PERSONNEL TRAINING AND DEVELOPMENT AS A TOOL FOR ORGANISATIONAL EFFICIENCY (MANAGEMENT PROJECT TOPICS AND MATERIALS)
ABSTRACT
This study examined the personnel training and development as a tool for organizational efficiency. Employees of MTN Corporate Head Office in Lagos State served as the study population. The study adopted a qualitative approach using questionnaire as main instrument of primary data collection. A total of 110 questionnaires were administered to 217 employees of MTN Nigeria. Using bar charts to illustrate the degree of response; the result of the findings shows that respondents agreed that there is a significant impact of training and development on employee commitment, employee morale and motivation, employee corporate behavior and organizational efficiency. An organization with an effective policy and workable strategy on training would retain employees, enlarge market share and increase customers. Based on the findings, the study recommended that MTN Nigeria should engage always in training of her employees, in order to correct professional errors, enhance employee commitment and corporate behavior and ensure organizational efficiency.
Key words:
Training, Development, Efficiency, Employee performance.
1Â Â Â Â Â Â Â Â Â INTRODUCTION
This chapter provides a general overview of the study. The chapter begins with background of the study followed by the objectives, research questions and the research scope. The research strategy and methods and theoretical frameworks are also presented in the chapter while the research structure is described in the subsequent chapter as well.
1.1Â Â Â Â Â Â Background of the thesis
Personnel are the most valuable assets of any organization (April 2010). There could be state of the art, machines, materials and even money yet nothing gets done without man-power. Knowledge is the ability, the skill, the understanding, the information, which every employee is required to acquire in order to function effectively and for the organization to function efficiently. Therefore, training and development play a vital role in improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that there is a significant difference between the organizations that train their employees and organizations that do not.
Training and development is a type of activity which is planned systematically and it results in enhanced level of skills, knowledge and competency that are necessary to perform work effectively and efficiently (Gordon 1992). Organizational efficiency is concerned with how organizations can increase output with a minimum cost implication. Training generates benefits for the employee as well as for the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (April 2010).
Efficiency and effectiveness are ingredients of performance apart from competitiveness and productivity and training is a way of increasing organizational performance through increase in individual employee contribution (Cooke 2000). In every organization there are some expectations from the employees with respect to their performance. And when they perform up to the set standards and meet organizational expectations they are believed to be good performers. While much is known about the economics of training in the developed world, studies of issues associated with training in less-developed countries are rarely found. According to Sheri-Iynne & Parbudyal (2007) organizational efficiency means the ability of an organization to meet goals, maintain its place in the industry amidst competition and also increase in profitability.
