ABSTRACT

This study examined the training and personnel development in state institution of Regional Delegation of Social Affairs Employees in Buea. The study observed that improved productivity, effectiveness and efficiency of organizations depend mainly on skills, attitudes, knowledge and competencies of their employees which are being generated mainly through manpower training and development. This research noted that the main objective of employee training and development is to enhance employee skills, knowledge and competencies which are vital in the enhancement and promotion of personnel department, productivity and profitability, as well as in the development of some competitive edge over competitors. Manpower Training and development are based on the premise that the attitudes, skills, behaviors, capabilities and competencies of employees need to be improved in order to achieve organizational set goals and objectives. The purpose, importance and some methods of Manpower training and development, as well as factors affecting training were discussed. Based on the review and discussion made, conclusions and recommendations which aim at improving Personnel productivity and performance were made with regard to employee training and development in the Regional Delegation of Social Affairs Buea.

Keywords: Employee, Manpower training and Development, Organizational Productivity.

CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND TO THE STUDY

The need for training and development in an organization is of paramount importance since training and development are at the heart of employee utilization, productivity, commitment, motivation and growth.

Employee – development and training is part of the personnel manager’s functions. The major reason for training and retraining in skills is to bring the competencies of individuals up to desired standards for present or potential assignments. Most organization or firms are having training programmers for their employees for which they employ modern techniques Fanibuyan, 2001: p.214

Hence, training could be defined as the systematic process of altering the behaviour and or attitudes of employees in a direction to increase organizational goal achievement or is an effort by the employer to provide opportunities for’ the employee to acquire job – related skills attitudes and knowledge (Banjoko, 2000: p.331).

Management development programmes are generally aimed at educating, supervision, employees above’ and beyond the immediate technical requirements of the job and has a main objective of the improvement of the effective performance of all managers.

The role of the management in staff training is based on the premise that human resources are the most dynamic staff of the resources of every organization. It needs considerable attention from the organization, if they are to realize full potentials in their work. Staff is crucial but expensive.

In order to sustain economic and effective performance, it is importance to optimize the contribution of employees to’ the aims and goals of the organization; training should be viewed therefore as an integral part of the process of total quality management.

Training and development also improves productivity of the individual and organization concerned and also contributes to manpower development of the nation. Training is also seen as a motivator, which propels individual worker to satisfy basic drives, affiliation and the need for achievement, which in order words indicates the desire for productivity.

Training can be an instrument of change, if an organization accepts the search for greater efficiency as a never ending one and strives to adapt to change, the environment in which the organization works is continually changing. These changes result from many factors – new orientation on policy and tempo of work by a new administration, adverse trends in economic situation, change in political climate and a lot  of other changes.

In a nut shell, manpower training and development deals with taking stock of the present manpower of the organization and forecasting against the future need of manpower of the organization. The process involves making plans for analysis for recruitment, discharge, transfer, leaves and promotion.

1.2 STATEMENT OF THE PROBLEM

Most African counties of which Cameroon is one, have been experiencing economic recession for over a decade now.’ This situation has made supply of labour to exceed demand for it. Hence, most organization tend not to embark on training programmes for workers with the belief that they could easily get a replacement from any worker that does not meet up to the set standard.

 Among problems that could emanate from such act are: low productivity of workers, low quality output, increased wastage, low profitability, low per capital income, absenteeism, and general survival of the firm and the estate in their highly dynamic Cameroon business environment. Most organizations have not lived up to the expectation in the area of human resource, training and development. This then underscores the need for a closer look at the· manpower training and development activities of the Regional Delegation of Social Affair Sector with view to evaluating its effectiveness.

The problems, which most organizations are now facing, are the inability to attract and retain competent professional manpower. This has led to the shortage of adequate trained manpower for effective organizational operation. In the light of the above, the problem of manpower training will be looked at by providing answer to the following research questions.

1.3 RESEARCH QUESTIONS

1. Does training and development enhance organizational effectiveness in state institution?
2. Is there any significant, relationship between training and development?
3. What major facilities can effectively enhance training and   development?

1.4 OBJECTIVES OF THE STUDY

1. To ascertain whether training and development enhance organizational effectiveness
2. To determine whether there any significant relationship exist between training and development
3. To examine the adequacy of the organization training facilities in the realization of the training and development.

1.5 HYPOTHESES OF THE STUDY

Hypothesis is a conjectural statement about the relationship that needs to be tested and subsequently accepted or rejected. Taking this definition into consideration, the following hypothesis will be formulated and later tested· to ascertain their validity or otherwise.

Ho₁: Manpower training and development does not enhance organizational effectiveness in state institution

H₁:   Manpower training and development enhance organizational effectiveness and in state institution

H₀₂: There is no direct relationship between training facilities and level of state institution

H₂: There is direct relationship between training facilities and state institution.

H₀₃: Major facilities cannot effectively enhance training and development

 H₃: Major facilities can effectively enhance training and development.