THE EFFECT OF STAFF TRAINING AND DEVELOPMENT ON THE ACHIEVEMENT OF ORGANIZATION GOALS (A STUDY OF ORUK ANAM LOCAL GOVERNMENT COUNCIL IN AKWA IBOM STATE)
TABLE OF CONTENTS
- Background of the study
1.2 Statement of problems
1.3 Objectives of the study
1.4 Research questions
1.5 Research hypothesis
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitations of the study
1.9 Definition of terms
REVIEW OF RELATED LITERATURE
- Brief introduction
2.2 Conceptual framework
2.3 Meaning of training
2.4 Development and training
2.5 Purpose of training and development
2.6 Techniques of identifying training needs
2.7 Importance of training and development in an organization
2.8 Training methods in an organization
2.9 Evaluation of training
2.10 Concept of organizational goals
2.11 Determinant of organizational goals
2.12 factors that influence organizational goals
2.13 Relationship between staff training and development and organizational goals achievement
RESEARCH DESIGN AND METHODOLOGY
- Brief introduction
3.2 Research design
3.3 Area of study
3.4 Population of the study
3.5 Sample and sampling technique
3.6 Method of data collection
3.7 Description of instrument for data collection
3.8 Reliability and validity
3.9 Method of data analysis
3.10 Decision rule
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
- Brief introduction
4.2 Analysis of Questionnaire Administered
4.3 Analysis of Questionnaire According to Research Question
4.4 Test of Research Hypothesis
4.5 Interpretation of findings
SUMMARY, CONCLUSION AND RECOMMENDATIONS
- Brief introduction
5.2 Summary of findings
1.1 Background of The Study
Staff training is the formal learning and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. It makes investing in people to enable them to make the best used of their natural abilities. It is the act of increasing the knowledge and skill of employees for doing am particular job.
Staff training is the process of increasing the skill and abilities of operative. Gupta (2006) defined staff training as the process of refining and increasing the skill and abilities of an individual toward the best performance of a particular job in which training is imparted. Agulana (2008) said training and development programmes are systematic and formal effort to assist employees learn new skills, improve their current skills and to facilitate their ability to perform in the organization. Since it is a well known fact that Job’ organization and people changes as time goes on perhaps in response should be mounted to keep employee in shape to perform effectively and efficiently
Staff training is “job oriented”, that is, it enable an operative to perform a specific job in which training is imparted in a better manner. Bankole (2011) described it as a short term systematic process through which an employee acquires technical knowledge, skills and attitude required to perform a specific task or job adeq uately. In essence, every training programme must necessarily effect new knowledge to enhance skill and be able to change attitude. Therefore, it is obvious that the objective of staff training is to achieve a change in the behavior of those trained with regard to the job or work situation. Hall (2012) defined staff training as a planned effort by an organization to facilitate the learning of job related knowledge and skill by its employees to improve employee performance and further organizational goals.
Staff training is effected especially through on “The job method” Mathis (2013) sees staff training as learning process where people acquire skill, concept, attitude or knowledge to aid in the achievement of goals. The designing of an idea or near ideal organizational structures and the formulation of volumes of policies and procedures by themselves cannot implement any organizational strategy, there is need to recruit, select, train and develop the personnel which will be charge with the responsibility of implementing the strategy, for the successful implementation of strategy, a trained dedicated and committed staff are required at all levels, the staff can make or mar the effective implementation of a choice strategy.
staff training emphasize on “increase technical skill of operative Ejifore (2008) analyze the Importance of staff function as the probability of the success of an organization which implies that no organization will ever succeed except the importance of staff function is highly furnish and embrace by managers in an organization. Nevertheless, staff function is that part of management which is concerned with people at work and their relationship within an organization. It is also regard for the well-being of and individual and of working groups to enable them the best contributions to the organization’s success. personnel department and can provide practical assistance in dealing with staff matters such as recruitment, selection, short listing of potential recruits, updating of a personnel, man-power planning Employees discipline, performance evaluation training and development.
This analysis was further underscored by a well known management theorist linker, of all the task of management, managing human component in the central almost important task because all other component depend on has well it office plant, computers and automated equipment. These components cannot be productive except human effort and direction is applied. Staff training is that enterprise function which is especially concerned with the management of human components in organization. And because of this human components pervade the entire organization which follows that performance of staff function or at least an important part of it revolve on all individual dud managers who in one or the other have responsibility for the training of one more subordinate in the organization.
The purpose of any organization in profit maximization, increase in productivity as well as image protection through effective management of personnel and material resources. And since the knowledge and skills possessed by an individual employee in determine his or her job performance, it is therefore important for managers to understand that workers should be trained from time to time in order to increase their performance and to enable the organization achieve its set goals effectively and efficiently.
1.2 Statement Of The Problem
It is obvious that no organization can grow without workers and workers themselves cannot be productive if they are not adequately train to work.
- Problem of addressing training need: if the training need of a particular department in a organization in not properly addressed, thus it poses a problem in such organization.
- Problem of formulating training policies and that of evaluation of the resources both financially and materially: it is the organization policies to conduct or undertake provide appropriate forms to five people for their work within the organization.
- Problem of pervading necessary specialist training officers: officers who will be responsible for the implementation of both training policy and effective management and co-ordination which will enhance efficiency. And if this is not done, it leaded to low performance of staff which will definitely result to low productivity.
1.3 Objective Of The Study
The basic objectives of this study are as follow:
- To examine whether the organization has made any conscious effort toward workers training programme and to what extend it has succeeded and failed.
- To ascertain through careful study whether workers training policy has been effected political, social and economical consideration.
- To examine whether organizations training programmes are effectively implemented.
- To ascertain the administration of personnel function and to pay attention to those factors that affect worker productivity in an organization.
- To make useful suggestions on ways of increasing workers’ performance based on training to achieve the organizational goals.
1.4 Research Questions
The following questions may arise in connection with the personnel training on the organizational goals.
- Does your organization embark on personnel training and development?
- Would you say that training and development of workers help to increase workers and organization’s productivity?
- Does the training program of the organization identity the task of job requirement of a particular job?
- Is training of staff one of the most motivating factors for job satisfaction and productivity?
- Does your organization adopt both internal and external training method to train their workers?
1.5 Research Hypothesis
Hypothesis is a testable, tentative and probable explanation of the relationship between two o ore variable that creates a state of affairs or phenomenon. It cans assumption whose validity, is to be established. Hypothesis could be divided into two namely: the
- Null hypothesis (Ho)
- Alternative hypothesis (Hi)
Null hypothesis states that no difference or no relationship exist between the variables.
Alternative hypothesis is the proposition that may be accepted if the statistical null hypothesis is rejected by the same evidence. It specifies the condition which will hold if the null hypothesis does not hold.
In other to obtain the purpose of this study, the researcher formulates the following hypothesis using Null (Ho) and alternative hypothesis (Hi)