ABSTRACT
The training and development of employees and management team has continued to evolve time and time again. Training and development has come to be seen as pivotal in implementing organizational-wide cultural change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to work directed work teams. A successful training begins with a thorough needs assessment to determine which employees need to be trained and what they need to be trained to do. Any training undertaken without a careful analysis of whether or not it is needed is likely to be ineffective and a waste of money. However, this research is concerned with the effects of training and development on the employees of Power Holding Company of Nigeria and this has proved to be vital to future economic, socio-cultural and the sustenance of civilization of the larger Nigerian society. Training and development in PHCN is still haphazard, disjointed and uncoordinated. To move forward improvement and thorough needs assessment and proper analysis is important in order not to continue wastage of human and capital resources due to lack of proper training.
CHAPTER ONE
INTRODUCTION
1.1 BACKROUND TO THE STUDY
For any organization to succeed, the human element has to be developed, and motivated. It has been proved overtime that training and development is closely linked to the short, medium, and longtime business plans and has been seen as a vital element in the organization’s ability to prove itself with its customers. These provides those responsible for implementing training and development with the best possible raison d’etre – a direct contribution to corporate goals. Thus in a fast moving consumer goods Company, training will be geared towards sales achievements against the competition. In a high- technology company, training will be geared to product quality and innovation. In a district general hospital, training will be geared towards the provision of a high and reliable standard of patient care.
The training function, now popularly called the Human Resource Development [HRD], coordinates the provision of training and development experiences in organizations. Training function begins with the diagnosing of training needs and the establishments of a clear cut objective for training programs. The next step is to design and deliver training programs that uses appropriate methods and procedures to maximize the learning and subsequent job performances of trainees (Bamtefa, 2000).