STAFF TRAINING AND DEVELOPMENT AS AN EFFECTIVE TOOL IN ORGANIZATIONAL EFFICIENCY (A CASE STUDY OF NIGERIA POSTAL SERVICE LIMITED OWERRI)

Abstract

This paper examines the staff training and development as an effective tool in enhancing organizational efficiency. Staff training and development is basically a modern philosophy when emphasis continuous improvement in organizational objectives. These management concept hold that continuous improvement in staff training and development, it would lead to higher performance, lesser supervision, reduction of accident in an organizational. Finally, successful application of staff training and development is the bedrock for company’s continuous existence and growth particularly in a dynamics and higher completive environment.

 TABLE OF CONTENT

Title page

Certification  page                                                  ii

Dedication                                                      iii

Acknowledgement                                            iv

Abstract                                                         v

Table of content                                              vi

CHAPTER ONE

1.0. Introduction                                             1

1.1. Background of study

1.2. Statement of the problem

1.3  objective of the study

1.4  Research questions

1.5  Statement of hypothesis

1.6  Significance of the study

1.7  Scope of the study

1.8  limitation of the study

1.9  Definitions of terms

CHAPTER TWO

2.0. Literature review

2.1. Introduction (Other functions of the topic)

       References

CHAPTER THREE

• Research design and methodology

3.1. Research design 

3.2. Research Methodology

3.3  Source /Method of data collection

3.4. Population and sample size

3.5. Sampling technique

3.6. Validity/ reliability of measuring instrument

3.7. Method of data analysis

CHAPTER FOUR

4.0. Presentation and analysis of data

4.1. Introduction

4.2. Presentation of data

4.3. Analysis of data

4.4. Test of hypothesis

4.5  Interpretation of result (s)

CHAPTER FIVE

5.0. Summary, conclusion and recommendation

5.1. Introduction

5.2. Summary of findings

5.3. Conclusion

5.4  Recommendation

       References

       Appendix 1

CHAPTER ONE

1.0. INTRODUCTION

1.1. BACKGROUND OF THE STUDY

    Training and development has become the sources of strength of human resources when has taken organizations to greater heights due to complexities and still competition perform organization, it’s man power must continue to be developed and trained.

       Training and development is the process of putting somebody through a learning experience to perform a job. If a job were simple, there would be little need for employees to upgrade or change their skills. The current highly sophicated and complex nature of our society and organizations call for need to be trained and developed. Harrison (2002:342) said that training and development is formal and systemative modification of behaviour through learning, when occurs as a result of education institution development and planned experience. Grattern (1991:202) stressed that the fundamental aim of training and development is to help organization achieve it’s purpose by adding value to it’s key resources, the people it employs. So there is need for organization to invest in people to enable them perform better and empower them to make the best use of their national abilities. But the training and development philosophy of organizations differ which express the degrees of importance attain to them. Some firms in Nigeria both private and public sectors adopt Laisses peume approach believing that employees will find out what to do for themselves or through in the old phase sitting by “Nellie” other companies pay up service to training and development and indiscriminately allocate fund to it in the good time but in the bad time, these firms are the fires to cut their training budgets organization with a positive and development philosophy understand that they live in a world when competitive advantage is achieved by training higher quality people satisfied unless they invest in developing of their project work centered on NIPOST whose staff are not spared of the consequences of training and development philosophies.

• STATEMENT OF THE PROBLEM