The Role Of Training And Development In Improving The Efficiency Of Workers (A Case Study Of Moro Local Government Of Kwara State)

Project and Seminar material for Public Administration

The Role Of Training And Development In Improving The Efficiency Of Workers (A Case Study Of Moro Local Government Of Kwara State)


Proposal


The research work and feasibility study is to educate and enlighten the management organization both private and public about theories of training and development in improving the efficiency of workers in the organization sectors
The research also emphasized that training of workers in any organization is inevitable, training is a process of updating aiding skills and developing new workers.

  • Chapter one contain the introduction of the study together with the objective, significant, scope and limitation of the study and definition of terms of the study.
  • Chapter two contains literature review of the previous research work, also contains definitions, reasons, types of training.
  • Chapter three deals with research methodology , sources collection of data instrument, sampling and population of the study . method of data analysis and research problem.
  • Chapter four is the data presentation and analysis, brief history of the case study and staff training according to discipline and duration of the courses.
  • Chapter five contains summarizes, the whole study recommendations and conclusion references with the bibliography.

Chapter One


Introduction

1.1 Background of the Study

To make increase in productivity and efficiency in an organization, there is the need to develop, train and motivate an employee so as to stimulate the achievements of the organization’s objectives. After performance appraisal has indicated or discovered that poor performance is as a result of inadequate skills and inability on the part of the employees, steps have to be taken to improve such skills and abi1it’ through training and in the case of management it is known as development.

For success, every organization needs to have well trained and experienced workers to perform the activities. Even experienced workers need to learn about the organization, its’ people, politics, culture and procedures. If employees can meet all requirements of a job, training may not be important, but no employees can over posses all necessary ingredients that a job requires. He may be excellent on one subject or aspect, superb on the other yet; he finds some aspects of the job a little difficult. This is where training becomes important in order to increase the versatility and adaptability of employees. If jobs are simple, easy to learn and influenced by technological changes, sophistication and the complex society, training is inevitable.

Training is a process of updating old skills and developing new ones. This training is any learning directed towards the question of a specific knowledge and skill for the purpose of an occupation or task within an organization. Therefore, an organization that gives out training, to an employee is doing so to meet the needs of an organization as well as the need of an individual employee in an organization. No wonder in December, 1990, the then Commissioner of Labour in his address to the 14th Annual General Meeting of Nigeria Employee Consultative Association (NECA) stress the role of employee in training their employee to be able to carry out their responsibilities effectively. He said “The development of human resources cannot be entirely the concern of our national ‘s education, institution; it is also the responsibilities of institutions capable of performing training functions.”

Every enterprises, whether public or private does necessary consideration on the job training. Some which are organized and some haphazard and incidentals if employer displays greater readiness many of them do so to invest in training. We hope more rapidly to supplement the work of education and other training institution.

The case of Japan is a relevant example, before adequate .public educational institutions could be established in Japan, private enterprises had their own programmes to skilled workers and you as employer’s, no less than national leaders development planner and technical assistance agencies all over the world, must recognize importance of the development of human resources, without which we cannot overcome the continuing storage of trained people as we strive to throw off the bonds of economic backwardness and to achieve the social and economic objectives of our development plan.

However, to do this, style of leadership is also very important as training itself. Leadership is the ability based on personal qualities of the leader elicits the follower compliances in a broad range of matter. Also as a personal relationship in which one person directs, coordinates and supervises others in the performance of a common task.
The work of motivating and coordinating group members has to be done either by “branching the proverbial stick or by dangling the equally proverbial carrot.”

The former is more jobs centered while the latter is a non-directive group centered procedure. Therefore, management can determine the situation in which these leadership work best and then, select or train men so that their leadership style fill the particular job within an organization.

Meanwhile, as the need for knowledge and skills that employee can use to cope with it. Good training is worth more than experience purse, though the latter is still valuable.

In the organization, the need for training shows itself in many ways, these new employees must be instructed in their duties, and poor selection may necessitate specialized training. Individual employees who cannot perform certain aspect of their duties must be made equal to those tasks.

Complete changes of working method may come about from time to time. This necessitate training, information about new policies may have to be dissented. Attitude must be concerned and corrected. More so, without adequate training, errors, occupational accidents and misunderstanding will arise.

To sum up, training of employees is a vital task for the management to ensure increase in productivity and to stabilize or maintain on-going performance of employees in the organization.

Efficiency and effectiveness is the goal of every organization. In order to achieve these, there must be a system of training employees.


1.2 Objectives/Significance of the Study

The objective and significance of this write up are as follows:

  1. To examine how training affects the efficiency of an organization and to see what needs training of its employees.
  2. To find out conclusion on how to achieve efficiency in the organization or local government.
  3. To identify appropriate services and development activities responsive to employees wishes and initiatives by devolving them to local representative bodies.
  4. To examine the mobilization of human and material resources through the involvement of members of the local government in their local development. .
  5. To recommend the importance of training to the employees of the local government and Moro Local government itself so as to achieve the stated goals and objectives.

1.3 Scope and Limitation of the Study

The scope and limitation of this project is to Moro Local government Bode-Saadu and the areas which it tends to cover are training prospective, efficiency, the cadre of staff being trained and on what basic are trained e.g. in service.


1.4 Methodology of the Study

The method of gathering data and information being use for this course, primary sources, observation, interview and secondary sources i.e; read through related books and literature.

The primary source i.e. The observation and interview was chosen because, it will permit the opportunity of studying the local government and as well as gather necessary information from the employees therein.

