Effects of Manpower Training and Development on Organizational Performance. A Case Study of Oji River Local Government Area of Enugu State
CHAPTER ONE
Objectives Of The Study
The general objectives of this study is to examine the effects of manpower training and development on organizational performance. A case study of oji River local government area of Enugu State. The specific objectives include:
- To ascertain the quality of manpower training and development in oji River local government area.
- To find out if there are manpower training and development in oji River local government area.
- To examine the effects of manpower training and development on the productivity of oji River local government area.
- To investigate if oji River local government area gives incentives to their employee in order to motivate them.
CHAPTER TWO
REVIEW OF LITERATURE
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
Precisely, the chapter will be considered in three sub-headings:
- Conceptual Framework
- Theoretical Framework and
- Empirical Review of Related Literature
CONCEPTUAL FRAMEWORK
Training
Training is the methodical gaining and improvement of knowledge, skills, and behaviours imperative for employees to complete the job responsibilities or to perform better in their work environment. (Tharenou, Saks and Moore, 2007). Based on various other studies training can also be interpreted as, intentionally improve attitude, knowledge or skill via learning in order to attain improved performance in a specific task or variety of tasks (Beardwell and Holden, 2001). Its major goal is to improve individual competences and to be equipped to meet the current and future needs of the organisation.
The exponential rate of technological advancement of information and technology reduces the time frame which knowledge and skills become out-dated. This makes it impossible for skills required by employees for work to remain stagnant. As a result, it is paramount for employees to align their personal development goals to that of their organisation and their own future growth. It is also important for the Human Resources Department to take into consideration the current and future requirements and goals of the organisation when designing, planning and implementing employee training programmes (Holden, 2001). Despite these different views, it is important to note that the reviews by all the scholars imply that training helps in the improvement of employee performance. Consistent profitability of any business venture is largely determined by the level of employees’ quality and their performance improvement via training and continuous learning. Human Resources experts agree that organisation strengths lie in the best of its employees indicating the importance of training being in tandem with employee training needs (Noe, 2008). In the same vein, Bratton and Gold (2000) confirm that effective cooperate leaders understand that their competitive edge in today’s market place is their workforce. The human resources of few organisations aren’t effectively coordinated as these organisations engage in old-style management methods are unsuitable in today’s ever changing workplace. Recruitment of competent employees is a major requirement in the management of any organisation, whether small or large. As a result of the inadequacies in the formal educational system in Nigeria, basic work skills and competencies needed to thrive in the workplace is lacking in a significant number of employees. This means that many employees have to undergo intense on-job training in order to gain the necessary skills required to make a significant contribution to the growth of an organisation. It’s imperative for organisations to understand their employees train needs through a need’s assessment design and analysis with overall organizational goals and objectives for actualization of the organizations vision and mission.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of fifty-three(53) questionnaires were administered to respondents of which fifty (50) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 50 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS:
Introduction
This chapter summarizes the findings into the effects of manpower training and development on organizational performance using oji River local government area, Enugu state as a case study. The chapter consists of summary of the study, conclusions, and recommendations.
Summary of the Study
In this study, our focus was to examine the effects of manpower training and development on organizational performance using oji River local government area, Enugu state as a case study. The study specifically was set to ascertain the quality of manpower in oji River local government area, find out if there are manpower training and development in oji River local government area, examine the effects of manpower training on the productivity of oji River local government area, and investigate if oji River local government area gives incentives to their employee in order to motivate them.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondents are staff of oji River local government area, Enugu state.
Conclusions
Based on the findings of this study, the researcher made the following conclusion.
- There are quality manpower in oji River local government area.
- There are manpower training and development in oji River local government area.
- Manpower training has a positive effect on the productivity of oji River local government area.
- oji River local government area gives incentives to employee in order to motivate them.
Recommendation
Based on the responses obtained, the researcher proffers the following recommendations:
- The firms must continually provide for improvement of employee career through advancement and secure a link to business performance.
- Provision should be make for adequate on-the-job- training. This has potentials of contributing to the performance of the organization
- Off-the- job-training should be enhanced in the organization in order to ensure a befitting organisational performance.
- Organizations should set aside, separate budget that will cater for manpower development.
- Organizationsand their training partners should adopt effective training delivery styles to ensure participants of training programs maximize the opportunity and contribute significantly to driving performance, growth, and competitiveness on the regional and global market.
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