - - 54

3.11 Sample size and techniques - - - 55

CHAPTER FOUR

4.1 Presentation and Analysis of Data - - 56

CHAPTER FIVE

Discussion, Recommendation and Conclusion

5.1 Summary of Finding - - - - - 69

5.2 Recommendation - - - - - 72

5.3 Conclusion - - - - - - 74

Bibliography - - - - - - 76

CHAPTER ONE

INTRODUCTION

No institution public or private rejoices at it’s stagnation or decadence. Every enterprise has it’s thought, the concept of having a recommendable output in whatever area of it’s specialization.

Organizations, therefore, have made various efforts in trying to be sustained at whatever level they believe to be comfortable, economically, socially, politically and technologically. Most other organizations seek to rise above their present level of output in physical production and or services.

Indeed, many public and of course, private enterprise have succeeded in breaking even, and going ahead to achieve efficiency to certain levels. Yet there remain many organizations that are yet to understand their instrument of progress, and the best way to manipulate them to achieve optimum result.

The staff always, in this organization quest for success, has remained an integral and invaluable part of the general body. An organization, indeed, is not without the members of staff. Associated to staff, in relation to the organization’s power and viability is training and due to motivation and compensation. Staff training and compensation are vital subjects that cannot be over emphasized.

This study shall consider their relationship between the enterprise, and a public corporation, the Enugu state Agricultural Development corporation and staff. Hence the role of staff training and compensation in the public corporation.

I shall preview the essence of staff training and the motivational effect of staff compensation in the corporation.

1.1 BACKGROUND OF THE STUDY

This study on the role of staff training and compensation in public corporation, a case study of the Enugu state Agricultural Development Corporation, is intended to look into the very important but overlooked subject of staff training and their various rewards in various ways.

This study will expose the essence of staff, attempting to bring it into its proper setting in organizational process. It shall also attempt to describe the various ways of training.

This study shall delve into proper attitude that should be about compensation of staff, and the various methods of compensation. The role of these two subjects, training and compensation cannot be over emphasized.

Thus, this study will do its best within the scope allowed it to alliterate the importance of staff of the Enugu State Agricultural Development Corporation.

This study shall also endevour to expose the inadequacies in the system of staff training and compensation with a view of proffering possible solutions for the benefit of the employee and the employer.

1.2 STATEMENT OF PROBLEMS

Adequate skills and relevant know-how in any particular field or discipline of endeavour are determining factors to a successful end and achievement of pre-determined objectives.

Corporations, public and private, seek always, therefore to employ and retain staff with proven dexterity to accomplish a bark. Such staffs, with high-level skill in a specialized area are valuable assets highly priced but scarce. They have come a long way and have a great wealth of experience.

Some researchers believe that 80% of lapses or instability noted in the Enugu State Agricultural Development Corporation is as a result of inadequate training facilities, trances and compensation.

In order to combat this, we must know

a. Why there is some employee’s decadence?

b. What factors can lead to skill acquisition?

c. What are the outcomes of adequate training and compensation to the corporation?

d. Who needs training

e. How are training needs identified

f. What are the various method of training that will contribute towards ameliorating the state of decadence?

g. What will be the impact of proper training and compensation?

h. Why such members of staff are scarce?

Proper consideration of the above listed problems will serve as a guide in curbing the menace caused by absence of training relationship between management and members of staff in the Enugu State Agricultural Development Corporation.

1.3 OBJECTIVES OF THE STUDY

Every institution and organization is result oriented while some are aiming at making profit, others may be aiming at offering the best social or public service.

The study on the role of staff training and compensation in public corporations a case study of Enugu State Agricultural Development Corporation is therefore, in objective Congratulate with the objectives of result oriented objectives.

1. Analyzing the relationship between the corporation and its staff.

2. Exposing the importance of staff training to the public corporation.

3. Finding out the best way for staff training.

4. Rediscovering the essence of staff compensation.

5. Showing the practical positions of training and compensation in the public corporations having the Enugu state Agricultural Development Corporation, as a case study.

6. Proffering solutions, where necessary, to problems encountered in the process of staff training and compensation.

1.4 SIGNIFICANCE OF THE STUDY

This study shall be significant in no small measure to administrators and managers of public and private enterprises as they are offered an opportunity to realize the great benefit that are derived from the training of staff and the great uplift that compensation of staff can give to any corporation.

