TRAINING AND DEVELOPMENT AS AN AGENT OF INCREASE IN PRODUCTIVE CAPACITY

This research work is poised to look into the Impact of training and development as an agent of increase in productive capacity (A Case Study of University of Abuja, Gwagwalada) The study is aimed at examining the Impact training and development has on the staff of tertiary institutions in the country particularly on University of Abuja, Gwagwalada, as well as reviewing relevant literatures on the types of training, training responsibility, training and development needs, evaluation of training and the benefits training has on staff development. The researcher used both primary and secondary sources of data. In analyzing the data, the use of simple percentage method was adopted for easy understanding. It was revealed after the. After review and updating various works written by different authors in relation to training and development, useful recommendations were made which will go along way in education various organizations on the best method of training to be adopted in increasing performance in their organizations.

 

CHAPTER ONE

INTRODUCTION

1.1  BACKGROUND TO THE STUDY

Managers and management researchers have long believed that organizational goals are unattainable without the enduring commitment of members of the organization.

Productivity is a measure of the efficiency of a person, machine, factory, system etc., in converting inputs into useful outputs. Productivity is computed by dividing average output per period by the total costs incurred or resources (capital, energy, material, personnel) consumed in that period. Productivity is a critical determinant of cost efficiency.

All organizations are concerned with what should be done to achieve high levels of performance through theory. This means giving close attention to how individuals can be best motivated through such means as incentives, reward, leadership and importantly what they produce and the organization content within which they carry out the work.

Training and development of works are vital programmes necessary for the growth, efficiency and sustenance of any viable organization. This is because workers would be prepared to handle their job perfectly if they are adequately trained and developed.

In some organization, training and development are very informal and unstructured whether or not the system is to invest in the education and development of its employees by formulating and implementing a human resources development strategy that includes programmes, objectives and procedures for development and off the job training and other learning experience.

It is important to note that staff training should be accorded much prominence. This perhaps might be borne of the saying that ‘’training and development of labour force is their corner stone of any organizations survival and needs a positive approach to objective realization’’.

It is the responsibility of the personnel department to formalize training policies and draw up training programmes for the various levels of workers in any organization, however all line managers should endeavour to contribute to the training of their subordinates on the job.

The purpose of training is to give employees at all level sufficiently and prepare them for the higher responsibilities.

The advancement in modern technology calls for training and development of staff in order that they might be able to cope with challenges in the job situations, such as the introduction of the new machinery and equipment the training and experience from school of learning is not enough for the workers to the early month of employment.

Training has always been an essential part of human life particularly in the working environment workers perform better if they are trained in the skills necessary for their jobs, and managers are better leaders if they are knowledgeable about happy productive staff. The concept of training predates history. One of the earliest types of training was on the job training (OJT) which is still in wide use today. On the job training (OJT) involves learning the skills. The experienced workers teaches the inexperienced how to perform tasks. This types of training is very useful and extremely cost effective as it requires no organized lessons, workshops or programmes of the job site. Trianign through the use of conceptual case studies began in China in 4th century B.C. Taosta and confusionist presented parables to their students and asked them to contemplate possible solution to them. The case study is in wide use today, mostly in professional schools. It is an effective tool to encourage learners to think philosophically about difficult and problematic situations without having to experience them first hand as time went on, modern theories of psychology, training and staff skilled, knowledgeable, and motivated Abraham Maslows and Fredrick Herzberg developed separate but related motivational theories that are often used when developing staff training programmes their theories are concerned with motivational factors related to career and personal growth.

1.2  STATEMENT OF THE PROBLEMS

Great advancement and changes in technology have occurred in offices, nowadays, training and development have become necessary to improve the performance of the employee and increase the productivity of the organization.

Many organization do not have substantial budget for training and development and in some organization, training need for workers are created to handle training need for workers and in some other organization, specialist are employed to design, develop and administer the training and development programmes of their workers.

This research work is an attempt to critically determine the impact of staff training and development in tertiary institution and to determine the extent to which the impact of staff training and development can brings about increase in the performance of the workers.

Also, there will be increase in the productivity of the workers as a result of the impact of staff training and development.

Therefore, the problem to investigate is the impact of staff training and development in tertiary institutions with special reference to University of Abuja, Gwagwalada.

Also to determine if there is any increase in output or services as a result of lack of training and development.

1.3  OBJECTIVES OF THE STUDY

This research work was carried out to find out the impact of staff training and development in tertiary institution. The study was aimed at:

1. To ascertain the impact of staff training and development on employees performance.

2. To provide information on the benefits of staff training and development.

1.4  SIGNIFICANCE OF THE STUDY

Since good performance of employees is upon which every organization stands employee training and development are very important. The research work sill be of benefit to the researcher, it will enlighten him on the impact of staff training and development in tertiary institutions. The result of the study will as well help management of tertiary institutions to know the needs of training employees.

It stimulates managers to create training programmes for employees. It improves the quality of manpower in tertiary institutions.

It serves as a reference materials to intending readers and student who may wish to carry out further research on similar topic.

1.5  RESEARCH QUESTIONS

In an attempt to carry out this research work, the following research questions have been put forward;

1. What are the impact of staff training and development in tertiary institutions

2. What are the conditions requiring training and development in tertiary institutions

3. What are the benefit of staff training and development in tertiary institutions.

1.6  SCOPE OF THE STUDY

This study would consider the impact of staff training and development in tertiary institution. Using University of Abuja, Gwagwalada as a case study. This research work would consider the effects of human resources training and development on workers productivity. This research study would also consider the effective programmes put up by University of Abuja, Gwagwalada to promote efficiency and high productivity within 2008-2011 respectively.

1.7  LIMITATIONS OF THE STUDY

There is no doubt, that every human endeavour is an engaging venture and this comes along with a lot of challenges and limitations. This limitations of the research work are or may be;

Time constraints: Due to the limitations for the presentation of this work, coupled with high academic schedule, the researcher was unable to get adequate data for the purpose of this work.

Attitude of respondents: The indifferent and uncooperative nature of certain respondents to give coherent answers and unwilling to spare time to fill questionnaires.

Inadequate funding: Carrying out a research of this nature not doubt will some financial implication which includes getting relevant material like books newspapers, magazines etc that would aid a good research work.

1.8  ORGANIZATION OF WORK

For easy understanding and comprehension of this study, the study is divided into five chapters.

Chapter one shall include background of the study, statement of the problem, purpose of the study, significance of the study, research questions, scope of the study and limitations of the study.

Chapter two contains review of literature, meaning and definition of training and development, types of training responsibilities, training and development, types of training responsibilities, training and development needs, evaluation of training condition requiring training, and benefits of training and development.

Chapter three covers the history of University of Abuja, research design, method of data collection, research instrument used, validity/reliability of instrument used and data analysis procedures.

Chapter four covers data presentation, analysis and discussion of findings