CHAPTER ONE
BACKGROUND OF THE STUDY
1.1 INTRODUCTION
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 de eloping 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:
i. To examine how training affects the
efficiency of an organization and to see what needs training of its employees.
ii. To find out conclusion on how to
achieve efficiency in the organization or local government.
iii. To identify appropriate services and
development activities responsive to employees wishes and initiatives by
devolving them to local representative bodies.
iv. To examine the mobilization of human
and material resources through the involvement of members of the local
government in their local development. .
v. 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.