Poor organisational and institutional cum administrative performance and productivity in Nigeria and most developing nations are the manifesting implications of low staff training therein.
This study scholarly explores staff (re)training as a tool for administrative efficiency and productivity, highlighting the implications of poor/inconsequential staff training.
The study reveals that while staff (re)training is almost absent– very low– in Nigerian public sector, the private sector has lowly appreciable performance in it, though only but a few, particularly the multi-national firms alone, do so.
In public institutions, the supposed funds for staff (re)training are diverted by top management officials for personal aggrandisement, besides the low budget for it. Most private firms economise their funds, if they bid staff training, focusing more on profit maximisation and most often over load their staffs, even with duties outside their professional knowledge and competence. Consequently, there are extreme poor staff performance, administrative lapses and low organisational productivity.
The paper submits that (effective) staff (re)training is an invaluable tool for administrative efficiency both in Nigeria and other parts of the globe, as obtains elsewhere and proven by the findings of this study. It recommends that both public and private firms/institutions in Nigeria should take staff training and retraining very serious in their administrative policies so as to appropriately tap from its huge potentials. It was done using survey method, qualitative approach, simple percentage, content-analysis, non/participant observation and relevant library textual materials, following its nature, scope and pursuit.
Table of Contents
1. Introduction
2. The Concept of Staff Training
3. Literature Review on Staff Training Impact
4. Research Methodology
5. Data Presentation, Analysis and Discussion
6. Conclusion
7. Recommendations
Research Objectives & Key Themes
This study aims to investigate the influence of staff training and retraining on administrative efficiency, employee performance, and organizational productivity within the Nigerian public and private sectors, while identifying the systemic obstacles and recommending scholarly solutions.
- The impact of training on organizational and administrative performance.
- Barriers to effective staff training, including management and political factors.
- The relationship between job design, training, and employee engagement.
- Comparative analysis of public and private sector training practices in Nigeria.
- Strategic recommendations for improving organizational productivity through human capital development.
Excerpt from the Book
The Concept of Staff Training
Training is defined by Ngirwa (2009) as a learning process in which employees acquire knowledge, skills, experiences and attitudes that they need in order to perform their job better for the achievements of their organisational goals. Tzfarir (2005) noted that training is an important element in producing the human capital. It provides employees with the skills, abilities and knowledge required by the position (Danvila del Valle et al., 2009). Therefore, when staffs are (re)trained, they are bound to perform well as supposed. It becomes invaluable for both the management and the staff as it brings about administrative efficiency and staff’s high performance. In addition to on-the job and off-the-job training types, Tylor (2009) identifies six training types thus: on-the-job training and lecture, programmed instruction, computed assisted instruction, audio-visual techniques, simulations and business games.
Training is one of the major functions of Human Resources Management (HRM), which has been recognised since the late 20th century and has attracted scholars’ and researchers’ interest (e.g. Gordon, 1992; Beardwell, Holden and Claydon, 2014). Obi (2012) notes that the success or failure of any organisation depends much on adequate and proper manpower planning and development of a given organisation’s management and administration– managers and administrators. As such, for any organisation, institution or government to succeed, it must equip its manpower and development sector/department with effective training and retraining (Etim, 2016).
Summary of Chapters
Introduction: Provides the context of organizational challenges in Nigeria and emphasizes the critical need for effective staff training to improve administrative productivity.
The Concept of Staff Training: Defines training as a vital HRM function and explores its role in building human capital and organizational success.
Literature Review on Staff Training Impact: Examines various academic perspectives on the relationship between training, employee motivation, and organizational performance.
Research Methodology: Outlines the survey-based research design and the qualitative approach used to gather data from respondents across three Nigerian metropolitan areas.
Data Presentation, Analysis and Discussion: Presents empirical findings indicating that while training significantly boosts productivity, its application in Nigeria remains insufficient.
Conclusion: Synthesizes the findings and reinforces that effective, regular staff training is an indispensable tool for administrative and organizational advancement.
Recommendations: Proposes strategic actions for management, including better funding, merit-based policies, and a commitment to training the trainers.
Keywords
Staff training, administrative efficiency, organizational productivity, human resources management, job design, employee performance, manpower planning, training methods, workplace politics, organizational learning, professional development, Nigeria.
Frequently Asked Questions
What is the core focus of this research paper?
The paper focuses on the role of staff training and retraining as a critical tool for achieving administrative efficiency and increasing organizational productivity, particularly within the Nigerian context.
What are the central themes discussed in this study?
Central themes include the impact of training on employee performance, the challenges of implementing training in public and private institutions, and the correlation between job design and employee engagement.
What is the primary objective of this research?
The primary objective is to explore the effects of staff training on performance, identify why poor training persists in Nigerian organizations, and offer scholarly solutions to improve current administrative standards.
Which research methods were employed?
The study utilizes a survey method, employing a qualitative approach, simple percentage analysis, content analysis, and both participant and non-participant observation.
What is covered in the main body of the work?
The main body covers the conceptual definitions of training, literature reviews on HR management, the methodology for data collection, a detailed analysis of field results, and final recommendations for stakeholders.
What key terms characterize the study?
Key terms include administrative efficiency, staff training, organizational productivity, human capital development, and job enrichment.
How does the author explain the low level of training in the public sector?
The author points to factors such as corruption, misallocation of funds, and a lack of priority given to human resource development by top management officials.
What does the study suggest about the relationship between training and job satisfaction?
The study suggests that while training is widely associated with higher job satisfaction and better performance, its effectiveness depends on the proper utilization of skills and the absence of negative workplace politics.
- Quote paper
- Odey Simon Robert (Author), 2017, Staff Training. A Tool for Administrative Efficiency and Productivity, Munich, GRIN Verlag, https://www.grin.com/document/356508
