TRAINING AS A MECHANISM FOR ORGANISM FOR ORGANIZATIONAL EFFECTIVENESS

ABSTRACT

This study was conducted to find out the effect on training as a mechanism for organizational effectiveness ‘in Rivers State using Plantgeria Company Limited, f Port Harcourt as a case study. The aims at examining the factors that militate against the achievement of improved quality or working life and how these problems can be overcome in order to achieve organizational effectiveness. The different steps involved in training, the methods of training and some principle of formulated to guide the study of cover findings and discussions tabulated on tables and figures. The statistical tools used were chi-square (X2). The method of data collection was the questionnaire which was used for the research study. It was found out that the trainees are normally selected by their immediate supervisors, functional staff in collaboration with administration. Finally, recommendation was given for the safety of the employees, the company should., avoid taking newly hired workers to practice on-the-job, without a formal induction process/training on how new employees should handle the machines.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Training is one of the most important mechanisms to improve effectiveness in every organization in today’s world. The importance of the effective training in Rivers State cannot be overemphasized.

In this rapidly changing world, improvement is imperative. Nobody can afford to remain static. The various professions are changing rapidly and experience need to be introduced to their employers work environment and to be shown how to perform specific tasks. This is because in many institutions and companies, the cost of wages and salaries is so high that it is quite uneconomical to leave people to master their jobs by themselves as it takes too long. The cost of plant and equipment which is at the of every worker is so high that companies cannot rd to allow people to use such plant or equipment unless are capable of using it effectively, safely andProductivity and it is not safe or the worker to learn 11 w by himself.

Training in organization constitutes an appropriate institutional base for teaching the various professions and helping to improve them in practice.

Training is viewed as a body able to generalize experience to both would be and current practitioners and help increase the learning and problem solving capacity of organization.

1.2   STATEMENT OF THE PROBLEM

One of the most difficult threats faced by organizations today is “change”. Change is an unavoidable factor in modern business life.

According to Peter F. Drunker (1964) “Tomorrow always rise and is always difficult what will happen in the future is never certain”.

In a dynamic environment life, the one we find ourselves in today, no firm can operate effectively without competent human resources which arc the key to industrial growth.

The study examine the benefit of effective training for specific skill and for building a stable workforce as decide by management to achieve efficiency in productivity, improved standard of quality and maximize profit while operating in a dynamic environment.

1.3   OBJECTIVE OF THE STUDY

The objectives of this research work are as follows:

1. To find out if there are any well defined training policies by the companies?
2. The level of employees benefits from training programme are available?
3. To find out the training activity toward employees’ attitude and skills in meeting job requirement?
4. To know if the companies give on-the-job training?
5. To determine the extent to which training helped in maintaining workers self-efficacy?

1.4 RESEARCH QUESTIONS

The dimension of this research will be based on these questions which will help in creating an insight into the problems under investigation;

1. Are there any well defined training policies by the companies?
2. What level of employees benefits from training programme available?
3. To what extent is the training activity toward employees’ attitude and skills in meeting job        requirement?
4. Do the companies give on-the-job training?
5. To what extent has training helped in maintaining workers self-efficacy?

1.5 SIGNIFICANCE OF THE STUDY

Society benefits from employee training, first by resulting increase in the stock of skilled manpower available. This view is stressed in the third national development plan (1978:80) that “there is a greater realization that the successful implementation of a development plan depends not just on the adequacy through investment in training” Anthony Enahoro (chief), policy statement (1976).

1. To ascertain the desired performance of the organizations and its shortfall in meeting its objective due to training deficiencies.
2. To ascertain the training needed in each occupation to enable that function to be carried out       comprehensively.
3. To highlight the need for competent instructor with modern skills to handle the training programmes.
4. To reveal the need of the setting up of a professional body which controls and supervises the training       programmes?
5. To ascertain the expected contribution and present capacity of each member of the work.

1.6   LIMITATION OF THE STUDY

The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study.The money available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.

Another limitation is the difficulties, encountered by the researcher in obtaining all needed information and materials from the right sourcc and compilation of data for the project.

1.7 DEFINITION OF TERMS

For a better understanding of what the write-up intended to dwell upon being effective training as a mechanism for organizational effectiveness. It has become imperative-to define some basic terms associated with the study.

This is to guard against ambiguity and distortion of the intended meaning in issues discussed or the context of the study.

TASK: It means to be sure about the job you have to do.

EFFICIENCY: Producing results with little waste of effort.

TRAINING: Is        an organizational effort aimed at helping an employeeto acquire skills required for the efficient execution of the functions for which he was hired.

TECHNOLOGY: This is the systematic application of knowledge;It is the way by which man has used machine to quicken the process of his job

DEVELOPMENT: Is the changes in attitude and behaviour which tend to enhance employee commitment and performance.

SELF-EFFICIENCY: This refers to people’s judgments about their capacity to execute specific course action.

TASK ANALYSIS: This is the name given to a collection of techniques used to make the components of competent performance visible.

EFFECTIVENESS: Producing a result that is wanted or intended.