An Assessment Of The Contribution Of Training In Raising Work Efficiency In The Nigeria Public Sector

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An Assessment Of The Contribution Of Training In Raising Work Efficiency In The Nigeria Public Sector

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PROJECT TOPIC AND MATERIAL ON AN ASSESSMENT OF THE CONTRIBUTION OF TRAINING IN RAISING WORK EFFICIENCY IN THE NIGERIA PUBLIC SECTOR

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  • Name: An Assessment Of The Contribution Of Training In Raising Work Efficiency In The Nigeria Public Sector
  • Type: PDF and MS Word (DOC)
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  • Length: [56] Pages

 

 

 

CHAPTER ONE 1.0 INTRODUCTION

With time, training programs had evolved from traditional to modern methods in various organizational settings. This is due to the needs that have arisen which are mainly caused by the increased importance of Human Resource Development in the organizations.

Gupta (2010) emphasizes that organizations are made up of Human Resources and functions through them. Other resources such as money, materials and machinery are collected, coordinated and utilized through people. The effective utilization of those resources requires effective trained personnel who can effectively apply the modern skills and knowledge to minimize the abrupt wastage of organizational resources and hence achieve the desired output efficiently and effectively. Thus, there is an increased need of the training programs for the employees in order to have a more productive and motivated workforce.

Normally, the training program in an organizational setting is periodically designed to assess each individual’s contribution to the organization. The performance of individuals against organizational goals determines whether the organization meets its goals. Thus an effective training program is crucial for both organizational and individual development.

1.1 Background of the Study

Investment in human capital is central to economic performance and growth. When tastes and technologies are changing rapidly, human capital investments are important in maintaining high levels of competitiveness and of employment. Without a workforce that is continually acquiring new skills, it is difficult to reap all the returns from technological progress.In Europe, as in the US, training increases with educational attainment and the skill-intensity of occupations, and decreases with age. The age-training gap is negatively correlated with the employment rate of older workers, reflecting either the impact of training on older workers’ employability or their incentive to stay on rather than retire, and invest in their skills. Women take more training than men, but essentially because they pay for their own training more often, while firms do not appear to accommodate their greater demand for training (http://www.iza.org cited on 01/07/2013).

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