EFFECT OF TRAINING AND DEVELOPMENT ON EMPLOYEES PRODUCTIVITY A CASE STUDY OF YABA LG
1.1 BACKGROUND OF STUDY
One of the main objectives of any organization is to provide goods and services to the general public. Organization performs these all important role through the prefer utilization men and material/resources available within the organization.
In order to perform these crucial roles in the organization, there is need to train and develop their employee. Above all, the world is dynamic and in order to keep abreast with the changes on the organization’ environment, in-service training and developments had become imperative.
In local government, it is believed that it is immaterial installing computer in the ministries, when most of the typists have met been trained on how to use them. This emphasizes the need to train and retain these typist for them to be computer literate, in order to make effective use of the computers further productivity.
In view of the changing operating environment and these introduced by technological development the employee must change to keep pace with the change day times. There must be a deliberates training of men and women for new task and for new ways of behaviour.
There should also be constant orientation and re-orientation of employee for highly productivity.
According (Rae, 2001) in-service training is on the job or off-the job training that is designed and performed to help an individual or group to learn to perform a job or task effectively. In-service training is given to now employees so that they can quickly become part of the organization and start contributing meaningfully to its success. They hence training is also given to exist employees to re-orientate themselves after major organizational change.
In-service training according to Akinyele (1992) means “specific learning activities which are job oriented directed towards the improvement of the job holders present and future on the job performance and contribution towards the achievement of organizational goals and objectives. Stoner (1982) sees in-service training as “the teaching of technical statistic to non-managerial personal”. As a matter of fact, staff training is the major concern of management at all levels and line managers and responsible for identifying the in-service training needs of their staff.
It is an obvious fact that a major problem that plagued this country as low level of productivity due to dearth of trained personnel .
According to Richard L. Meier (1972), “at any moment in its course, every human society possesses a fund of knowledge which it the residue of accumulated experience of prior generation in the society as well as of other societies from which it may have learned or borrowed”. Naturally, this funds of knowledge has the property of growing and increase over time as long as the society the society maintains itself it was also emphasized that knowledge itself deals with both a comprehension of environmental forces and an understanding of inter personal relationships with frame work of customs that have been mutually accepted. The application of this collective wisdom therefore tends to maintain the unity of the society, the risk of obsolesces. Heath is wealth so said the adage. To maintain the society, good heath must be assured, and the work has to be done through human resources for overall benefit of the larger society, especially in the health sector.