The secondary source i.e. reading through the related literature would save time and cost or even the negligence of cooperation by the employees and it can give wide access to information that cannot he gathered through interview and observation.


1.5 Organization of the Study

This paper is being organized in such a way that chapter one deals with the introduction, objectives/significance of the study, scope/limitation of the study, methodology of the study, definition of some terms used.

Chapter two is a literature review of study while chapter three examine the sample and population of the study, the sources of data collection/data collection instrument, method of data analysis and research problem then chapter four is the interpretation of data being used in the purpose of tudy. While chapter five continuous the recommendation being made summary and conclusion and also bibliography and references at end of every chapter.


1.6 Definition of Terms

Efficiency:

Efficiency means the relationship between the achieved objectives and the amount of resources consumed in the process i.e. it can be measured in terms of output to input efficiency equals output i.e. ration of input to output.

Training:

This is a process whereby an employee is made known to something new which could help him in the performance of his task. This is also including knowledge and skill in the performance of his duties.
Training consists of imparting information, changing in attitudes or implanting skill.

Leadership:

Leadership is the act of influencing the action or behaviour of the people to achieve goals in a given situation. It is the ability to move followers to action willing and enthusiastically without any compulsion and in this process to extract greater effort from such followers than is normally the case.

Organization:

Organization can be best understood through its characteristics which are structure, purposive, interaction and communication. Therefore, organization can be defined as a social grouping which is purposively established in a more or less deliberate manner to achieve some stated objectives.

It is also the rational co-operation of activities of a number of people for the achievement of some common explicit, purpose or goal through decision of labour and through a hierarchy or authority and responsibility

Organization implies the continuously system of differences and coordination of human activities, utilizing, transforming and we1dinogether a specific set of human, material, capital natural resources into a unique problem solving whole engaged in satisfying particular needs.

Development:

Development as many sided process which individual level increase skill responsibility and material wellbeing of social level. An increase in the capacity to regulate both internal and external relationships at the highest level. It is also seen as increase or increase capacity for dealing with the environment. Many sided individual, society and highest stage of society.

It can be seen as an institution, modernization which has to do with political and social transformation.

Worker:

Worker can be seen as an employee that serves in an organization or company. In ordinary meaning, a worker is somebody who put in his energy and ability into the production of given service in which he expects a reward in kind or in cash for the receive instrument from the management.


Chapter Five


Summary, Conclusion and Recommendation

5.1 Summary

This research work is of five chapters.

Chapter one of it deals with the introduction to the main topic of the research and it’s importance that is, the role of training and development in improving the efficiency of workers. This training is a continue learning process that is directed toward the acquisition of an occupation at a larger and efficient production of the scope and limitation, methodology, organization and definition of the research are also in chapter one.

Chapter two of the research work is on the literature review that is what scholars contribute on the topic or said on the topic and its relevance to an organization.

Chapter three and four of the research work deal with the methodology/research methods and the data presentation/analysis and interpretation of findings on the number of input in service to training candidates by the local government respectively.


5.2 Recommendation

The aim and objectives of every employee or worker be it government or non-governmental must be developed and economical development.

The philosophy proposed is new to improve the state of labour within an organization and make them productive and efficient through effective systematic approach to training. Since the realization of an organization aim and objective is heavily one the member of manpower therein, so there is need for their development through training programme by an organization.

To get the best out of every employee in an organization here is need for continual and continuous training:

Therefore, I recommend that. Moro local government should embark on the following for the prospect and effectiveness.

  1. Giving training opportunities to the employees on a continual and continuous basis.
  2. Training objectives must be drafted in such a way that it relates to the organizational objectives.
  3. Training programmes must be trained to the specific office in which they are to be used.
  4. The organization should allow the em1oyees to take a course that is relevant to the development of local government and the society at large.
  5. It is also advisable that the management should not waste resources in training staff in fields that are not relevant to the needs of an organization or where they lack equipment; necessary for the functioning of the employee.
  6. More so, candidates that is to be chosen for training should not be based on family ties, nepotism, and favour but on competency, hard work and dedication to work.
  7. There should be a system and modality of check to award concentration of staff on a particular field.
  8. The management should embark on good selection which will not necessitate specialized training.
  9. Lastly, Moro local government should embark on evaluation of result as part of the training itself.

5.3 Conclusion

Conclusion all the activities of any organization is to achieve its stated objectives of any goals, but how would these objectives be attained without a good course of personnel? .The capability of the personnel determines that of the organization in achieving its’ stated. Objectives.

Therefore, training of employee in an organization should not be and cannot be over emphasized. Training is development of employees to meet the expatriation of the organization. This can be done through imparting knowledge, changing attitude, importing etc. These should be done to cover all the organization needs in terms of manpower.

The significance of training to any organization, craft (1 964) says, the effect of mechanization and automation and the effected work unit is constant modification i.e. while some jobs completely eliminated, new ones are created and the constant of other are changed necessitating different specification of education, experience, personality and breadth of view point.

These changed need a capable personnel to cope with it, this unreliable suggest for training. Therefore, Moro local government is developing its’ employee through effective training that is designed for them so as to use for the organization as well as individual employee.


The Role Of Training And Development In Improving The Efficiency Of Workers (A Case Study Of Moro Local Government Of Kwara State)


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The Role Of Training And Development In Improving The Efficiency Of Workers (A Case Study Of Moro Local Government Of Kwara State)


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