Introduction
1.1 Background Of The Study
One of the main objectives of any organization is to provide goods and services to the general public. Organization performs these all important role through the prefer utilization men and material/resources available within the organization.
In order to perform these crucial roles in the organization, there is need to train and develop the human resources of the organization. Above all, the world is dynamic and in order to keep abreast with the changes on the organization’ environment, in-service training and developments had become imperative.
In view of the changing operating environment and these introduced by technological development the human resources must change to keep pace with the change day times. There must be deliberates training of men and women for new task and for new ways of behaviour.
There should also be constant orientation and re-orientation of human resources for highly productivity.
According (Rae, 2001) in-service training is on the job or off-the job training that is designed and performed to help an individual or group to learn to perform a job or task effectively. In-service training is given to now employees so that they can quickly become part of the organization and start contributing meaningfully to its success. They hence training is also given to exist employees to re-orientate themselves after major organizational change.
In-service training according to Akinyele (1992) means “specific learning activities which are job oriented directed towards the improvement of the job holders present and future on the job performance and contribution towards the achievement of organizational goals and objectives. Stoner (1982) sees in-service training as “the teaching of technical statistic to non-managerial personal”. As a matter of fact, staff training is the major concern of management at all levels and line managers and responsible for identifying the in-service training needs of their staff.
It is an obvious fact that a major problem that plagued this country as low level of productivity due to dearth of trained personnel .
According to Richard L. Meier (1972), “at any moment in its course, every human society possesses a fund of knowledge which it the residue of accumulated experience of prior generation in the society as well as of other societies from which it may have learned or borrowed”. Naturally, this funds of knowledge has the property of growing and increase over time as long as the society the society maintains itself it was also emphasized that knowledge itself deals with both a comprehension of environmental forces and an understanding of inter personal relationships with frame work of customs that have been mutually accepted. The application of this collective wisdom therefore tends to maintain the unity of the society, the risk of obsolesces. Heath is wealth so said the adage. To maintain the society, good heath must be assured, and the work has to be done through human resources for overall benefit of the larger society, especially in the health sector.
According to the world health organization (WHO) bulletin (1998),” death rate is increasing along with infant mortality, complications of pregnancy which occurred in over 15 to of the women. The major killer or crippling childhood diseases like malaria, diarrhea, measles, malnutrition, tuberculosis are increasing in Africa.
Chief Augustus Adebayo (1982), writing on inadequate in-service training on local government contends much progress has been made in the variants local government of Nigeria towards training and staff development during the past decade and it is again this background that the present day Nigeria places emphasis on manpower training in all major expect of our socio-economic and political endeavours at the national, state the local and local government levels. Upon all these the scale of in-service training is still fall far short of normal requirements for efficient in terms of job performance. In-service training and development therefore veritable tools for enhancing efficiency and higher productivity.
To tackle to the above problem, there is need for adequate trained manpower resources for productivity. This therefore the study of this research work.
1.2 Statement Of The Problem
The failure of the first and second development plans of Nigeria according to Adebayo where partly attributed to inadequate and lack of trained manpower to handle the development plan as programmed. Many organizations have been experiencing low productivity due to the dearth of training personnel.
According to Sam Aluku (1984), “productivity cannot be increased due to inadequacy of personnel, crude implement we are using in local government for instance health for all by the year 2000, the goal set by the world health organization for its member nations called out be achieved because of manpower structural inadequacy and lack of material drug, etc.
The problem of this study therefore, is to analyze the inherent disadvantages that has followed this lack of in –service training of personnel and proper solutions that if religiously adopted, would enhance both office workers and human resources effectiveness.
1.3 Purpose Of The Study:
The main purpose of this study is to examine human resources training and it’s effect on office workers productivity. Specific objectives of the study are to:
- Ascertain the extent to which organizations organizes in-services training and development programme for its workers.
- Examine the extent- to which the in-service and development programmes organized by organizations have
Positively influence higher productivity.
1.4 Significance Of The Study
This research work will help organizations as well as individuals in assessing the impact of human resources training and development on workers’ productivity.
The research finding would also helps policy marker and management consultants to adopt adequate strategies in human resources training and development.
It will help organizations in particular to appreciate the importance of human resource training to worker productivity as well as to help them to identify areas of training needs to improve workers productivity.
1.5 Research Questions
To carry out this research, the researcher posed the following research questions:
- How often does your organization conduct in-services training programmes for her workers?
- Has staff on in-services training any contribution to the to the workers productivity?
1.6 Research Hypothesis
Ho1: Human resources training and development has no significant impact on workers’ productivity.
1.7 Scope Of The Study
The researcher is aware of the existence of other agencies that train human resources in Nigeria. It is outside the focus of this study to research other agencies. The main focus of this study is to investigate Human Resource Training and its Effect on Office Workers’ Productivity.
The geographical coverage of the study is Eleme, the study is limited to few companies in Eleme, which includes West African Container Terminal (WACT), Property Development Company (PRODECO) and Integrated Logistic Service (INTELS) all in Eleme LGA, Rivers State. Nigeria.
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