CHAPTER ONE
1.0    INTRODUCTION
    Many companies do not regard training as an effective tools and professional activity. And in many cases training officers are not themselves trained. Many courses are held and employees are sent to college without any serious, though being given to the real training needs of a company.
    Some organizations or firms have noted the waste of money on external training. Course objective is often defined, these should be determined together with the staffs qualifications and experience. Course literature is more attractive than informative on course. A system of reporting back after each course is essential.
    The report should go to the training officer as well as to the departmental head. In addition, individuals must be given an opportunity to use the knowledge gained. When the skill and knowledge required have been noted, a training programme is the need to train instructional progress. These programme should be of course that periodically evaluated. The training officer, therefore, advise the management on the training policy, basing his advise on training needs. He analyses jobs to identify skills, he plans programmes and evaluate cost of training also he must keep abreast with method of training and these include programmed learning.
    The organization committee are to ensure that staff get the most form of their job and are able to access personal development opportunities and in order to achieve they will.
i.    Implement key policies to deliver in order to have high quality of staff development and training.
ii.    Provide the resources to implement the staff development and training programme.
iii.    Ensure efficient communication and staff development and training opportunity.
iv.    Developed a learning culture and workers towards becoming a learning organization.
v.    Ensure the investor in people, standard is net in all aspect of people’s management.
1.1    STATEMENT OF THE PROBLEM
    It has been observed that technological change in machinery, method of production materials to be used, product to be introduced, all these pose problem to the organization. All these must be taken into consideration while marking on the training and development of the employees.
    Prior to training, wastage of resources was the other of the day, people are not competent because of lacking of technical know how which invariable lead to inefficiency of workers.
    More accident on the job was recorded because worker did not know how to handle most of the equipment in the organization. This will substantially affect the workers and the firms as well.
    Therefore, adequate training and development programme should be provided for in the organization. This is to prevent the following under listed problems form occurring in the organization i.e.
    If employees are not trained in an organization on there will be.
i.    Increase in the number of breakage and spoilage during and after production process.
ii.    High rate of labour turnover and absenteeism
iii.    Reduction in the number of production procedure
iv.    Increase in the number of accidents
v.    Increase wastage of time on a given tasks or job
vi.    Low quality of performance
vii.    Much more constant and unnecessary supervision.
1.2    OBJECTIVE OF THE STUDY
    The importance of training and development can not be overemphasized through, many large manufacturing organization action in Nigeria train and development of their employees.
    To ensure that the organization has a skill motivated workforce, which is able to deliver high quality continually improving service to the people. The following are the objectives.
i.    To explain and analyze the importance of training
ii.    To distinguish clearly the difference between training and development
iii.    To highlights various method of training and development to explain how to plan for staff development and training.