THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEES PERFORMANCE IN AN ORGANIZATION

BACKGROUND OF THE STUDY
Training and development is very essential to very employee for effective performance in the achievement of an organization set goal and objectives. The operation of all organization whether large medium or small competent personnel’s. Organization effort and training an employee aid the employee to acquire the skill resulted to the execution of the function for which he or her or she was employed, as individual join an organization or begin a new job, they bring with them their own exception desire motive prejudices beliefs skill values assumption, steer as types and creaser idiosyncrasies, as well as other types of behavior. Training generally is intended to reduce this individual differences experience that will help people to perform in one effectively in their present or future jobs. According to Bottomly (2008), training is seen as the acquisition of skills and knowledge relevant to job performance.

Training described as those activities, which are designed to improve performance on the job, Weney and Lathan (2001), defined training as a planned effort by an organization of facilitates on the part of it’s employee the aim of training is to either introduce new behavior or modify the existing behavior so that a particular and identified kind of behavior will result (Nadler 1990), development on it’s own as defined by Akanwa (2007:32), is one ability to understand and interprets knowledge rather than importance a body of serial facts, development is therefore concern with employees personal growth manager can develop skill like good listening ability to read and analyze, ( that is acquisitions of skills) it fasters the manager analytical and conceptual abilities it is composed of activities concerned with enhancing the capability of the employee for continuing growth in the organization the purpose or enhance an employee responsibilities with relative efficiency and effectiveness. it deals with activities undertaken to expose an employee to position of importance in an organizational hierarchy from the definition above, we have seen what training and development which is the actually the efficient of organization goals, the need of training and developing manpower can be referred to in the case of industrialized country which have attain high level of organizationalized and technological advancement despite their mineral and natural resources (Nwachukwu 2008:129).

Since independence Nigeria has made considerable progress in training of intermediate and high level of man power, however we still need to improve more upon these as there has always been high demand for these categories of workers by both the government and industrial. The Nigeria government plan these facts which place recognized these facts which place greater responsibilities on employing institution to training more Nigeria. (Ojo, 2006), Nigeria has made recent effort to increase the training personnel’s and also to facilitate the expansion facilities in the universities and colleges of education for training senior and middle level of man power, there some training bodies that in charge of all these lily Nigeria institute of management, the industries raining fund, the centre for management development and administration staff college of development programmes.

Upon all the positive measure taken the government to encourage national indigenous man power development and utilization , it’s skill not encouraging (Ojo2006:152) a conducted study in Nigeria international labour office to developing county pay little or no attention to the vocational and almost non to training of employees after employment conducted studies by (Ojo 2006:157) Vesufu (1998). The dynamic nature of these societies made job to respond to respond to constract environment change and in the situation there is need for skill and adoption to change in the industrial structure the employing institution and non challant attitude towards training and development programme leads to further research into the question in relevance of training and development programmes.