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The Effectiveness Of Training And Development On Employees Performance
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CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND TO THE STUDY
The
survival of every organization depends on the acquired and developed
knowledge, skills and experience of their employee. The employees are
expected to develop along with the contemporary and anticipated changes
in the organization and in response to rapidly growing competition in
the corporate world.
Having realized the fact that Personnel
selection alone cannot ensure productivity, it is mandatory for staff to
develop with other development in the organization, and hence the need
for training (caves 1995) and methods that can easily be applied to
carry out jobs and achieve organizational goals. Going by the
contribution of Drucker (1987) effective managers are those who get the
right things done at the right time.
Effectiveness in this sense does
not relate to the level of intelligent or the level of education but
flows from systematic and continuous training and manpower development.
While intelligence, imagination and knowledge are essential factors;
effectiveness only converts them into results brought about to
continuous and systematic training and development to ensure proficiency
of a present job enhancement on a new job.
The training and
development of employees is an issue that has to be faced by every
organization. The amount and quality of training carried out varies
enormously from one organization to another. Many organizations meet
their training needs in an adhoc and haphazard way. The training in
these organizations is more or less unplanned and unsystematic. Other
organizations like the one in question set about identifying their
training needs then design training activities in rational manner and
finally assess the result of training and development of their
employees.
1.1 STATEMENT OF PROBLEM
Training helps the
workers to bridge the gap or deficiency between the skills required for
the job and those actually possessed by the staff. This is the fit of
alignment view of training and development.
However, the following problems will be considered in the course of this project. How if training needs are identified.
Are employees effectively utilized after the training and development programmes.
What are those training and development programmes required to perform relevant jobs or tasks.
The training and development expenses incurred by an organization to achieve the desired training objectives.
The performance of employees on the job after the training and development been conducted.
1.2 RESEARCH OBJECTIVES
The objectives of this study are:
i. To find out various training and development practice in
ii. To find out to what extent training and development motivate workers.
iii. To identify the level/impact of training and development on employees performance
iv. To find out how Organization can improve employee's performance beyond training and development.
CHAPTER ONE -- [Total Page(s) 3]
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ABSRACT - [ Total Page(s): 1 ]The survival of every organization depends on the acquired and developed knowledge skills and experience of their employee. The employees are expected to develop along with the contemporary and anticipated changes in the organization and in response to rapidly growing competition in the corporate world. The essence of this project is to know how training and development can affect employee's performance. The methodology used is questionnaire and personal interview. The chi-square method was used ... Continue reading---
