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The institute was established in 1985 after the separation of NIPOST from its main
body, the Post & Telecom (P&T).
Training Policy
Generally, training is a service function
that provides Management with professional support as an organization strives to
achieve the objectives setting it up.
Specifically, training aims at increased effectiveness
in organizations through attitudinal change, acquisition of skills and knowledge
as well as self development.
Conventionally, Training was seen as a personal function which concentrated on giving newly recruited staff induction to enable them fit better in their respective roles in organizations. Also, from time to time, refresher courses were found relevant because of the need to update staff skills, knowledge and attitude in the accomplishment of tasks assigned to them which may be new or may involve technology new to them.
In the contemporary world of enterprise however, training has assumed a more dynamic and pro-active posture. Faced by a shrinking but more dynamic global system and controlled by increasing sophisticated technology, plus the intense competition occasioned by the above changes which have made the Human Resources in organizations even more intractable, training has become so central to organizational survival that organizations can only ignore it at their peril. It is in realization of the above that training at NIPOST is aimed at equipping the organisation’s workforce with the necessary skills, knowledge and attitudes to perform better on their job.
Philosophy
The philosophy of the Institute is to facilitate the acquisition of skills and knowledge aimed at attitudinal change, as well as encourage self development focused on increased efficiency and effectiveness in the Postal industry.
The main policy thrust of the Training and Manpower Development programme of the organization therefore aims at producing highly skilled personnel that will help in sustaining NIPOST leadership position in Postal Service delivery as well as ensuring Management excellence in all operational and non-operational arms of the organization.
Objectives of the Institute
a. To enhance effective use of human, material and financial resources
b. To provide personnel with equal opportunity for career development
c. To keep pace with the dynamics of the Postal industry.
To achieve these objectives, the Institute performs the following functions:
i. Works closely with Management to produce corporate business plans and strategies for the organization
ii. Formulates manpower development and training policies
iii. Produces training budgets for the organization
iv. Designs comprehensive training programmes.
v. Carry out job-related analysis and identify training needs
vi. Identify and recommend staff for further career development and, counsel them in that regard
vii. Liaise with relevant educational establishments, training organizations and professional associations on behalf of NIPOST
viii. Solicit for technical assistance, grants and fellowship from national and international agencies and bodies.
ix. Control and monitoring of all training resources
x. Offer consultancy services to outside organizations on Postal issues.
Types of Training
Training places emphasis on two critical areas:
i. Training for increased effectiveness and efficiency in the organization;
ii. Training for staff development.
Training for increased effectiveness and efficiency is carried out at the following levels:
1. Corporate and Orientation/Induction Level:
It is the policy of NIPOST that all newly recruited staff should undergo induction/orientation training before they settle to their schedule of duties. All new staff will spend a period not exceeding three months orientation training and six months pupilage. Should a general orientation of the organization change, it shall be the responsibility of the Training Institute to provide strategic guidance to the staff to cope with the new orientation and its challenges.
For any other training at this level, emphasis will be placed on what is likely to hinder the attainment of the organisation’s objectives in the following areas:
i. Increased productivity
ii. Improved standards of performance
iii. Elimination of delays
iv. Minimization of customers complaints
v. Introduction of new services to enhance effectiveness
2. Occupational Level:
Emphasis is placed on giving staff specific specialist additional knowledge, skills and attitudes which are necessary for the particular activity that is embodied in their job roles as spelt out in the organisation’s scheme of service, viz:
i. Postal Operation. The main focus here will be updating staff’s technical skills, improving their efficiency in mail delivery and customer relations.
ii. Professionals. The training for this group will be aimed at updating their competence in line with the changing technology in their professions.
iii. Management Development. This will focus on improving Management and Supervisory skills and attitudes, and keeping staff abreast with any relevant new knowledge that may enhance their productivity.
3. Individual Level:
Consideration shall be given to who needs the training as determined by:
i. Performance evaluation reports on the staff
ii. Staff at terminal points of jobs needing conversion
iii. Individual staff self-development aspirations with specific relevance to the needs of the organization.
iv. Succession plans for the organization
v. Staff requiring additional skills, knowledge and attitude to prepare them for new or special assignments.
Staff training at this level may take the form of on-the-job trainings, courses, workshops, seminars, study leaves, etc.
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