IMPACT OF MANPOWER TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY
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IMPACT OF MANPOWER TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY
Chapter one
INTRODUCTION
1.1 Background of the Study.
There are numerous elements that influence the success of every organisation. These considerations include capital, equipment, people, and so on. All of these aspects are crucial, but the most significant is the human factor.
Because it is the people who will put other resources to work, management should treat them as such and devote adequate attention to achieving organisational goals and objectives.
personnel training is gradually becoming the standard method to personnel development for any organisation. This position, in addition to being justified by the objective tasks that organisations are saddled with
appears to have been made inevitable by the fact that organisations would reasonably not want to continue the process of selecting and recruiting their members indefinitely, especially from a labour market that is not the most ideal in terms of skill oriented, potential, and supply position.
Training has become more obvious as the work environment becomes more complex, as organisations and technology advance, necessitating the need for training. Training provides a means of developing skills, increasing productivity and quantity of work, and building workers’ loyalty to the firm (Jones 2000).
Cole (2008) defines training as any learning activity that imparts specific information and skills for the goal of an occupation or assignment. Helleriegel and Solocum (2006) define training as the process of increasing an employee’s skills to the point that he or she can perform the current job.
Training is the process by which persons or organisations are taught the knowledge, skills, and abilities required to properly accomplish the work at hand.
Jones, George, and Hill (2000) stated that training is primarily concerned with educating organisational members how to execute their existing jobs and assisting them in acquiring the information and skills required for effective performance.
Development, on the other hand, focuses on increasing the knowledge and skills of organisational members so that they are ready to take on new tasks and difficulties.
Development is used to describe the process of assisting managerial personnel who do non-routine tasks to develop their management, administrative, and decision-making talents and competence.
Jones (2000) defines personnel development as the process of increasing the knowledge and skills of organisational members so that they are ready to take on new responsibilities and tasks.
Manpower development is a fundamental requirement for any enterprise or organisation to improve performance, work satisfaction, efficiency, and overall productivity.
This is to suggest that, in addition to an organization’s use of technology and capital to convert input into output, human resources are critical in order to meet some current and future social goals.
To this extent, performance has become the reason why organisations hire people. According to Drucker (2007), organisational employers deal with personality.
Employment is a contract that only requires particular performance. Management and manager development should focus on behavioural adjustments that are likely to increase a man’s effectiveness.
This appears to have been built upon the adoption of the training function, which organisations have now come to embrace, sometimes without sufficient care about its full implication.
So extensively has this training “bug” caught on with present day Nigerian organisational format and practices that while the recognisable ground-mattes of our industrial workplace such as the John Hott, Levintees, etc have for long been maintaining their respective private training output, a co
This study is therefore primarily focused with the training and development of staff in public organisations. Pericles, a well-known leader in ancient Greece, is said to have implemented a programme for official remuneration, allowing citizens who had to work every day for a living to continue participating in public administration (Cole, 2003).
1.2 Statement of Problem
Human resources (manpower) are regarded as the most important aspect of any organization’s existence, and an appropriate supply of material and financial resources will assist in utilising these available resources to achieve the required results.
Most organisations, on the other hand, meticulously plan their investment in physical and material resources, and these plans are meticulously reviewed, but they rarely pay attention to human investment
without which the capital and equipment are useless. Few organisations recognise the need of a well-defined and ongoing training and development programmes.
It has been noticed that poor performance among organisational personnel is caused by an inability to keep up with changing technological trends due to a lack of adequate and sufficient staff training. Against this backdrop, the study examined the influence of manpower training and development on enhanced performance.
Objectives of the Study
The primary goal of the research is to determine the impact of manpower training and development on organisational performance.
To identify training and development processes and activities within the Ministry of Agriculture, Uyo.
To analyse the impact of people training and development on organisational performance in the Ministry of Agriculture, Uyo.
To identify issues affecting manpower training and development at the Ministry of Agriculture, Uyo.
Research Questions
The questions are:
What are the training and development processes and programmes at the Ministry of Agriculture, Uyo?
What is the impact of people training and development on organisational performance at the Ministry of Agriculture, Uyo?
What are the challenges facing staff training and development at the Ministry of Agriculture, Uyo?
Hypotheses for research
Hypothesis I
Ho1: There is no substantial relationship between the training and development process and programmes at the Ministry of Agriculture, Uyo.
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