TABLE OF CONTENTS
Title Page
Abstract
Table of Contents
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Research Problem
1.3 Justification for the Study
1.4 Aim and Objectives
1.5 Scope and Limitations
CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 Nature and Problems of Craft skill Training
2.2 The Need for More Craft skill Training
2.3 Training Design Process in the Construction industry
2.3.1 Training Need and Training need Assessment
2.3.2 Training Design Process
2.3.3 Training Implementation
2.3.4 Training Evaluation
2.4 Sources of Information Training Need Assessment
2.4.1 Sources of Information for Organization Need Assessment
2.4.2 Sources of Information for Task Need Assessment
2.4.3 Sources of Information for Individual Need Assessment
2.5 The impact of Training and Craft skill Formation in Developing Countries
2.6 Training Concept
2.7 Basic Steps in Establishing Training
2.8 Categories of Skill Manpower in the Construction Industry
2.8.1 Construction Professionals
2.8.2 Sub Professionals
2.8.3 Craftsmen
2.9 Craft skill Training Methods
2.9. On-site training
2.9.1 Purpose of on- site Training
2.9.2 Training Methods under on-site Training
2.9.3 Benefits of on-site Training
2.10 Off- site Training
2.10. Some Training Methods under off-site Training
2.10.1 Vocational or Technical Education
2.11 Formal and Informal Training
2.11.1 Formal Training
2.11.2 Informal Training
2.11.3 Advantage of Informal Training
2.11.4 Disadvantage of Informal Training
2.12 Organization Associated for Craft skill Training
2.12.1 The National Board for Technical education
2.12.2 The Industrial Training Funds
2.12.3 National Directorate of Employment
2.13 Militating Factors against craft skill training
2.13.1 High Cost of Training Craftsmen
2.13.2 Aging and Retirement of Skill Workers
2.13.3 Lack of Assessing workers training needs
2.13.4 Certification of Skills
2.13.4 Greater Use of New Technology
2.14 The Role of Professionals Bodies in Training Craftsmen
2.14.1 Nigeria Institute of Builders
2.14.2 Nigeria Society of Engineers
2.14.3 Nigerian Association of Engineering Craftsmen
2.15 Courses of Skill Shortages
2.16 Effects of Skill Shortages
2.17 Solution to Craft Skill Shortage in the Construction Industry
CHAPTER THREE
3.0 RESEARCH METHODOLOGY
3.1 Preambles
3.2 Sampling Technique and Sampling Population
3.2 Data Collection Techniques
3.2.1 Need Assessment Survey
3.3 Data analysis Techniques
CHAPTER FOUR
4.0 DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation
4.2 Data Analysis
CHAPTER FIVE
5.0 SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusion
5.3 Recommendations
REFERENCES
APPENDICES
ABSTRACT
Training of construction craftsmen in the Nigeria construction industry which should have enhanced productivity and competitiveness has suffered a lot. This study assessed craft skills training needs in the North-western Nigeria. The objectives of the study included identifying general and specific craft skill training need, extent of the need, militating factors against craft skill training and effective training methods. Purposive sampling technique was used in administering questionnaires (140) to professionals (40) and some selected craftsmen (100) within small, medium and large construction companies in the North- western Nigeria. Questionnaire survey was used to collect data from craftsmen on site and professionals that are directly involved in building production. Mean score and standard deviation of each item was determined and ranked accordingly. SPSS version 16.0 was used in this analysis. The study revealed that, lack of assessing worker‟s training needs prior to training program has a mean score of (3.308), lack of adequate tools / equipment has (3.189) and high cost of training has (3.126), and these were ranked high among the major factors militating against craft skill training. Understanding drawing has a mean score of (3.304), basic safety has (3.284) and multi skilling has (3.170), and these were among the training areas that should be given higher priority in training craftsmen under study. For effective craftsmen training methods, the result shows, traditional apprenticeship training has a mean score of (3.304), practical demonstration has (3.018) and on the job training has (2.996). It was concluded that assessment of craft skill training need is an important strategy through which construction companies identified and respond to their training areas in their respective companies. It was recommended that master craftsmen (foremen) should be encouraged and supported to train craftsmen on site.
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
The construction industry is the sector of the economy that plans, designs, constructs, alters, refurbishes, maintains, repairs and eventually demolishes buildings of all kinds (Jaggar, and Smith 2000). Construction industry in Nigeria is built on a foundation of skill craft workers who are primarily supplied through various sources such as craft training institutions, vocational or technical colleges, on the job training and apprenticeship (Yakubu, 2003). Ubenyi (1999) and Anigbogu (2002) opined that the labour-intensive nature of construction activities in Nigeria was attributed to the predominance of large number of small-scale construction firms that rely solely on skilled and unskilled labour for their operations.
Some studies (Obiegbu, 2002; Bokinni, 2005 and Njoku, 2007) have indicated the existence of shortages of quality craftsmen in the Nigerian construction industry. Some of the root causes of the shortages are as follows; aging of skilled craft workers in the industry, decline in the number of new entrants into skilled trades, poor funding and ineffective state of vocational education and training system in the country. Other causes include poor image associated with construction labour as work done by less intelligent people, lack of commitment by government and the construction industry toward training and development.
The Oxford English Dictionary defines training as “practical education in any profession, art or craft”. Ying, et al. (2008) also defines training as identifying, assuring and helping to develop the key competencies that enable individuals to perform current or future jobs. Training in this context, is seen as an activity which is concerned with making employees more articulate and efficient in the performance of their current tasks.....
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