THE IMPACT OF TRAINING ON ORGANIZATIONAL EFFECTIVENESS (A STUDY OF MINISTRY OF WORKS UYO, AKWA IBOM STATE)
CHAPTER ONE
1.0 Introduction
Training in an organization has a vital role to play in growth and development of an organization many employees have general knowledge and exposure when they were hired in to the organization they were not trained for specific job responsibilities and selection for the work done the is need for the employee to be given a basic orientation or induction. Training and development in an organization are restricted to only new jobs entrants even the old employee require training at least to prepare them for the higher position or responsibilities so because of high level of technology in our economy today, there is need for continuous retraining of workers, to have more experience of those technologies to improve the organization growth and for job well-done.
The beginning of training and development could be traced to the storage when people started transferring knowledge through sign and deeds to others vocational start during the individual revolution, when apprentices where provided direct instruction in operation of machines. Training and development is increasingly recognized now, as one of the most important organizational activities that rapid technology changes require newer skills and knowledge in many areas.
1.1 Background of the study
There are number of factors that contribute to the success of any organization. These factor include quality equipment, training of workers, all these factors are important but the most significant factors is the training of workers towards organizational effectiveness and it should be viewed as such by management by giving it due to attraction in order to achieve its organizational goals and objectives.
Training of workers towards organizational effectiveness ensuring that the right person is available for the right job at the right time. This involves formulating that the necessary training effort to make it possible for the survival and growth of the organization. It becomes imperative to develop the worker (employee) according to Mr. Oscar Ntekop (2008). Training is a short-term educational programmed offered to help employees (workers) learn technical knowledge and skill for a particular job therefore empowers knowledge and skill a particular job. Training also empower knowledge and skill for vocational purpose, He went further to say that training is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to various of activities which an organization would embark upon to improve its employee (workers) capacity.
These emphasis on training is influence by the belief that it is now desirable to focus more attention on areas which in the past has been relatives neglected because every organization for the needs interest and desire of its employee every organization for the needs interest and desire of its employee within the work environment. If it is to earn loyalty dedication involvement and necessary to compete effectively.
1.2 Statement of the problem
In considering the subject matter it apparent to identify the possible problem which may relate to it? In doing this it may require us asking few questions. Does training enhance the attainment of organizational growth is there any major problem in evaluation training and development influence employee to the job? How does It affect the organizational effectiveness and performances? The problem is can all this views be generalized that is can training develop be applied to the organization situation with its distinct culture which cannot be divorced from the individual workers and the organization in general. The main problem of this study includes an attempt to see whether or not training motivate employee in an organization. The challenge that are been faced by ministry of works Akwa Ibom State are as follows;
- The inability of some workers in the organization who take training as time wasted.
- The issue of cost which in much greater than the cost of gaining its experiences particularly if one is dealing with expensive equipment
- The inability of ministry of works to motivate their workers in taking training serious for the effectiveness of the organization.
1.3 Objective of the Study
The following of the study is to examine the impact of training on organizational effectiveness in ministry of works Uyo.
- to determine the benefit of proper impact of training on organizational effectiveness
- to determine if training and development has improved ministry of works Uyo.
- to determine if training has a way of effecting employee motivation in an organization
1.4 Research Questions
The main objective of this research is to show the impact of training on organizational effectiveness (a case Study of Ministry of works Uyo) to convincing and valid conclusion from the outcome of this study.
- Does training enhance the attainment of organizational effectiveness?
- Does organization have seminar/conference as training programme in ministry of works, Uyo Akwa Ibom State?
- Does selection training programmes necessary in ministry of works?
- Does training has some negative effect in an organization?
1.5 Research Hypotheses
Ho: There is no significance difference between training and development in an organization
Hi: There is significance difference between training and development in an organization
Ho: Training and development cannot motivate workers in Ministry of works
Hi: Training and development can motivate workers in Ministry of works
Ho: There is no environmental society influence of the attitude in Ministry of works
Hi: There is environmental society influence of the attitude in Ministry of works
1.6 Significance of the Study
This study will be immense importance to ministry of works Uyo and research students in Higher Institution, scholar’s area in training as a vital factor in employee management in an organization and suggest ways for effective and efficient administration of training in ministry of works particularly and what has been responsible for such achievement.
The researcher believes that at the end of this research study it will beneficial to students of this institution who tends to embark on further research study of this nature .other beneficiary includes the management of ministry of works Uyo organization and entire public etc this project is to make a difference in terms of training and development in organizational growth through effective use of resources use in training.
1.7 Scope of the Study
For the purpose of this study, we shall direct our minds towards organizational process and practice in firms and government agencies. The performance appraisal is practiced in almost all the corporate organization of ministry of works which the researcher regards as a case study. The research has also limited the study of performance appraisal in preference to all other increase productivity relates programmes of organizational performance.
1.8 Limitation of the Study
This exercises some difficulties and limitation which is inherent in an ethical study of this nature is limited to Ministry of works, Uyo given the surrounding factors like;
Time: Considering the time available, it was difficult for the researcher adequately collect relevance information which could improve the quality of the work presented.
Finances: Material used for this research was collected from various sources. This involves huge transportation cost which as a student was unavoidable. This made the researcher limit its source of information to area easily accessible.
1.9 Definition of Terms
Training: Training is the short-term educational programmed offered to help employees learn technical knowledge and skill for a particular job training therefore empowers knowledge and skill for vocational purpose (Oscar Ntekop 2008).
Management Development: Management development is a systematic process which aims at ensuring that the organization has the effective managers it requires to meets its present and future needs (Uwah N. 2003).
Organization: This is the coming together of people to achieve a particular aim (Oxford advances Learners Dictionary in page 824).
On the job training: This is a method of training conducted within the work environment (Koont, et al 2007).
Job Rotation: Offers employees opportunities to more from one job to another for the purpose of acquiring basic skills associated with each job (Oscar N. 2008).
Apprenticeship Training: This is when the skill to acquire needs a relative long period of time. (Enefiok Udo 2002).
Conference Training: This is the method of training organized outside the job environment. A conference is a small group meeting conducted according to an organized plan in which the leader seeks to develop knowledge and understanding by obtaining a considerable amount of oral participation from trainee student (Beach D. 2013).
