Problems Of Staff Training And Development In Companies
(A Case Study Of Nigeria Telecommunication Plc Onitsha)
Staff training and development in companies face several challenges, hindering their effectiveness and impacting organizational performance. Firstly, inadequate resources allocation for training initiatives limits access to quality programs and materials, impeding skill enhancement. Secondly, resistance to change among employees poses a significant barrier, as individuals may be hesitant to embrace new techniques or technologies. Additionally, the lack of alignment between training goals and organizational objectives diminishes the relevance and impact of development efforts. Moreover, inconsistent evaluation and feedback mechanisms fail to provide actionable insights for improvement, perpetuating ineffective training cycles. Furthermore, the fast-paced nature of industries demands agile and adaptive learning solutions, which traditional training methods may struggle to accommodate. Overcoming these challenges requires strategic investment in resources, fostering a culture of continuous learning and innovation, aligning training initiatives with organizational goals, implementing robust evaluation mechanisms, and embracing flexible learning approaches to meet evolving business needs.
Training and development is a necessary factor in the attainment of organizational objectives of any organization. In every organization exists some form training and development programme.
In Nigeria with the attainment of independence in 1960, the indigenization Decree and the current economic crises resulting mainly from over-dependence on oil revenue, the manpower has to be trained and developed in terms of quality and quantity so that they can effectively and efficiently control the commanding height of our economy and steer the economy of its present crises and backwardness to prosperity.
The federal government of Nigeria has risen to this, by providing the National Council for management education and training and the centre for management development training schemes. This is important because it directs training and development towards national need and aspiration.
In NITEL PLC there is already a formalized system of staff training and development in the organization to help it attain its objectives. This project paper is set for highlight the problems of staff training and development in the company and also to offer solutions to these problems.
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
1.0 Introduction
1.1 Statement of problem
1.2 Objective of the study
1.3 Research question
1.4 Significance of the study
1.5 Scope of the study
1.6 Limitation of the study
1.7 Definition of the study
1.8 Reference
CHAPTER TWO
2.0 Review of related literature
2.1 Meaning of Training and development
2.2 Objective of training and development
2.3 Reason for training and development in an organization
2.4 Determination of training needs
2.5 Allocation of Resources for training and development purpose
2.6 Training principles and techniques
2.7 Operational training method
2.8 Problems of training and development programmes.
2.9 Ways of improving the problems
CHAPTER THREE
3.0 Research Methodology
3.1 Source of Data
3.2 Area of study
3.3 Population of the study
3.4 Sample size determination
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Instrument reliability
CHAPTER FOUR
4.0 Presentation and Analysis of data
CHAPTER FIVE
5.0 Summary of findings
5.1 Conclusion
5.2 Recommendation
Bibliography
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Nigeria has been faced with the challenges of providing adequate effective manpower needs, development and management of the economic resources right from when she gained independence from Britain on October 1st, 1960.
The inability of the country to make provision for the required manpower has resulted in the inefficient and under utilization of her abundant economic resources.
Haines speaking on the general poor development of Nigeria workers said that he is under used, under employed, frustrated and prevented from bringing his talents to bear on the well being of his employer, and the nation at large. The principal culprit is not the worker but the leaders (Ngiera).
The above analysis, shows that the country is blessed with abundant human resources with which it can develop, but they lack effective utilization of these potentials for the transformation of their economic resources, essentially because of the inadequate planning and development of human resources. Training and development of manpower gives face lift towards venture.
Training and development is an important aspect in an organization from which both the employer and employee stand to gain a lot. As soon as employees are recruited and inducted, they must be trained and develop to fit perfectly into their jobs for which they have been employed and this can best be through the introduction of training and development programmes, the areas to direct our minds to when establishing such programmes are how can training and development programmes be directed to meet the challenging needs of the Nigeria economy and how can it increase productivity and the rate of industrialization of our environment
1.2 STATEMENT OF PROBLEM
All organization be it political, religion or business have pre-determined goals and objectives which they intend to achieve and these are ends towards which organizational activities are geared organization strive to achieve their respective goals and purposes since this is used as a yardstick or standard for assessing their success or failure.
The major determinant of any organization is the presence of capable men and women with the right skill and knowledge to combine organizational goals and objectives.
The manager and employee must be well equipped in order to carryout these assignments and skill can only be imported through the training and development of the employees.
In Nigeria, there is shortage of skilled labour and the major challenge of the Nigeria management is to help develop the skills of the nations existing staff and at the same time device ways and means of utilizing the surplus staff.
Both the public and private sectors are besieged with the problem of inefficiency low capacity and other symptoms of poor jobs performance . these problems can be avoided and solved by early identification of adequate trained and development techniques and programmes for different level of managers supervisors and other employees.
The researcher work is directed towards the problem of staff training and development programmes of Nigeria company (NITEL), with a view of identifying the methods, problem areas and suggestions on ways of achieving a greater success in her staff training and development efforts.
1.3 OBJECTIVE OF THE STUDY
Most modern organization have some training and development for its employees. Lack of it represents a serious set back in productivity but training and development is not without its own problems so the objectives of this usually is to…
(a) Determine the training and development set up of Nigeria telecommunication Plc (NITEL).
