Abstract
This research was concerned with review of the impact of training on the effective perfonnance of an organization. The focus was on training of the workers and fi.mctional managers. Different scholars have defined the term training differently in different ways but with one concept of getting skills and knowledge to perform a job. Training therefore cuts across from workers to top-level managers, from new corners to incumbents of the job. Flippo (1984) suggests that, "Training is the art of increasing the skills of an employee for doing a particular job"J. This means that the training should be related to the task or the job one is holding and it must be aimed at improving his/ her performance. It is important ton ote that training is both on-the -job and off- the-job (On-the-job training is when the employees are given the required skills as they keep on executing their duties and Off- the-job training is when the employees are given the required skills when they are not performing their duties). Each individual has his/her own training needs. However, on the contrary the manager lacks knowledge and the competence of doing so and therefore most times unsuccessful in implementing training programme thus poor performance. Effective performance of an organisation refers to when an organisation is meeting its objectives and goals. Bemadian et al, (1995), suggest that," performance should be defined as the outcome of work because they provide the strongest linkage to the strategic goal of the organisation, customer satisfaction and economic contribution"2 This refers to accomplishment but also states that performance is about doing the work as well as being about the results achieved. In the context of this research, performance refers to when an organisation is achieving its objectives. The organizational perfomrnnce is achieved when every individual is performing or meeting their objectives
