CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Staff Training is essential to the growth and development of an organization as blood is essential to the growth and development of human being, as blood is essential to human existence so is the training of staff to the success of an organization (Stoner, Freeman & Gilbert, 2011). Training both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization. However, training is the knowledge acquired, while knowledge is the ability, the skill, the understanding, the information, which every individual requires acquiring in order to be able to function effectively and perform efficiently (Alika & Aibieyi, 2014).
Human resources are the most valuable assets of any organization, with the machines, materials and even the money nothing gets done without manpower. According to Anaduaka (2014),Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task. Employee’s training and development is seen as the most important function of any competent management. The reason is not far-fetched, the ever-increasing technological sophistication especially in this age of computer technology has really made it compulsory for organizations to meet changing situations (Obi-Anike & Ekwe, 2014).
Training for capacity building is central to sustaining economic growth and development because human capital is the greatest asset of any organization.
Capacity building entails investment in human capital, institutions and practices necessary to enhance human skills, overhaul institutions and improve procedures and systems (Pallant & Manual, 2010). Capacity building could also be defined as the internalization of the knowledge, skills and processes that enable the formulation, implementation, monitoring and evaluation of set goals in an efficient manner. Yet, it could be viewed as a series of activities, which an organization, enterprise or even a nation needs to undertake to provide for itself, on a continuous basis, as well as the regular supply of skilled manpower to meet its present and future needs (Zeglat & Zigan, 2013). Moreover, one of the major principles needed by industries to succeed in this current situation is quality training that will equip the employees with new skills, competencies and techniques.
1.2 Statement of the Problem
Experience has shown that many staff in organization undergo career support and yet fail to perform to expected standard set by the company. Also, basic facilities required for the effective performance of staff after content training is lacking and not provided in most companies which lead to content training been irrelevant. Other content of training is qualitative but really the quantity and relevance does not match the training need for the trainee, which makes the training objectives not successful. More so, they have been cases of not analyzing training needs of staff therefore sending wrong staff to undergo training, such people find it very difficult to cope with the training exercise. Consequently, these problems have resulted to both employees and organization poor performance.
Furthermore, it has led to low patronage and lack of competitive advantage as human resource is the major assets of any organization (Hafeez & Akbar, 2015). It is against this background that this study seeks to investigate the effects of training and human capital development on staff performance in Wacot Rice Limited Argungu.
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