INTRODUCTION
This chapter contain the following, the background of the study, statement of the problem objective of the study as well as significance, it also mainly for statement of hypothesis which is a testable, tentative propitiation that explain relation between two or more variable or phenomenon.
HISTORICAL BACKGROUND
Airtel as it is known today is not what is known as when it started operation. The company stated as Econet, later to Vodacom from vodacom the name was changed to V-mobile, from V-Mobile to celtel from celtel to Airtel.
Airtel as a company began mobile operation in 198, and since then, they have built network in 15 countries, under license that cover more than a third of the population of Africa.
Their original holding company, MSI cellular investment, change its name to celtel international in January 2004. The Kaduna branch of Airtel which commenced operation in 1998 is located at Yakubu Gowon way, opposite zenith Bank Plc 11 kaduna, it also serve as the regional headquarters.
LITERATURE REVIEW
This chapter is a review of related literature by authors in the field of study.
Lloyd, and Leslie (2004) define training as “a learing process that involves the acquisition of skill, concept rules or attitudes to enahce the performance of employee “generally, the new employee’s manager has primary responsibility for job training, they added that sometime this training is delegated to a senior employee in the department regardless, the quality of this initial training can have a significant influence on the employees productivity and toward the job.
Lyod and leslie (2004) also said that the economic social, technological and government changes significantly influences the job objectives and strategies of all organizations. Changes in these areas can make the skills learned today obsolete in the future.
Also, planned organizational changes and expansion can make its necessary for employees to update their skill or acquire new ones.
SUMMARY
This research work is on the topic “the impact of Training and development on organizational performance. A study of Airtel mobile communication, Kaduna regional office. In the research training was defined as the process of teaching organization members how to perform their job, current job and helping the acquire the knowledge and skill they need to be effective in their job performance.
Development was also defined as building the skill of organizational members so that they will be prepared to take on new responsibilities and challenges.
From the data collected, below are some of the major findings:
- Training and development helps to increase the performance of employees.
- Need assessment should be conducted to identify need that will also decide the method to be adopted.
- All employees irrespective of their post need Training and development.
- On-the-job-training is the fastest way of training for the employees.
- Training and development affects the performance of the organization.
- If the employees are not given the opportunity to learn more knowledge, the labour turnover will be high
