THE IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATION AND EMPLOYEE DEVELOPMENTÂ (A CASE STUDY OF CHAMPION BREWERIES PLC UYO)
CHAPTER ONE
INTRODUCTION
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- Background Of The Study
Training and development is very important in an organization after an employee is selected, placed and inducted, he or she must be provided with the necessary training facilities. In fact, the maxim is that if you don’t train them don’t blame them.
Training is the act of increasing the knowledge and skill of the employees for doing a particular job; it is a short team educational process that utilizes a systematic and organized procedure by which employee learns technical knowledge and skill for definite purpose.
According to Cole (2002:48), training any activity which is directed towards the purpose of an occupation or task. Examples of training needs are the need to have efficiency and safety in the operation of a particular machine or equipment, the need for competent management in the organization.
Training is a process which improves individual’s ability through imparting knowledge, developing skills and changing attitudes to perform their jobs more effectively and efficiently. (Sylvester C. Onah 2011).
Employee training and development one at the heart of employee utilization productivity, commitment motivation and growth. Many employees have failed in organization because their needs for training was not identified and provided for as an indispensable parts of management functions.
Training is an organizational effort aimed at helping an employee to acquire basic skills and require for the efficient executive of the activities functions for which he is hired.
Development deal with the activities undertaken to expose an employee to perform additional duties and assume positions for importance in the organizational hierarchy.
Development is any learning activities which is directed toward future needs rather than present needs which is concerned more with career growth than immediate performance. The focus of development tends to be primarily on an organization future man-power requirement and secondly on the growth need for individuals in the work place. Example of development needs might be the need for manger to be able to utilize the facilities offered by micro computers in the operation offered by business, the need for replacing senior staff with potential candidate from the organization and the need for preparing employees to accept change. (Cole 2002). Example, development encouraging employee to acquire new advanced skill, knowledge training facilities and avenues where such new idea’s can be applied, it also refers to the step taken within a company to encourage each employees professional and personal growth.
Employees with organization that offer employee development feel valued by their employer and produce larger amount of quality work by developing the employee both professionally and personally, the organization benefit.
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1.2Â Statement Of Problem
The administration of some organization in Nigeria is intimidating in its demand.
In recent years, certain failure in management development programmes can be attribute to an unsystematic approach to training, unfortunately, there is little relationship between the training activities and the aims of the firm in an effective and efficient training programmes, manager determine enterprises objectives and integrate them with development needs of employees.
The research study therefore intends to assets how individuals’ benefits from training and development in an organization will be also assets how individual will achieve development strategies and goals in an organization.
