EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS
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EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS
CHAPITRE ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Manpower development and training must be based on a need analysis generated from a comparison of “actual performance” and behaviour with “needed performance” and behaviour. Manpower training and development is one of the most important ways organisations invest in their personnel today and in the future.
Organisational effectiveness is dependent on the workforce’s efficient and effective performance. The richness of the workforce’s knowledge, skills, and capacities, in turn, depends on the workforce’s efficient and successful performance. Manpower training and development is a continuous act/exercise in most organisations.
The inexorable march of time, combined with the never-ending glamour of social change, makes flexibility and ongoing worker preparation as necessary as initial knowledge and skills training.
This cannot occur if an enterprise does not provide personnel training and development. Every executive, manager, or supervisor in a public or private organisation has the obligation, and indeed the legal duty
, to ensure the growth of their personnel who have the necessary knowledge and expertise in order to maximise the organization’s production and efficiency.
Training is similar to honing an existing ability in order to reflect technological trends and other social-cultural environmental changes in an organisation. Productivity is the goal of today’s competitive corporate environment, and training can help you get there.
The goal is for them to be able to contribute fully to the organization’s welfare, health, and development (onah 1993). The primary goal of training and development in service organisations is to promote staff efficiency, which in turn increases company productivity.
This explains why an organisation expects a huge amount of money and time at one time or in the order to enhance the abilities of its personnel at various levels.
According to AKPAN (1982:128), the primary goal of training is to provide people with the knowledge needed to qualify them for a specific job or to improve their abilities and efficiency in their current position.
Manpower development, on the other hand, entails growth and the accumulation of broad experience for the organization’s future strategic advantages.
Manpower training and development therefore promotes staff effectiveness and efficiency. As a result, the purpose of this research is to learn about the current state, nature, procedure, and method of training and development used by the Power Holding Company of Nigeria (PHCN) for their employees.
It is also important to note that any organisation that does not have a plan for staff training and development is less than dynamic, because learning is a continuous process and acquired skills become obsolete as the environment changes.
A classic saying in the realm of human resources is, “If you think training and development are expensive, try ignorance.” While training and development benefit organisations, ignorance harms them. As a result, workers, like machinery, must be constantly updated or risk becoming outmoded or ineffective.
STATEMENT OF THE PROBLEM
This study, which is concerned with employee training and development in service organisations, aims to determine the efficiency and efficacy of training and development programmes in service organisations with reference to the power holding company of Nigeria (PHCN) Enugu Zone.
Since the Nigerian Power Holding Company (PHCN) is an organisation that governs the usage of energy in Nigeria, it serves as a source of electricity supply, distribution, and maintenance throughout the country. As a result, it runs into a slew of issues, including:
Lack of trained instructors and consultants to conduct training courses, a lack of critical training tools, and a lack of effective communication within the organisation make it impossible for most employees to be aware of potential training opportunities.
OBJECTIVES/PURPOSE OF THE STUDY
The goal of this study is to investigate the impact of manpower training and development in service organisations, using power holding company of Nigeria (PHCN) Enugu Zone as a case study to determine how the organisation is performing in terms of employee training and development.
The following are the study’s particular objectives:
To emphasise the benefits of employee training and development in a service organisation.
Examine the existing training and development of staff in the organisation and, in particular, the PHCN Enugu Zone
To broaden each member’s general knowledge and understanding.
To make recommendations for appropriate steps to help strengthen the current personnel training programme.
Increase staff efficiency and effectiveness, resulting in increased business production.
RESEARCH QUESTIONS
What method of training and development does your company employ?
What is the staff level category in your organisation (PHCN)?
What is the organization’s main issue?
HYPOTHETIC STATEMENT
Hi: Training and development boost manpower skills and knowledge in service organisations.
Ho: Training and development do not improve the abilities and knowledge of service personnel.
SIGNIFICANCE OF THE STUDY
The study would benefit all service organisations, particularly the Power Holding Company of Nigeria (PHCN) Enugu, and their employees since it emphasises the need for and encourages the formulation of policy guidelines on efficient and effective training and development programmes.
It will assist managers from diverse organisations in generating ideas and problem solutions based on the best approach to run training in their organisation in order to achieve desired goals and objectives.
It will be equally beneficial to small and large businesses, organisations, universities, colleges of education, and the government.
It will also assist researchers in learning more about training as a strategy for boosting employee performance.
Finally, it will be very useful to students as a reference and will also serve as the foundation for additional research inquiry.
SCOPE AND LIMITATIONS THE STUDY
Although the scope of this study is very broad if it is carried out across the full service organisation. As a result, a focused field of study was required, with the evaluation of the influence of manpower training and development in service organisations utilising power holding company of Nigeria (PHCN) Enugu Zone as the case study.
Its main restriction was the difficulty in obtaining information from the institution under investigation. As a parastatal, there is always a concern of disclosing information to the public; as a result, critical information was not easily available.
Time would also be taken into account; obtaining permission to leave school, as well as the financial issue, as considerable money was spent on purchasing materials. However, reasonable assessments have been carried out in this research work using facts and judicious use of restricted resources.
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