This study is an analysis of the impact of training and development on worker performance. This is the extent to which training and workers performance has been able to increase the performance of the work force in particular, and the organization in general like any organization in Nigeria training and workers performance are yet to receive the blessing of the Nigeria industrial training fund (N.I.T.F) when workers training and development. They are better place of facing challenge in their work or assigned jobs both present and future, they acquire skills, knowledge, competence, experience and self confidence in their work activities. Therefore, the research project aimed at finding out the apparent problems militating against the workers training and performance and suggesting way of ensuring that workers are subject to appropriate training and performance, efficient and effective development, that is why the mapped out large resources for the training of its workers hence increase performance and its subsequent rise in profit.

TABLE OF CONTENTS

Title page - - - - - - - - i

Approval page - - - - - - - - ii

Dedication - - - - - - - - iii

Acknowledgement- - - - - - - iv

Abstract - - - - - - - - - vi

Table of content - - - - - - - vii

CHAPTER ONE

1.0 Introduction - - - - - - - 1

1.1 Background of the Study - - - - - 2

1.2 Statement of the Problem - - - - 3

1.3 Objective of the Study - - - - - 5

1.4 Research Questions - - - - - - 6

1.5 Statement of Hypothesis - - - - - 6

1.6 Significance of the Study - - - - - 7

1.7 Scope of the Study - - - - - - 8

1.8 Limitation of the Study - - - - - 8

1.9 Definition of Terms. - - - - - - 9

CHAPTER TWO

2.0 Literature review - - - - - - 11

2.1 Introduction - - - - - - - 11

2.2 Meaning of training - - - - - - 14

2.3 Meaning of development- - - - - 15

2.4 Importance of training and development - 18

2.5 Types of training - - - - - - 19

2.6 Factors which affects the performance of the

Individual employees - - - - - 21

2.7 Workers development between skills change

In attitude and knowledge - - - - 28

Reference - - - - - - 39

CHAPTER THREE

3.0 Research Design and Methodology - - - 40

3.1 Introduction - - - - - - - 40

3.2 Research Design - - - - - - 40

3.3 Sources/Method of Data Collection - - - 40

3.4 Population and Sample Size - - - - 41

3.5 Sample Technique - - - - - - 42

3.6 Validity and Reliability of Measuring Instrument 43

3.7 Method of Data Analysis - - - - - 44

CHAPTER FOUR

4.0 Presentation and Analysis of Data - - - 45

4.1 Introduction - - - - - - 45

4.2 Presentations of Data - - - - - 45

4.3 Analyses of Data - - - - - - 45

4.4 Test of Hypothesis - - - - - - 51

4.5 Interpretation of Result - - - - - 53

CHAPTER FIVE

5.0 Summary, Conclusion and Recommendation - 54

5.1 Introduction - - - - - - - 54

5.2 Summary - - - - - - - 54

5.3 Conclusion - - - - - - - 57

5.4 Recommendation - - - - - - 58

Bibliography - - - - - - - 61

Appendix - - - - - - - - 62

CHAPTER ONE

1.0 INTRODUCTION

It is common for people to see training and development at the same time. Training and development are both geared towards increasing or improving the skills of workers while training is concerned with teaching the workers specific skill, that will be of assistance to their immediate task development is concerned with teaching the employee more general skills that will assist them in career future. Training is any learning activity directed towards the acquisition of immediate any specific knowledge and skill, but development refers to any learning activity which is directed towards future need rather than present needs. Training is organizational effort aimed at helping an employee to acquire basic skills required efficiently execute the functions for which he was hired.

Nwizu (2002) defined training as any process by which the aptitudes, skills and abilities of employees to perform specific job are increased. It is conscious attempt by the management to improve skills, experience, capabilities and talent of the persons working in the organization so that the employee are in position to occupy future and higher position. It refers to the teaching or learning activities aimed at helping people to apply and acquire knowledge, skill, abilities and attitude needed by an organization.

1.1 BACKGROUND OF THE STUDY

Training and workers performance is a tonic towards the improvement of effectiveness and efficiency of the workers. It is a factor that fuels the engine of any organization towards the development of workers experience, the growth of skills, knowledge and positive change of attitude towards the job with relative case and comfort. Training and development helps to create stability and enhanced performance for more development.

A good training workers development is a standing phenomenon in any organizational framework since no meaningful organization can do without it. Training is restricted in scope and seeks to [inculcate specialized skills.

