1.1. BACKGROUND OF THE STUDY
Training and development has become the sources of strength of human resources when has taken organizations to greater heights due to complexities and still competition perform organization, it’s man power must continue to be developed and trained.
Training and development is the process of putting somebody through a learning experience to perform a job. If a job were simple, there would be little need for employees to upgrade or change their skills. The current highly sophicated and complex nature of our society and organizations call for need to be trained and developed. Harrison (2002:342) said that training and development is formal and systemative modification of behaviour through learning, when occurs as a result of education institution development and planned experience. Grattern (1991:202) stressed that the fundamental aim of training and development is to help organization achieve it’s purpose by adding value to it’s key resources, the people it employs. So there is need for organization to invest in people to enable them perform better and empower them to make the best use of their national abilities. But the training and development philosophy of organizations differ which express the degrees of importance attain to them. Some firms in Nigeria both private and public sectors adopt Laisses peume approach believing that employees will find out what to do for themselves or through in the old phase sitting by “Nellie” other companies pay up service to training and development and indiscriminately allocate fund to it in the good time but in the bad time, these firms are the fires to cut their training budgets organization with a positive and development philosophy understand that they live in a world when competitive advantage is achieved by training higher quality people satisfied unless they invest in developing of their project work centered on AGUATA whose staff are not spared of the consequences of training and development philosophies.
AGUATA are faced with some problems that are being attributed to management inefficiency and the distress syndrome. Such problems identified include the following:
The researcher trends to find out the impact of effective training and development on employees motivation. The following research question will be used.
This research study has primary significance to the management especially practitioners and aspiring ones.
The finding of this study will help the managers and supervisors to understand the behaviour of their subordinate. The finding of this study will serve as guidance to the managers and supervisor on their choice of behaviour, that is the leadership style to be adopted in order to achieve the desired goal of the organizations. The outcome of this research work will serve as a reference material to feature researcher in related areas. The study will contribute to existence body of knowledge.
This research work on staff training and development as an effective tools in organizational efficiency will focus on (AGUATA LGA) and the leadership style adopted, and some selected branches the sample shall be drawn from different categories of staff ranging from top management to mail lower.
The following limitation are inherent in the study:
In the course of writing and carrying out this project work, the research encountered many difficulties; some errors in the results of the research and from external sources of data collection. These are factors standing as constraints thereby limiting the effect of the research result.
Among these are, time finance , scope and use of wrong statistics in data analysis, due to time limit, the research work is a time consuming one. A lot of time is taken to observe the subjects. Most times the behaviour of the staff changes even when they are aware that they are being observed by the researcher, this is by taking their behavior. The researcher also observed that these senior staff some time give true and false information in order to cover their branches.
At sometime the research work lasted over two months due to large scope of area of the study.
1.8 OPERATIONIZATION/DEFINITION OF TERMS
TRAINING: This is an organizational effort aimed at helping an employees to acquire the skill suitable for job.
DEVELOPMENT: This are activities undertaken to expose an employee to perform additional duties and assume position of an importance.
OBJECTIVES: This is a desired end of activities.
EFFICIENCY: The quality of doing something well with no waste of time or money.
EFFECTIVE: To produce the result that is wanted or intended.
SUBORDINATE: It refers to a worker that is under the control of a supervisor
EMPLOYEE: This is a person who works for somebody or for a company in return of wages.
MANAGEMENT ROLE: This is a way of describing what the managers actually do.
ORGANIZATIONAL: It is a combination of people or individual efforts working together in pursuit of certain common goals.
MANAGER: This is someone whose job is to manage part or all of a company or other organization.
1.9 Organization of the Study
This research work is organized in five chapters, for easy understanding, as follows. Chapter one is concern with the introduction, which consist of the (background of the study), statement of the problem, purpose of the study, research questions, significance of the study, scope of the study etc. Chapter two being the review of the related literature presents the theoretical framework, conceptual framework and other areas concerning the subject matter. Chapter three is a research methodology covers deals on the research design, area of the study, population of the study, sample and sampling techniques, methods of data collection, instruments for data collection, reliability of the instruments, validity of the instruments, distribution and retrieval of instruments and methods of data analysis. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study