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IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONS PRODUCTIVITY
(A case study of Federal Polytechnic Nasarawa)
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The training and development of human resources in an organization involves the acquisition of additional knowledge or skills and the application of the acquired knowledge to enhance their performance. Training is undertaken because the individual lack skills to use in performing his or her duty effectively and efficiently. The essence of training therefore, is to improve skill of the employee. It is assumed that when people are recruited into organization, they do not know anything about the organization and their job until they are given some element of training. It is necessary for all organization to train and aid to the development of their employees. The training programmes are to recommend not only the new entrance but also the old ones to keep in touch with the latest appliance, techniques and method of carrying out their assignment. For the ones, the modern trends in technology have made training and development a must in all organizations. The world at present is advancing rapidly in technology and all organizations raises the morale of workers thereby widening a situation whereby an employee is frustrated because he or she has no satisfaction.
Increase in morale leads to increase productivity. The purpose of training is to develop skill and through the human resource development embrace all other diverse process which are aimed at transforming people so that they can contribute more effectively to social, political and economic development. During this period of economic recreation in the country, the country must embark on serious training activities.
Training is a development process which is oriented toward the need of the organization. The objectives of the company reflects on both present market situation of that organization and its future. Weather a man is operating on a complex machine tolls by the use of a computer or talking with consumers. He should have received training if his or her performance is to meet the set standard objective. Employees who have potentials should be developed in order to be capable of carrying out more responsibly jobs.
The main objectives of training therefore is to improve current performance and provide well training for their staff in order to meet the present and future needs of the organization.
The essence of this work therefore is to draw the attention of every organization in the country to the relevance of training and development of workers in their employment.
1.2 Statement of the Problem
There are general feelings that the performance of staff in any organization and at the Federal Polytechnic Nasarawa in particular could be far below the expected standard and most of them could be unskilled, ineffective and unproductive.
The general impression is that, this problem might be due to the fact that some of them if not most have never had any formal education and training in their respective areas of operation. It is in the light this assertions and feelings that this study is being undertaken in order to investigate the circumstance responsible for this problem.
Finally, the study will also seek to find out how much has been done by the Federal Polytechnic Nasarawa in the area of training and manpower development of its staff.
1.3 Objective of the Study
The objective of conducting this research is to ascertain the following:
- To highlight the need for manpower training and development in the institution.
- To access the staff recruitment, selecting and training programmes and from it, established some relationship between this programme and problems enumerated.
- To highlight or identify some techniques of manpower training and development in the institution and their relevance to the institution needs and the organizations at large.
- To establish the relationship between personnel training and development and staff performance.
- To conduct an empirical investigation through a review of the manpower training and development policy of the FPN.
- To correct the belief that in this age of computerization and technological development, all that institution need to survive the acquisition of modern capital equipment.
- To proffer solutions to the identified problems.
The research will be paramount importance to the following Federal Polytechnic Nasarawa, employee of the Federal Government, organization research readers and future researcher.
The study will be of corrective measures to Federal Polytechnic Nasarawa (FPN) in areas where deficiency has been highlighted as it concerns the training and development of manpower in Nasarawa.
Finally, it will enable the staffs to appreciate the important role that the Federal Polytechnic Nasarawa plays in the life of the society.
1.5 Research Questions
The purpose of carrying out this research question is to gather data which will be used for research work only? Therefore all information provided will be kept secret and shall not be used for any other purpose than this analysis. The key question carried out during research work are:
- What are the social and personal benefit you achieve from training?
- To what extent does training and development improve the productivity in public organization?
- When did you attend any training programmes since you were employed into the institution?
According to “Bewen and Star (1976): hypotheses are assumption we make about the value of population parameters.
Kerlizer (1972): assert hypothesis as a conjectural statement of relationship between two or more variable. Formulation of hypothesis is significant to research studies particularly as they specify directions among which researches are to be conducted and pinpointing the research problem for investigation.
Hypotheses consist of two varieties namely:
Alternative Hypothesis: It is represented by Hi and it’s normally stated in the positive.
Null Hypothesis: It is represented by Ho, it’s usually stated in negative form.
The testable hypotheses of the research study are stated below:
Ho: Lack of adequate manpower training and development is not directly responsible for high labour turnover in Federal Polytechnic Nasarawa.
Hi: Lack of adequate manpower training and development is directly responsible for high labour turnover in Federal Polytechnic Nasarawa.
1.6 Scope of the Study
This research work covers Federal Polytechnic Nasarawa in Nasarawa State. This is as a result of time constraint and other academics engagement which developed its impacts and effectiveness in an institution.
1.7 Limitations of the Study
The limitation of the study or problems encountered during the cause of research that can likely hinder the derivation of maximum result in the application of the research result include the following:
- Lack of co – operation by some of staff of Federal Polytechnic Nasarawa to disclose information.
- Lack of co – operation to grant excess interview and also time constraint.
Effect was made at defining the following terminologies use in this study to avoid ambiguity in bringing out its proper understanding.
- Planning: Planning can be described as the process of setting goals and developing specific activities and procedures and schedule for meeting such goal.
- Development: Development is a process of inculcating more job knowledge on the existing employees in an attempt to broad their experiences.
- Manpower: Human capital represents the human factor in the organization, the combined intelligence skills and expects that gives the organization its distinctive character.
- Training:Training is the process of impacting job knowledge on the newly recruited personnel so as to improve the level of performances.
- Organization:Organization is defined as the structure or network of relationship among individuals and positions in a work setting and the process by which the structure is created maintained and used.
- Productivity: Means on average measures of efficiency of production output.
- FPN: Means Federal Polytechnic Nasarawa.
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