CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
It has become an established fact that the success of most public and private organizations does not depend entirely on how well such organizations are 63 financed but also on how well the human resources working in the organizations are experienced. The experiences acquired by these human elements do not simply come out of the blues, but as a result of the chances given to them to acquire such experiences. It has been noted that in most organizations, whether in the public of private sector, those who are found to be more productive are those workers who have a wealth of experience on their jobs as a result of training and development they had acquired. This is why in contemporary times, many managers and employers in several organizations are no more averse to the concept of training and development. They have begun to realize the fact that well trained and developed employees are assets any public & private organizations.
The above explains why Ubeku (1984:194) opines that “The process of training and development is a continuous one, and money spent on the training and development of employees of any public & private organization are money well invested.” He went further to stress that in public & private organizations employees who have not received adequate training before being assigned responsibilities lack the necessary confidence with which to carry out their jobs. For this reason, an employee should be helped to grow into more responsibility by systematic training and development, because it is only then that he will feel confident enough to carry out the responsibility of the job. This is so because it is only then that the employee believes he knows what is expected of him regarding the job, and because he can do it, his enthusiasm for the job increases.
Consequently, as noted by Donnelly (1992:114) “an employee in this position is more likely to originate ideas as to how best to carry out the tasks of the job. And employees who are not trained tend to cling to methods they were shown the first time they took over the job. They are frightened of doing the job in a different way, because something might go wrong and that risk they cannot take”.
The concept of training and development is not the task of educational institutions alone. This explains why in December 1970, according to Ubeku (1984:198), the then federal commissioner for labour in his address to the 14th Annual General Meeting of the Nigeria employers consultative Association stressed the role of employers in training their employees to be able to carry out their responsibilities effectively. He explained among other things that.
The development of human resources cannot be entirely the concern of our educational institutions. It is also the responsibility of other institutions capable of performing training functions. Every enterprise, whether public or private, necessarily does considerable on-the-job training, some of which organized, and some haphazard and accidental… You as employers must realize or recognize the overriding importance of the development of human resources, without which we cannot overcome the continuing shortage of trained people as we strive to throw off the bonds of economic backwardness and seek to achieve the social and economic objectives of our development plans.
The anxiety of the government and other private organizations over the scarcity of trained manpower in the country has been translated into action in the form of institutions with the function of promoting, training and development in the Nigerian economy.
However, one may be tempted at this juncture to ask – what exactly is training and development? According to Armstrong (1984:20) Training is
the modification of behaviour through experience, and development is a change towards the better”. Based on this, it then shows that employers in organizations that have in their policy, the concept of training and development have paved way for the success and survival of their organizations, and the subsequent enjoyment of optimal performance on the part of the employees or workers.
In any case, the question then is, in the midst of the advantages inherent in the concept of training and development of employees in organizations,
- How far has the Nigerian public and private organizations appreciated the idea of training and developing their workers?
- Also, in what capacity do the workers receive training and development of employees in organizations.
It is the above questions posed that leads to the study on “An Evaluation of Training and Development of Human Resources. In Pubic Private Organizations’ with special reference to Emenite Nigeria Limited and Scientific. Equipment Development Institution Akuike
STATEMENT OF PROBLEM