Project Materials

STAFF TRAINING AND DEVELOPMENT: A TOOL FOR INCREASE IN PERFORMANCE IN ORGANISATION

ABSTRACT

This study focusses on staff training and development as a technique for improving organisational performance in Abia State. has been undertaken to fill the gap caused by a lack of training and development, resulting in poor organisational performance. This is because life is dynamic, and new technologies and methods of doing things in organisations are constantly evolving. And, as people work and advance in the hierarchy, there is a need to provide them with the essential skills to help them with both their current tasks and future responsibilities, which can only be accomplished through training and development programs. This paper used a survey approach to analyse four of the seven departments in the Federal Ministry of Education Abia State in order to learn about the numerous staff training and development opportunities provided to the organization’s employees. A wide range of material was reviewed in this field. In addition, questionnaires were used to collect primary data/information. It is also attempted to determine the impact of these trainings on staff input/performance, as well as the impact on the organization’s general growth and development, by analysing and testing the data collected and certain hypothetical statements made. It was discovered that training and development is a variable tool for improving performance in the federal ministry of education in Abia state, and that there are some constraints that limit the positive impact and the conduct of training and development exercises in the ministry.

Chapter one

Introduction

In any administrative organisation, whether large or little, public or private, competent staff are essential to carry out the organization’s goals and objectives.

After being employed to work for an organisation, one thing that stands out about them is that they all come from diverse backgrounds, even if they have the same qualifications.

Furthermore, because they have not previously worked for that organisation, they may lack knowledge of the organization’s tactics, procedures, and culture.

In the similar line, Obikeze, Obi, and Abonyi (2005) assert that life is dynamic, with new innovations and methods of doing things constantly emerging. Change is increasingly viewed as something permanent in life. Workers must be aware of these developments and innovate in response to them.

As people work and advance in the hierarchy, they take on new duties that may bear little relation to those they were exposed to at the outset, thus they must be prepared early on so that future challenges do not overwhelm them.

In a nutshell, the above highlights the importance of providing workers with the essential skills for both current tasks and future responsibilities, which may be accomplished through training and development.

1.1 Background of the Study

People often confuse training and development. However, it is vital to note that while they are similar, they are not identical. Campbell (1971) defines training as “a planned learning experience designed to effect permanent change in an individual’s knowledge, attitude, or skill.”

Cole, in Obikeze, Obi, and Abonyi (2005), defines training as any learning activity aimed at acquiring specific knowledge and abilities for the goal of an employment or work.