THE EFFECT OF STAFF TRAINING AND DEVELOPMENT ON PRODUCTIVITY OF AN ORGANIZATION (A CASE STUDY OF URUAN LOCAL GOVERNMENT COUNCIL)
CHAPTER ONE
GENERAL INTRODUCTION
1.0 INTRODUCTION
The objectives of every organization, whether manufacturing or service rendering organizations, require a fundamental pulling or human, materials and financial resources to accomplish the desired organizational output. However, all other resources cannot be properly articulated for the organization of the desired goal without the support of human resources. Plants, offices, computers, automated equipments, will be unproductive except with human effort. The development of any organization depends largely on its human resources. Therefore, management is conceptualized as the process of achieving the goals of the organization by training and developing the staff on high productivity. The research is conducted in Uruan Local Government Council being an organization to realize the effect of staff training and development on productivity in Uruan Local government Council and to know whether the Council organized staff training programmes for its staff.
1.1 BACKGROUND OF THE STUDY
In order to perform this crucial role in the organization, there is need to train and develop the human resources of the organization. Above all, the world is dynamics and in order to keep abreast with the changes on this organization. Environment, staff training and development had become imperative. In local government, it is believed that is immaterial installing computer in the ministries when most of the typists have not been trained on how to use them. This emphasized the need to train and retrain these typists for them to be computer literate, in order to make effective use of the computers for further productivity.
In view of the changing operating environment and these introduced by technological development the human resources must change to keep pace with the change day times. There must be a deliberate training of men and women for new task and for new ways of behaviour. Staff training, according to Rae (2001) is on the job or off-the job training that is designed and performed to help an individual or group to learn to perform a job or task effectively. Staff training is given to now employees so that they can quickly become part of the organization and start contributing meaningfully to its success.
According to Akinyele (1992) mean “specific learning activities which are job oriented directed towards the improvement of the job holders present and future on the job performance and contribution towards achievement of organizational goals and objectives.
1.2 STATEMENT OF THE PROBLEM
Training and development are essential activities needed by all organization to improve high productivity, but there are problems of inadequate manpower training, financial constraint for staff training for staff training, the right person to train and lack of interest of fund training project in an organization. The problem of this study therefore, it to analyze the inherent disadvantages that has followed this problems and proper solutions that if religiously adopted, would help organization to accomplish its desire goals.
1.3 OBJECTIVES OF THE STUDY
The objective of the study is to:
- ascertain the extent to which Uruan Local Government Council organizes staff training and development programme for its worker.
- examine the extent to which the staff training and development programme organized by Uruan Local Government Council have positively influence high productivity.
- identify the hindrance to effective training generally in Uruan Local Government Council in Particular; and
- determine the extent of damage done by inadequate man power training in Uruan Local government.
1.4 RESEARCH QUESTION
- How often does Uruan Local Government Council conducted staff training programmes for her workers?
- Does Uruan Local Government have staff training programmes?
- Has staff on-in-services training any contribution to the development of Uruan Local Government?
- How adequate is the existing training programmes of Uruan Local Government?
1.5 RESEARCH HYPOTHESIS
Ho: Staff training in Uruan Local Government does not exist as a matter of government policies.
Hi: Staff training in Uruan Local Government exists as a matter of government policies.
Ho: Insufficient budgetary allocations have militated against staff training programmes in Uruan Local Government.
Hi: Insufficient budgetary allocation has not militated against training programmes in Uruan Local Government.
Ho: Lack of staff training has adversely affected the job performance of workers in Uruan Local Government.
Hi: Lack of staff training has not adversely affected the job performance of workers in Uruan Local Government.
1.6 SIGNIFICANCE OF THE STUDY
This research work helps the local government, any organization as well as individuals in assessing the impact of human resources training and development on worker productivity. The research finding will also help policy maker and management consultants to adopt adequate strategies in human resources training development.
It will help the Uruan Local Government in general and local governments appreciate the importance of human resources training to worker productivity. The study will guide the goods government of Uruan to identify areas of training needs to improve workers productivity.
Finally, the work would highlight the effect of human resources training and development on worker productivity to the administrators of various ministries in the local government who do not give services attention on training and development of human resources.
1.7 SCOPE OF THE STUDY
The training and development of staff is so broad and significant to the continuous survival of any organization. The researcher limits the study to Uruan Local Government Council of Akwa Ibom State, Nigeria.
1.8 LIMITATION OF THE STUDY
This research study own boundary of limitations. Finance, time, lack of adequate cooperation from the respondents and logistic where some of the problem the researcher faced in the course of the study. consequently, it is obvious that the researcher has some problems limitation during his research work which none is considered so serious as to affect its validity., so despite the limitation, the research was carry out successfully.
1.9 DEFINITION OF TERMS
It has become necessary to define certain concepts term and acronyms used in this project in order to gained ear audience on what we used these term for in this project.
Local Government: Is government at the grassroots level established by law for local areas by which they manage their local public affairs within the limits of the law. This local government is a political subdivision or a lower level government created by law for the management of the affairs of local people (Onah, 1995, Abubakar, 1993, Ugwu, 2000, 87, Odeniqwe 1984:15).
Staff Training: Is education for employee to help them develop their skills in specific discipline or occupation. Nwachukwu (2006) sees training as an organizational effort aimed at helping an employee to acquire basic skills that would help in performing assigned task.
Training and Development: Is a holistic mechanism designed to influence the employees toward goal achievement (Mali, 1978).
Employee: Is a person who works for some body or company in return for wages.
Productivity: Ogbunbamowo (2000) and Ohinmorin (2003) see productivity as the relationship between output generated by the production of services and input provided to increase this output.
