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Format: MS WORD
| Chapters: 1-5
| Pages: 65
PERSONAL TRAINING AND DEVELOPMENT AS A MEANS OF INCREASING PERFORMANCE IN AN ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
A number of factors are known to have influenced employees participation and achievement in an organization. Societies have experienced social and cultural changes brought about, by the emergence of a new information and communication technologies and the efficiently of most employee leading to the form of development. Continuous learning is essential to the ongoing success of any organization. It allows employee of any organization to cope and also excel at maintain competitive advantage, so it comes as a surprise to find that many organization don’t measure the impact of their staff training and development performance.
The observation of Onuka (2010) implies that it is the constitutes its wealth. It follows, therefore, that employee’s performance in respect of achieving organizational goals and successes is a function of the quantum of the relevant skills and knowledge, and positive work attitude they have been able to acquired from constant personnel training and developmental programmes whether through committed on the job training programmes or out of work training course they attended. Omde (2014) posits that personnel training and development involves providing learning intervention and planning, conducting and evaluating training programmes.
The need for improved performance on productivity in an organization has become universally accepted phenomenon that depends on efficient and effective personnel development. It has further became necessary, in view of modern global advancement, to invest in human capital training and development. Thus, the role played by staff training and development can no longer be over emphasized. By implication therefore, the need for organization to take employees development training programme for their employee seriously has become an underspeakable imperative. Absence of such employees training and development programmes in an organization often manifest tilpartile problems of incompetence, inefficiency and ineffectiveness. Onbabor (2012) summits that training and development is aimed at developing competences, such as technical human, conceptual and management for the fur therance of individual and organizational growers, while Isgake (2010) postuates that the process of training and development is a continuous one.
The most important resource of any organization is its workforce (that is, the staff). They are the ones that supply the organization with works, talent, derive creativity and as such, it is a process of planning, organization, implementing and educating personnel resources in an organization to ensure their best’s used for the achievement of objectives and goals. Once an applicant has been selected and placed properly by his organization the next step is to transform him to meet the picture requirement of the organization. Such transformation is done by means of training and development. For organizational goals and objectives to be attained, effective, proficient and adapt personnel resources is vital and imperative in every outfit. This is because human beings constitute a vital part of any organization and determined these, acts as building blocks and backbones of any organization and determines the level of productivity in the organization.
Abiodum (2014), said human resources are the most potent assets that any organization processes without then machinery equipment materials and even capital of the company will amount to nothing as gets done without input of the personnel resource of the organization. Simdoby, Resis (2017) affirmed that all activities of any enterprise are initiated and determine by the persons that make up this institution. He said further that the plants computers automated equipment and all other machines that a modern organization use are direction. He therefore concluded that every aspect of a firms activity is determined by the competence are effectiveness of the human beings.
According to Adengi (2013), personnel training and development is a very significant contribution to the overall effectiveness and profitability of an organization for Yajama (2010) the effectiveness and profitability performance, success of an organization lies on the people who form and work within the organization. Griffin (2010), Ajibade Creuel (2011), have all drawn attention of all and Sundry to the inestimable value of training and development. According to them, it is an avence to acquire additional and new knowledge; and develop further the skill and techniques to function effectively in the even dynamic world in which we belong and live. Thus training is obviously indispensable not only in the development of the individual but also in facilitating the productive capacity of the worker and thus that caring or persuading people to do what is wanted but rather a process of creating organizational conditions that will cause personnel to strive for better performance.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
A number of factors are known to have influenced employees participation and achievement in an organization. Societies have experienced social and cultural changes brought about, by the emergence of a new information and communication technologies and the efficiently of most employee leading to the form of development. Continuous learning is essential to the ongoing success of any organization. It allows employee of any organization to cope and also excel at maintain competitive advantage, so it comes as a surprise to find that many organization don’t measure the impact of their staff training and development performance.
The observation of Onuka (2010) implies that it is the constitutes its wealth. It follows, therefore, that employee’s performance in respect of achieving organizational goals and successes is a function of the quantum of the relevant skills and knowledge, and positive work attitude they have been able to acquired from constant personnel training and developmental programmes whether through committed on the job training programmes or out of work training course they attended. Omde (2014) posits that personnel training and development involves providing learning intervention and planning, conducting and evaluating training programmes.
The need for improved performance on productivity in an organization has become universally accepted phenomenon that depends on efficient and effective personnel development. It has further became necessary, in view of modern global advancement, to invest in human capital training and development. Thus, the role played by staff training and development can no longer be over emphasized. By implication therefore, the need for organization to take employees development training programme for their employee seriously has become an underspeakable imperative. Absence of such employees training and development programmes in an organization often manifest tilpartile problems of incompetence, inefficiency and ineffectiveness. Onbabor (2012) summits that training and development is aimed at developing competences, such as technical human, conceptual and management for the fur therance of individual and organizational growers, while Isgake (2010) postuates that the process of training and development is a continuous one.
The most important resource of any organization is its workforce (that is, the staff). They are the ones that supply the organization with works, talent, derive creativity and as such, it is a process of planning, organization, implementing and educating personnel resources in an organization to ensure their best’s used for the achievement of objectives and goals. Once an applicant has been selected and placed properly by his organization the next step is to transform him to meet the picture requirement of the organization. Such transformation is done by means of training and development. For organizational goals and objectives to be attained, effective, proficient and adapt personnel resources is vital and imperative in every outfit. This is because human beings constitute a vital part of any organization and determined these, acts as building blocks and backbones of any organization and determines the level of productivity in the organization.
Abiodum (2014), said human resources are the most potent assets that any organization processes without then machinery equipment materials and even capital of the company will amount to nothing as gets done without input of the personnel resource of the organization. Simdoby, Resis (2017) affirmed that all activities of any enterprise are initiated and determine by the persons that make up this institution. He said further that the plants computers automated equipment and all other machines that a modern organization use are direction. He therefore concluded that every aspect of a firms activity is determined by the competence are effectiveness of the human beings.
According to Adengi (2013), personnel training and development is a very significant contribution to the overall effectiveness and profitability of an organization for Yajama (2010) the effectiveness and profitability performance, success of an organization lies on the people who form and work within the organization. Griffin (2010), Ajibade Creuel (2011), have all drawn attention of all and Sundry to the inestimable value of training and development. According to them, it is an avence to acquire additional and new knowledge; and develop further the skill and techniques to function effectively in the even dynamic world in which we belong and live. Thus training is obviously indispensable not only in the development of the individual but also in facilitating the productive capacity of the worker and thus that caring or persuading people to do what is wanted but rather a process of creating organizational conditions that will cause personnel to strive for better performance.
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