CHAPTER ONE
INTRODUCTION
1.0      BACKGROUND TO THE STUDY
The survival of every organization depends on the acquired and developed knowledge, skills and experience of their employee. The employees are expected to develop along with the contemporary and anticipated changes in the organization and in response to rapidly growing competition in the corporate world.
Having realized the fact that Personnel selection alone cannot ensure productivity, it is mandatory for staff to develop with other development in the organization, and hence the need for training (caves 1995) and methods that can easily be applied to carry out jobs and achieve organizational goals. Going by the contribution of Drucker (1987) effective managers are those who get the right things done at the right time.
Effectiveness in this sense does not relate to the level of intelligent or the level of education but flows from systematic and continuous training and manpower development. While intelligence, imagination and knowledge are essential factors; effectiveness only converts them into results brought about to continuous and systematic training and development to ensure proficiency of a present job enhancement on a new job.
The training and development of employees is an issue that has to be faced by every organization. The amount and quality of training carried out varies enormously from one organization to another. Many organizations meet their training needs in an adhoc and haphazard way. The training in these organizations is more or less unplanned and unsystematic. Other organizations like the one in question set about identifying their training needs then design training activities in rational manner and finally assess the result of training and development of their employees.
1.1      STATEMENT OF PROBLEM
Training helps the workers to bridge the gap or deficiency between the skills required for the job and those actually possessed by the staff. This is the fit of alignment view of training and development.
However, the following problems will be considered in the course of this project. How if training needs are identified.
Are employees effectively utilized after the training and development programmes.
What are those training and development programmes required to perform relevant jobs or tasks.
The training and development expenses incurred by an organization to achieve the desired training objectives.
The performance of employees on the job after the training and development been conducted.
1.2    RESEARCH OBJECTIVES
 The objectives of this study are:
i.        To find out various training and development practice in
ii.     To find out to what extent training and development motivate workers.
iii.   To identify the level/impact of training and development on employees performance
iv.   To find out how Organization can improve employee's performance beyond training and development.