Training is a process by which aptitudes, skills and abili9ties of employees to perform specific jobs increased or enhanced.

According to sola Aina, (1992:238) training is acquisition of the knowledge which permits employees to perform according to standards. On the other hands development means the graduate growth of something so that it becomes bigger or more advanced. It is the capacity for a self sub-training growth. In summary, therefore, training and workers development are factors that influence performance effectiveness and development in organization and establishments.

1.2 STATEMENT OF THE PROBLEM

It is obvious that ministries have various problems. The problem may arise as a result of the size of ministry the structure and the objectives or mission it wants to achieve or realize.

We are fully aware that the process of national development is a multi-dimensional phenomenon, which involves economic and social dynamics. The organizational problem aspects of the economic processes of societal development.

The problem can exist where there is discrepancy between expected and achieved result. The impact of training and workers development. On workers performance are manifested in the following areas.

· High production level

· Low level of wastage

· Low rate of wastage

· High quality of products.

· Low rate of industrial dispute

· Minimization of cost of production.

One of the significant question that constantly confront the industrialists, represented by the Nigeria employers consultative council (N.E.C.C), is what is the degree of efficiency on worker after training and development since efficiency is not easily measured or observed? The second is how often is the impact of training and workers development to the organization fact, where there are poor incentives, inadequate training, poor working conditions, poorly designed equipment over emphasis on single method of production and fear and distrust or retrenchment.

There is, therefore, the need to ascertain the “truth” in these two contending position not only because understanding these would be of immense policy value of organization, but also because of the potentials they have to raise the consciousness of the average worker of the ministry of works and Imo state as to where there salvation of the ministry lies.

1.3 OBJECTIVES OF THE STUDY

The objectives of this research work are as fellows.

· To ascertain the impact of training and development on workers performance

· To identity other factors that can enhance workers performance

· To access the importance of training and development

· To examine factors affecting training and development in an organization.

· To identify the need for workers and development.

1.4 RESEARCH QUESTRION

This study will try to ensure the following questions.

· Does training and development improve workers performance?

· What factors affects worker performance in the organization?

· Who is responsible for workers training

· What kind of work giving to workers

· What factors affect workers training?

1.5 STATEMENT OF HYPOTHESIS

The following hypothetical statements will guide this research work.

H_itraining and development improve workers performance,

H_otraining and development does not improve workers performance.

H_itraining and development lead to increase in performance.

H_otraining and development does not lead to increase in performance.

1.6 SIGNIFICANCE OF THE STUDY

The finding of the study will aid the nation industrial and socio-economic policy makers of design potentially viable and implantable policies in training and development programmers for workers in the country.

Therefore, an investigation which takes a national view of the training and development needs for Nigeria workers in terms of their skills attitudes, self confidence, efficiency, high quality production, reduction in labour and quality, levels should be considered quite worthy. The study will also add to the stock of existing knowledge on training and development of workers in Imo state. As viewed by Okenyi in business timers of September 3^rd 1971 the establishments of industrial training for industrial sectors of certain size to send employees to industrial training fund training and development. The programs is aimed at developing manpower to encourage all employees or workers training and development in the country.

1.7 SCOPE OF THE STUDY

This work restricts itself to examining and evaluating the impact of training and workers development and performance. This work is taking a single organization out look, the ministry of work Imo state. It has tried to have empirical study of research, rather than a discussion approach to the pros and cons of the impact of training and workers development on performance.

1.8 LIMITATION OF THE STUDY

The limitation of this study lies in the under listed constraint.

· The time allocated for this research was too short hence, I was unable to conduct extremely research on this topic

· Another limitation to this study was lack of finance. My inability to afford transport fair to and from to the area of this study brought a hindrance.

· There was insufficient literature on this topic which later affected the literature review.

· Another limitation to this study is my ill health. Due to my sickness i suppose to submit my chapter one and three before now.

· Finally lack of cooperation from respondent led to scanty information which adversely affected this research.

1.9 DEFINITION OF THE TERMS

· Training: this is learning activities designed to [improve current job performance

· Development: this is consist of activities that increase the competence ability of employees to progress with the organization as it changes and grows

· Skilled labour: these are workers who received relatively long training in one types of skill or more and also considerable judgment on the worker part

· Planning: arrangement of activities that will take place in an organization

· Military: the arm force that are in control of power.

· Education: education is knowledge acquisitioning preparation for a higher place in the organization.