(b) Determine the problems encountered in their training and development programmes.
(c) Offer effective and efficient solution to these problems
(d) Identify staff training and development needs in Nigeria telecommunication Plc (NITEL)
(e) Design staff training and development programmes that will be suitable to the staff needs of the company.
(f) Determine cost benefit of the training and development programmes
(g) Identify the company’s selection process for training workers.
1.4 RESEARCH QUESTIONS
In carrying out this project, the following questions were asked, they include
(a) What are the set up of training and development in NITEL?
(b) What are the problems encountered by NITEL when carrying out training and development programmes?
(c) How does staff training and development needs are identified in Nigeria telecommunication Plc (NITEL)?
(d) Is the design of staff training and development programmes suitable to the staff needs of the company?
(e) What is the cost benefit of training and development programmes?
(f) How fair is the company’s selection process for training workers?
(g) Has training programmes created some positive changes in ultimate performance and productivity of the trainees?
1.5 SIGNIFICANCE OF THE STUDY
The significance of the study lies on the fact that it will be of immense benefit as a reference tool to the organizers and executors of staff training and development programmes in Nigeria companies.
It will also be of benefit to the researcher who will be conversant with what training and development entails and the problems involves, thereby prepare him/her for the outside world. It will be of immense benefit to management of organizations.
1.6 SCOPE OF THE STUDY
This scope is restricted to Nigeria Telecommunication Plc (NITEL) Enugu. The study is designed to look into staff training and development in Nigeria companies.
1.7 LIMITATION
The limitation of the study include time constraints and inadequate findings:
(a) Time: Time has always been a scarce resource for students researchers and of the factors necessary for research is time. The time available for this research was too short. The researcher had not only spent much time in search for a company that will permit him to understudy their establishment.
He was also confronted with other academic obligation like regular class attendance, writing of assignment, quizzes, term paper and preparation for examination.
(b) Inadequate funding: Another limiting factor to this study was finance. This research requires much fund. The researcher had to meet other in evitable financial obligations required to him in course of his academic work inadequate fund therefore affected the scope adeptness and smooth execution of this research work.
1.8 DEFINITION OF TERMS
Development: Development is an organizational related learning experience preparing the individual for new future jobs and performance base on possible future directions for the organization.
Training: Training is a job related learning experience provided in order to improve performance on the current job.
Management: Management is the purpose use of resources of man, minutes, materials, machines, method and money. The key resource is man management thus is the effort of other people.
SHARE PROJECT MATERIALS ON:
Staff training and development are crucial components of a company’s human resource management strategy. However, several challenges and problems can arise in the process. Here are some common issues faced by companies in staff training and development:
- Costs: Training and development programs can be expensive to design, implement, and maintain. Smaller companies with limited budgets may struggle to allocate resources for comprehensive training initiatives.
- Time Constraints: Balancing training with regular job responsibilities can be challenging for employees and management. Finding time for training without affecting productivity can be a significant hurdle.
- Relevance and Content: Ensuring that the training content is relevant to the employees’ roles and the company’s objectives is critical. Outdated or irrelevant training can be a waste of resources.
- Lack of Alignment: If training initiatives are not aligned with the organization’s strategic goals and objectives, they may not yield the desired results. Training should contribute to the company’s success, and a lack of alignment can be a significant problem.
- Resistance to Change: Employees may resist training and development programs due to fear of change, comfort with their existing skills, or skepticism about the program’s value. Overcoming this resistance can be a challenge.
- Managerial Support: Employees are more likely to engage in training and development when they have the support and encouragement of their managers. A lack of support from supervisors can hinder the success of training initiatives.
- Retention and Application of Knowledge: Employees may forget or fail to apply what they’ve learned in training if there are no mechanisms in place to reinforce and support the application of new skills and knowledge.
- Measuring ROI: It can be difficult to quantify the return on investment (ROI) for training and development programs. Companies often struggle to assess whether the resources invested in training have led to improved performance and outcomes.
- Technology and Infrastructure: Keeping up with the latest technology and providing the necessary infrastructure for training can be challenging, especially for companies in industries where technology evolves rapidly.
- Skill Shortages: In some cases, it may be difficult to find or develop employees with the specific skills needed in the industry. This can hinder the effectiveness of training programs.
- Global and Cultural Differences: Companies with a global workforce may face challenges in developing training programs that are culturally sensitive and relevant to diverse employee backgrounds.
- High Turnover: High employee turnover can make it challenging to invest in training and development, as employees may leave the company shortly after receiving training, leading to wasted resources.
- Legal and Compliance Issues: Ensuring that training programs meet legal and compliance requirements, such as those related to workplace safety, can be complex and require ongoing updates.
- Limited Feedback and Evaluation: Companies may struggle to gather and analyze feedback on training effectiveness, making it difficult to improve programs over time.
To address these challenges, companies need to develop a well-rounded training and development strategy that considers the unique needs of their organization, regularly evaluates the effectiveness of programs, and adapts to changing circumstances and technologies. Additionally, fostering a culture of learning and development can help mitigate some of these issues by encouraging employees to embrace continuous learning as part of their career development.