Training is the systematic development of the attitude and skill behaviour pattern required by an individual in order to perform adequately a given task. It is also the systematic modification of behaviour through learning which occurs as a result of education instruction development and planned experiences. Training is designed to change the behaviour of the employee in the work place in order to stimulate efficiency and higher performance standards (Oliseh, 2005:112).
The most important resources of an organization are its human resources (the people) who supply the organization with their works, talents creatively and drive. Without competent people at the managerial as well as the operation level, the organization may end up pursuing inappropriate goals. Once the goals have been set for successful and essential ingredients will then come in and the difference between success and failure of an organization is the human element. An industrialist once said “take away all the factories trade, avenues of transportation and in four years, I will have re-established myself”.
Table of Contents
EFFECT OF TRAINING ON EMPLOYEES’ PRODUCTIVITY IN PUBLIC SERVICE ORGANIZATION
CHAPTER 1 INTRODUCTION
1.1 BACKGROUND OF STUDY
1.2 STATEMENT OF PROBLEM
1.3 STATEMENT OF OBJECTIVES
1.4 RESEARCH QUESTIONS
1.5 RESEARCH HYPOTHESIS
1.6 SIGNIFICANCE OF THE STUDY
1.7 SCOPE OF STUDY
1.8 DEFINITION OF TERMS
1.9 AN OVERVIEW OF IKEJA LOCAL GOVERNMENT AREA
CHAPTER 2 - LITERATURE REVIEW
2.1 INTRODUCTION
2.2 DEFINITION OF TRAINING
2.3 RELEVANT THEORIES/MODEL ON TRAINING.
2.4 EVALUATION OF TRAINING OBJECTIVES
2.5 THE BENEFITS OF TRAINING PROGRAMMES IN ORGANIZATION
2.6 OVERVIEW OF THE TRAINING PROCESS
2.7 THE DISADVANTAGES OF INEFFECTIVE TRAINING PROGRAMMES.
2.8 OVERVIEW OF PRODUCTIVITY IN ORGANIZATION
2.9 SUMMARY OF THE CHAPTER
CHAPTER 3 - METHODOLOGY
3.0 INTRODUCTION
3.1 RESEARCH DESIGN
3.2 POPULATION OF STUDY
3.3 SAMPLE AND SAMPLING TECHNIQUE
3.4 RESEARCH INSTRUMENTS
3.5 PROCEDURE FOR DATA COLLECTION
3.6 DATA ANALYSIS
CHAPTER 4 RESULT
4.1 ANALYSIS OF RESPONDENTS’ DEMOGRAPHIC DATA
4.2 ANALYSIS OF THE QUESTIONNAIRES ASSUMPTIONS
CHAPTER 5
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY OF FINDINGS
5.2 DISCUSSION
5.3 RECOMMENDATIONS
5.4 LIMITATION OF STUDY
5.5 SUGGESTION FOR FURTHER STUDY
5.6 CONCLUSION
Research Objectives and Key Themes
The primary objective of this study is to evaluate the impact of adequate and effective training on employee productivity within public service organizations in Nigeria, specifically utilizing the Ikeja Local Government Council as a case study. The research explores how training methods, skill acquisition, and employee behavior modification contribute to achieving organizational objectives in both the short and long term.
- Impact of systematic training on employee performance and efficiency.
- Evaluation of various training methodologies (on-the-job, off-the-job, and external).
- Relationship between training, human resource development, and organizational productivity.
- Challenges associated with ineffective training programs in the public sector.
Excerpt from the Book
1.1 BACKGROUND OF STUDY
Training is the systematic development of the attitude and skill behaviour pattern required by an individual in order to perform adequately a given task. It is also the systematic modification of behaviour through learning which occurs as a result of education instruction development and planned experiences. Training is designed to change the behaviour of the employee in the work place in order to stimulate efficiency and higher performance standards (Oliseh, 2005:112).
The most important resources of an organization are its human resources (the people) who supply the organization with their works, talents creatively and drive. Without competent people at the managerial as well as the operation level, the organization may end up pursuing inappropriate goals. Once the goals have been set for successful and essential ingredients will then come in and the difference between success and failure of an organization is the human element. An industrialist once said “take away all the factories trade, avenues of transportation and in four years, I will have re-established myself”.
Thus an organization is not merely the factories, trade, transportation, money or other physical and financial resources, but it is the people or human resources who are linked together in a formal structure and guided by managerial leadership. The stand of this industrialist was compliments with the thinking of “Rensis Likert” how rightly said that “all activities of any enterprise are stated and determined by the persons who make up that organization, plants, offices, computers and all other automated equipment that modern firms use are unproductive except for human effort and direction. However, it is in realization of the importance of human resources that most of the big organizations today create a Separate Human Resources Department in order to train, educate and improve the skills of the executives so that productivity in organization is considerably enhanced.
Summary of Chapters
CHAPTER 1 INTRODUCTION: This chapter outlines the fundamental importance of training as a systematic process to enhance employee skills, attitudes, and productivity within an organization.
CHAPTER 2 - LITERATURE REVIEW: This chapter provides a critical analysis of existing theories and models concerning training, evaluating how various methodologies influence workforce performance and organizational output.
CHAPTER 3 - METHODOLOGY: This chapter describes the research design, population, sampling techniques, and analytical tools used to gather and interpret data from the Ikeja Local Government Council staff.
CHAPTER 4 RESULT: This chapter presents the data collected from the questionnaires, detailing the demographic analysis and the findings regarding training effectiveness and organizational productivity.
SUMMARY, CONCLUSION AND RECOMMENDATION: This final chapter synthesizes the research findings and offers recommendations for improving training programs to foster better performance and goal attainment in public service organizations.
Keywords
Training, Productivity, Human Resources, Public Service, Organization, Skill Acquisition, Employee Performance, Management, Ikeja Local Government, Organizational Objectives, Workplace Behavior, Efficiency, Training Methods, Professional Development, Capacity Building
Frequently Asked Questions
What is the core focus of this research?
The research fundamentally investigates the relationship between employee training programs and productivity levels within the public service sector in Nigeria.
What are the primary themes discussed in the work?
Key themes include the definition and necessity of training, various training models, the impact of training on skill acquisition, and how these factors collectively influence organizational efficiency.
What is the central research question?
The primary research question asks how effective and adequate training impacts employee productivity and how specific methods contribute to the achievement of both short-term and long-term organizational goals.
Which scientific methodology is employed?
The study utilizes a survey research design, employing stratified random sampling to collect quantitative data from staff across different managerial levels, which is then analyzed using frequency distribution and simple percentages.
What topics are covered in the main body?
The main body covers the theoretical framework of training, an overview of the training process, different training techniques (on-the-job, off-the-job, external), and a detailed analysis of how these practices relate to organizational success.
Which keywords characterize this study?
The study is best characterized by terms such as training, human resources, productivity, organizational efficiency, and public service management.
How does the author define "human resources" in this context?
The author defines human resources as the pool of human effort specifically geared toward achieving organizational goals and objectives effectively and efficiently.
What does the "Spiral Model of Training Process" represent?
The Spiral Model is used to visualize a training program as a continuous, feedback-based system where participants progress through various phases of learning before returning to their roles with enhanced capacities.
What does the study conclude about the Ikeja Local Government case?
The study concludes that there is a significant positive relationship between adequate training and productivity, suggesting that despite the costs, the benefits of training programs heavily outweigh the expenses for government establishments.
- Arbeit zitieren
- Blessing Adegoke (Autor:in), 2010, Effect of training on employees' productivity in public service organisation, München, GRIN Verlag, https://www.grin.com/document/179098
