IMPACT OF IN-SERVICE TRAINING ON STAFF DEVELOPMENT IN AN ORGANIZATION
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IMPACT OF IN-SERVICE TRAINING ON STAFF DEVELOPMENT IN AN ORGANIZATION
Chapter one
INTRODUCTION
1.1 Background of the Study
In current era of globalisation, the economic survival of nations and businesses is determined by a variety of factors. One such aspect has been found is the ability to compete effectively and positively. To achieve this, a company’s production factors must be operating at peak productivity.
Human resources must coordinate factors such as capital and technology, regardless of how good they are. It is therefore not out of place to argue that manpower is the most powerful weapon that can be used in economic competitiveness.
The emphasis here is on having a well-trained, cognitively capable, and upwardly mobile workforce that can hold its own against competitors.
This study will look at one of the approaches for achieving such workforce levels. This study will look at how in-service training affects staff development in organisations like Akwa Ibom Broadcasting Corporation.
1.2 Statement of Problem
The difficulty facing most organisations today is the workforce’s failure to meet stated organisational goals. This study intends to:
Determine whether some personnel are truly unable to carry out their duties successfully, resulting in low goal achievement in the organisation.
Whether some employees are unable to perform their obligations in their organisation due to poor self-development and a lack of training.
Why do most employees struggle to keep up with technology advances?
1.3 GOALS OF THE STUDY
This study aims to achieve the following objectives:
To investigate the effects of in-service training on staff development.
Determine whether in-service training has a good or negative impact on employee development.
To investigate the challenges connected with employee training in Akwa Ibom State Broadcasting Corporations, Uyo.
1.4 RESEARCH QUESTIONS.
(i) Does in-service training improve staff development?
(ii) Do workers who have attended in-service training outperform those who have not?
(iii) To what extent does management gain from employee training in their organisation?
1.5 Significance of the Study
The study’s findings would assist the Akwa Ibom State Broadcasting Corporation’s management in improving their efforts to provide in-service training to both new and existing employees. It will also emphasise the importance of in-service training for both employees and management in organisations.
Finally, it will serve as a reference point for individuals planning to perform additional study in a comparable field.
1.6 Scope of the Study
Since this study focuses on the impact of in-service training in Akwa Ibom State Broadcasting Corporation, it stands to reason that newly hired staff members, administrators, supervisors, and frontline workers are expected to undergo in-service training in order to acquire specific skills to perform a job better as well as to update and add to their existing knowledge and skills.
1.6 Historical Background
The Akwa Ibom Broadcasting Corporation (AKBC) was created by Edict No. 4 in April 1988.
The corporation, which has its temporary offices at No.3 Udo Udoma Avenue in Uyo, transmits from Ntak Inyang, Itam, and provides both radio and television services.
Radio Akwa Ibom FM stereo, nicknamed “voice of promise,” transmits on frequency modulation of 90.528MFZ and was officially commissioned on July 27, 1991 by then-military Governor of the state, Wing Commander Idongesit Nkanga. It transmits for 18 hours a day.
The television service with the popular motto ”the ultimate in TV broadcasting” transmits on channel 45 UHF and has a radiated power of 5000KW. Today, AKBC transmits 24 hours a day.
AKBC has a personnel and line organisation that includes directors, deputy directors, and managers. The Board of Directors (BOD) is at the apex, followed by the Director-General/Chief Executive Officer, then Directors, Deputy Directors, etc.
There are currently six directorates: Vice Administration and Human Resource Development, Finance and Supplies, Programmes, News and Current Affairs, Marketing, and Engineering.
1.8 Definition of Terms:
(1) IN-SERVICE TRAINING: In-service training is education for employees that helps them grow their skills in a certain subject or occupation while they are still in service.
(2) ON-THE-JOB TRAINING: This is a learning plan for newly hired personnel to become acquainted with their work and improve their skills.
(3) INDUCTION OR ORIENTATION course: Induction training is an introductory course for new employees to help them become acquainted with their new roles.
(4) FOUNDATION TRAINING: Foundation training is in-service training designed for freshly hired employees.
(5) CAREER OR DEVELOPMENT TRAINING: This sort of in-service training is aimed to update employees’ knowledge, skills, and abilities, allowing them to assume greater responsibility in higher positions.
(6) STAFF DEVELOPMENT: This is the process of increasing the performance of an incumbent holding a position with certain job duties. It is a procedure that promotes individuals’ professional development.
(7) TRAINING: Training is a short-term process that utilises and organises procedures to help managerial professionals gain technical knowledge and skills for specific purposes. It starts with identifying a need and finishes with evaluating the training activity after several steps.
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