A well-trained, well oriented staff is a security to himself and to the corporation. His security gives him confidence, this confidence pays off on the corporation Compensation is motivational and can relive a whole lot of social and economic problems. A well compensated worker has a sense of belonging and can claim to derive extrinsic satisfaction.

As managers and administrators grasp this ideal concept and put it into practice, then manpower development is already into a new realm of effectiveness and efficiency.

This study is significant, as well to the staff who tends to be trained and one who needs or discovers compensation. It would give him added advantage as he realizes the effects of his training on the corporation. It will consequently add to his intense training (and retraining) as they are made available in the corporation.

The problems within and around the systems, shall be a scratchier to the employer and the employee, who are using the solution proffered against the problems shall be able to reap bountifully, the benefits from the role of staff training and compensation in their individual corporation.

The methods of training staff as well as their compensation being numerous, as shall be revealed in this study, shall bean good reference from which any corporation could choose the best methods as they are applicable to them.

1.5 SCOPE OF THE STUDY

The scope is concerned basically were the subject matter lies heavily.

The role of staff training and compensation in public corporations. The impact of staff training in an organization is very important towards improving employees work efficiency. This will also help to to increase productivity of an organizations human resources. Compensation in the same vain serves as motivation to staffs. It also creates avenue for employees to feel happy while discharging their duties functionality of any organization be it private or public lays on how its workers are being taken care of. Staff compensation in public corporation cable employers to put in their best, to work without grievances and also helps to maintain organizational harmony.

1.6 LIMITATION OF THE STUDY

For the purpose of this project, this study shall extend only to the limits of available information on the role of staff training and compensation in the public corporation, a case study of Enugu state Agricultural Development Corporation.

This study however, attempts to explain the various factors that affect the researcher in the process of carrying out this research work.

Some of these constraints are noticeable in the following areas;

a. FINANCE: Inadequate financing was a primary limitation owing to the researchers being a student, and has a meager source of income; it was quite difficult to afford all the necessary materials to complete this work more efficiently and within time limits.

b. TIME: The Researcher experienced a lot of challenges as a result of time availability; non-adequate time available more especially combining the school activities and the research work.

c. FATIGUE: Some members in the personal office where absent in two occasions which built discouragement and fatigue as researcher was required to go over and over again which was a major reason for delay in assembling information as it relates to this study.

d. INABILITY OF PERSONNEL (STAFF) TO RELEASE INFORMATION: Some members of staff who are interleaved tend not to divulge certain relevant information, this posed difficulty to the researcher which almost lead to total discouragement.

e. INACCESSIBILITY OF DATA: Certain materials relevant to this course of study were achieved as such were not accessible to the researcher.

1.7 RESEARCH QUESTIONS

i. Howdoes adequate compensation promote hard-work?

ii. What role does compensation play in staff development?

iii. How does training and compensation lead to self security?

iv. How does training and compensation lead to job satisfaction?

1.8 RESEARCH HYPOTHESIS

For the background of this study, the following are the hypothesis related, in essence, to the subject in question. These are alternatives that are considered tentative from which solution subject to acceptation, approval or rejection may be derived.

Hi: Adequate training does lead to skill acquisition.

Ho: Adequate training does lead to skill acquisition

Hi: Adequate compensation must follow have work and dedication to service.

Ho: Adequate compensation is not necessary for hard working and dedicated staff.

1.9 DEFINITION OF TERMS

PROMOTION:

This is an appointment from a given position to another higher grade, it involves a change of duties for greater responsibility accompanied by change in title and normally rise in role.

ADVANCEMENT

This is a prescribed increment within the scale of pay appropriate to given position, no change in duties, title or responsibilities may accompany this.

RE-ASSIGNMENT

This is a change or development from one place to another remaining lender the same employing agency.

MOTIVATION

This is the inner drive to behave or act in a certain manner. These inner conditions such as wishes, desires and goals, activate to more in a particular direction in behavior.

SPECIALIZATION

This is when people specialize/ pay more attention to one thing or another which they are good at.

TRANSFER

This coved mean the movement of employee from one department to another. It provides the employee with vasatil knowledge or experience on the job he does.

ON THE JOB TRAINING

It is a form of training, taking place in a normal working situation.