Training and Its Multiplier Effect on Productivity at the Olabisi Onabanjo University Library
Training and Development:
Training and Development Staff:
DANIEL OKOROAFOR.. 08066251732
Training and development refer to programs designed to help new employees adjust to the workplace successfully. In addition, they include the formal ongoing efforts of corporations and other organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modem workplace, these efforts have taken on a broad range of applications, from training in highly specific job skills to long-term professional development, and are applicable to all sorts of employees ranging from line workers to the chief executive officer. Training and development have emerged as formal corporate functions, integral elements of corporate strategy, and are recognized as professions with distinct theories and methodologies as companies increasingly acknowledge the fundamental importance of employee growth and development, as well as the necessity of a highly skilled workforce, in order to improve the success and efficiency of their organizations.
For the most part, training and development are used together to bring about the overall acclimation, improvement, and education of an organization 's employees. While closely related, there are important differences between the terms and the scope of each. In general, training programs have very specific and quantifiable goals, such as operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. On the other hand, developmental programs concentrate on broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goal setting. In short, training programs are typically tied to a particular subject matter and are applicable to that subject only, while developmental programs center on cultivating and enriching broader skills useful in numerous contexts.
HISTORY OF TRAINING
Training and Development Staff:
DANIEL OKOROAFOR.. 08066251732
Training and development refer to programs designed to help new employees adjust to the workplace successfully. In addition, they include the formal ongoing efforts of corporations and other organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modem workplace, these efforts have taken on a broad range of applications, from training in highly specific job skills to long-term professional development, and are applicable to all sorts of employees ranging from line workers to the chief executive officer. Training and development have emerged as formal corporate functions, integral elements of corporate strategy, and are recognized as professions with distinct theories and methodologies as companies increasingly acknowledge the fundamental importance of employee growth and development, as well as the necessity of a highly skilled workforce, in order to improve the success and efficiency of their organizations.
For the most part, training and development are used together to bring about the overall acclimation, improvement, and education of an organization 's employees. While closely related, there are important differences between the terms and the scope of each. In general, training programs have very specific and quantifiable goals, such as operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. On the other hand, developmental programs concentrate on broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goal setting. In short, training programs are typically tied to a particular subject matter and are applicable to that subject only, while developmental programs center on cultivating and enriching broader skills useful in numerous contexts.
HISTORY OF TRAINING
References: [1] Abiodun, E.J.A. (1999) Human Resources management, an overview. Concept Publication, Shomolu, Lagos [2] Adeniyi, O.I. (1995) “Staff training and development” in Ejiogu, A; Achumba, I. Asika (eds). [3] Ajibade, E.S. (1993) “Staff development and in-service for teachers” in Ajibade (Ed) Emia Nigerian Educational issues policies and practice in the eighties and Beyond [4] Akinpelu, B. (1999), “Educational Technology and teaching – learning process in the 21st century” in Adesomowo, P.O [5] Akintayo, M.O. (1996) “Upgrading the teachers status through in-services training by Distant Learning System" (DLS) Unpublished [6] Arikewuyo, M.O. (1999), Improving teachers’ productivity in Nigeria, in Adesemowo, P.O. [7] Chris Obisi (1996) “Personnel Management” Jackbod Enterprises. Ojokondo Layout Agbowo, Ibadan. [8] Daft, R. L. (1983) Organization Theory and Design, Minnesota, West Publishing Company. [9] Encyclopaedia Britannica (1986) Mircopaedia (Ready reference and index) Vol.VII. [10] Isyaku, I.A. (2000) Training and retraining of Teachers through Distance Education. Being a paper presented at the National Workshop on Distance Education Held at Abuja Nigeria [11] Kayode, Taiwo (2001) “ The Role of Training in charge Management” Journal of the Institute of Personnel Mangement of Nigeria [12] Mondy, R.W. et al (1990), Management and Organization Behavior. Boston, Allyn and Bacon Publishers. [13] Oguntimehin, A. (2001) “Teacher Effectiveness: Some practical Strategies for Successful implementation of Universal Basic Education in Nigeria” African Journal of Educational