ROLE OF STAFF DEVELOPMENT ON THE GROWTH OF BUSINESS ORGANIZATION
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ROLE OF STAFF DEVELOPMENT ON THE GROWTH OF BUSINESS ORGANIZATION
INTRODUCTION
Background to the Study
In recent years, the ability to adapt to change has become critical for many organisations in order to survive. To achieve this, every management should be accountable for boosting the efficacy of its employees
which is mostly accomplished through staff development programmes. This demonstrates that systematic staff development is a good corporate investment.
According to Biller (1999), staff development is all about ensuring that employees are happy in their jobs, working to their full potential, and developing their talents and skills – which could benefit the company.
This can include encouraging employees to take on new responsibilities, moving departments, or being promoted to a more senior position.
Staff development encompasses all policies, methods, and processes used to enhance employees’ knowledge, skills, and competences in order to increase the effectiveness and efficiency of both individuals and organisations.
Effective and comprehensive staff development practices must focus on staff and organisational improvement, stem from development plans that include attention to both process and product, be anchored and ever-changing work, multifaceted and ever-changing, and recognise staff maturation and growth.
Staff development practices must address both individual and organisational development. For staff development to be successful, both goals must be met–that is, they must be mutually beneficial.
This commitment necessitates innovation and flexibility in staff development strategies (Holmes, 1998). Knowledge and skill development are critical to an organization’s health. Organisations are routinely appraised not for their physical assets, but for their intellectual capital.
Buckley and Caple (1989) defined development as “the overall improvement and growth of an individual’s skills and abilities through conscious and unconscious learning.”
According to Ajuogn (1995), development is a “process to assist employees in attaining levels of performance and unity of personal and social behaviour that meet their and the organization’s needs.”
Development enables people to learn their duties fast and effectively, reducing costs in later operations. The ability of an individual to handle difficult and increasing duties is a benefit of development for employee performance.
Management must remember that no one is perfectly fit at work unless they have received proper training. Inadequate training results in poor decision-making and planning, which leads to poor business performance and reduced productivity.
It is a learning exercise geared mostly at future demands rather than current performance. It is concerned with employee career development and meeting the organization’s future manpower needs.
Development refers to activities that expose an employee to more obligations and positions of importance in the organisational structure.
Staff development aims to improve the effectiveness of both employees and organisations. This is a process that has an impact on job requirements interpretations, relationships with colleagues, and perfectionist approaches to education.
Staff development takes place in a social setting, emphasising teamwork and collaboration. Staff development is a process that highlights all staff members’ common purpose and the importance of individual knowledge and abilities in performing assigned jobs in relation to the achievement of these bigger goals (Bixion 2001).
Statement of the Problem
Every study project that a researcher embarks on begins with a problem. The researcher discovered the identical problem in the first City Monument Bank in Uyo. The detected issues are as follows:
Employee incompetence in carrying out their duties has an impact on production.
The organisation labelled it a waste of time and resources. It reduces employee performance and effectiveness on the job due to a lack of staff development.
Lack of personnel training in the corporate organisation.
Lack of learned ability and information during development will reduce performance.
1.3 GOALS OF THE STUDY
This research intends to achieve the following aims.
To assess how staff development affects employee performance and efficiency at First City Monument Bank, Uyo.
To assess the extent to which staff development influences productivity in the first City Monument Bank, Uyo.
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