THE IMPACT OF TRAINING AND PERSONAL DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY (A CASE STUDY OF DELTA STATE UNIVERSITY, ASABA CAMPUS)
The study is aimed at examining the impact of training and development on productivity in public service, with a focus at the Delta State University, Asaba Campus. The objective of the study is to determine how training and sta development has enhanced productivity in the Delta State University, Asaba
Campus. The data collected during the course of the study were primary and secondary data. The primary sources of data include the questionnaire and personal interview. While the secondary sources of data are those gathered from published work e.g textbooks and journals. The study has shown that training and development play a vital role in organization and that it enhances productivity. Finally, the investigation reveals that productivity has direct relationship with human resources training and development since it has been observed that employees perform their job better when they are trained.
1.1 BACKGROUND OF THE STUDY
Training and development have become a very important and pivotal phenomenon in most organization including the civil service. As is well known, it is important to observe that in the civil service, for example, productivity and output are functions of the employee’s abilities and these abilities are enhance through training and retraining. To sustain this tempo, the Delta State Civil Service has established the Sta
Training Centre where courses and training programmes in the Secretarial Cadre are mounted for serving oicers. In addition to the above, oicers are deliberately encouraged to embark on programmes and innovations are aimed at improving the overall performance of the employees on their jobs, which in the long run will lead to increased productivity and increase job satisfaction. Also, training and development would lead to reduced supervision and increased motivation of stain Delta State University, Asaba Campus.
In the course of this research work, attempt would be made to make a distinction between Training and Development. Ekakitie (2009) state that training involves the process of developing skills and training concepts, rules or attitudes to increase the effectiveness of doing a particular job.
Sikula (1970) state that development is a long term educational process that utilizes a systematic and organized procedure by which management personnel learn concepts and theoretical knowledge for general purposes. Another scholar, G. A. Cole defines training as “the preparation for an occupation of for specific skills.