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Employee Training and Development in Nigerian Organisaitons: Some Observations and Agenda for Research

Author(s): Chris Obisi , Ph.D

Journal: Australian Journal of Business and Management Research
ISSN 1839-0846

Volume: 1;
Issue: 9;
Start page: 82;
Date: 2011;
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Keywords: Training | Development | Nigerian Organizations.

The ultimate aim of any training program is to add value and once a training program cannot add value, it should be reworked or altogether cancelled. Without training, it will be very difficult to acquire skills and without skills organizations will not achieve its objectives through people. Some organizations see training as an expensive venture and may put embargo on training and utilize the money for other projects in the organization. Organizations must encourage learning organizations through its serious approach to training and development. A leadership organization is one which continuously enhances the skills of its entireworkforce. Organizations should show in words and indeed its resolve to place high emphasis on training by having a training philosophy, identifying training needs, training objectives, training administration and also evaluating training needs. It is discovered that organizations show poor attitude to training administration by not preparing and equipping their trainees before, during and after a training program. More importantly, research efforts should be devoted to identifying missing gaps in the reviewed materials. Priority would be given to empirical analysis of the significance of identifying specific and appropriate needs before venturing into training and the reason why training fails.
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