CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

Studies have shown that the success of most organization does not depend entirely on how well such organizations are financed but also on how well the individuals working in the organization are experienced. The experience acquired by these individuals does not simply come out of the blues, but as a result of the opportunities given to them to acquire such experience th rough training and development. It has been noted that in every organization whether in the public or private sector, individuals who are found to be more productive are those have a wealth of experience on their jobs which they have acquired through train ing and development. This is why in the contemporary times; many employees in Nigerian organizations who were initially averse to the concept of training and development embrace the idea, as they had realized the importance of training and developing their employees.
The above explained why Ubeku (1984) maintains that
the process of training and development is continues one. Money spent on training and development is money well

invested. He noted that in organizations , employees who have not received adequ ate training before being assigned responsibility lack the necessary confidence with which to carry out the responsibilities of the job. This is so because it is only then that the employee believes he knows what is expected of him regarding the job, and b ecause he can do it, his enthusiasm for the job increases. Consequently, as noted by Donnelly (1992) and employee in this position is more likely to originate ideas as to how best to carry out the task of job. And employees who are not trained tens to clin g to the methods they are frightened of doing the job in a different ways, because something might go wrong and that risk they cannot take.
The concept of training and development is not task of
educational institution alone. This explains why in December 1976, (according to Ubeku 1984) the then federal commissioner for labour in his address to the 4 th Annual General meeting of the Nigeria Employee consultative Association stressed the role of employers in training their employees to be able to carry out t heir responsibilities effectively. He explained among other things that:

The development of staff cannot be entirely the concern of our educational institutions. It is also the responsibility of other institution. Every enterprise, whether public or privat e, necessarily does considerable on the job training, some of which organized and some haphazard and accidental. You as employees must realized. You as employees must realize or recognize the overriding importance of the development of human resource , wit hout which we cannot overcome the continuing shortage of trained people as we strive to throw off the bonds of economic backwardness and seek to achieve the social and economic objectives of our development plans.
The anxiety of the government and other private organizations over the scarcity of trained manpower in the country has been translated into action in the form of institutions with the Nigeria economy.
However, one may be tempted at this juncture to ask what exactly is training and development? A ccording to Armstrong (2006), training is the modification of behaviour through experience, and development is a change toward the better. Based on this, it then shows that an organization which has in its policy, the concept of training and development has paved way for its success and survival,

and subsequently employment of optimal performance on the part of the employees or workers.
Considering the benefits of staff training and development, one can categorically state that, it is in dispensable necessa ry for attainment of organizational goals. It plays a large part in determining the effectiveness and efficiency.

1.2 STATEMENT OF PROBLEM

The inherent problems of inefficiency, poor job standard and other symptoms of poor job performance as a result of inadequate skills and low man power in the organizations under study can be improved by investigating .
1) How training and development improve employee performance.
2) How training and development improve job satisfaction.
3) How training and development im prove organizational performance.
4) How training and development improve employee motivation

1.3 THE OBJECTIVES OF THE STUDY

1. To find out how training a nd development improve employee performance
2. To investigate how employee motivation through training and development improve employee performance.
3. To find out how training and development improve job satisfaction.
4. To find out how training and development improve organizational performance.

1.4 HYPOTHESES:

1 There is no significant relationship between training and development, and employee performance.
2 There is no significant relationship between training and development and employees jobs satisfactions.

3 There is no significant relationship between training and development and organization al performance.
4 There is no significant relationship between training and development and employees’ motivation.

1.5 SIGNIFICANCE OF THE STUDY

Training and development of employees constitutes the very foundation upon which the success of a business fir m depends. This study is necessary to educate entrepreneurs, managers on the need to formulate well articulated employees training and development policies for the firm.
This study is designed to help the human resources department understand the necessit y for proper implementation of the training policies of their organizations.
It is also to expose employees to the benefits they stand to gain if they are properly trained and developed their employees.

The study is also geared towards giving customers excellent services when training and development of employees are effective, customers will be satisfied and continuous patronage will be achieved.
The study seeks to emphasize the need for which the human resources department must seriously embark on post training and development evaluation on a regular basis.