Managerial Economics Essay

5405 words - 22 pages

1.0 INTRODUCTION
1.1 Background to the Study
The effect of training and manpower development on employee’s productivity and organization performance has attracted considerable interest in the analytical and empirical literature. On the whole, human resources management theory has paid considerable attention to this debate; however, the theoretical predictions are ambiguous. Depending on their underlying assumptions, some approaches predict that the performance of an organization is necessarily based on innovative labour force, technology, quality management, and customer satisfaction; while others see training as a tool in the hands of human resources managers to activate and empower the ...view middle of the document...

Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce (Harel, 2009).
Goldstein (2000) defined training as the systematic acquisition and development of the knowledge, skills, and attitudes required by employees to adequately perform a task or job or to improve performance in the job environment. This implies that for any organization to succeed in achieving the objectives of its training program, the design and implementation must be planned and systematic, tailored towards enhancing performance and productivity.
Victor and Jonathan (2013) observed that the concept of training and development were misunderstood and not given full consideration in most Nigerian organization. Today the situation has change totally, such that many organization, business and non-business organization has come to realize the need for training and development of employee as vital for organization development and operation. Training and development has started since the existence of man, as the action of man is directed on what to do and when to do it. Just as a little child is trained on various ways of walking, standing and sitting in order to develop the child with skills to adapt to his environment, same is applicable to an employee, in order to train him so as to be able to adapt to the environment and organization which he finds himself (Grip, 2010).
With this, it is clear that every organization need to train its employee so that there will be improved growth and productivity. If employees are to experience flexibility and effectiveness on the job, they need to acquire and develop knowledge and skills, and if they are to believe that they are valued by the organization they work for, then they need to see visible signs of management’s commitment to their training and career needs. Training and development are the processes of investing in people so that they are equipped to perform. These processes are part of an overall human resource management approach that hopefully will result in people being motivated to perform (Barron and Hagerty, 2001).
It is against this background this research is undertaken to examine the impact of training and manpower development on organisation productivity.
1.2 Statement of the Problem
Training has been an important variable in increasing organizational productivity. Several researches have shown that training is a fundamental and effectual instrument in successful accomplishment of the firm's goals and objectives, resulting in higher productivity. Colombo et.al (2008) also states that one of the potent factors militating against the good performance of employees is inadequate training. An employee may have the ability and determination, with the appropriate equipment and managerial support yet such employee may be underproductive. The missing factor in most cases according to Adeniji (2002), is the lack of adequate skills, and knowledge,...

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