IMPACT OF TRAINING AND DEVELOPMENT PROGRAMME ON ORGANIZATIONAL PRODUCTIVITY. A CASE STUDY OF IMO STATE LIBRARY BOARD

Author: Onwudiwe Melody Stephen
Department: Political Science
Affiliation: Nnamdi Azikiwe University Awka

The Nigerian labour sector cannot be said to have arrived in terms of productivity even in the face of multiplicity of training and development programmes designed by organizations for their workforce. It is against such perceived scenario that this study “The Impact of training and development programmes on organizational productivity in Imo State Library board” was borne. The study hence principally sought to find out how existing training and development programmes in Imo State Library board have affected the output of the workers and the overall productivity of the organization. In pursuance to this, data was collected via questionnaire that was administered to fifty (50) respondents. Three hypotheses were adopted. The hypotheses include: (1) Imo state Library board have varied training/ development programmes. (2) Training and development programmes in Imo State library board were unqualitative and have not produced optimum productivity. (3) Paucity of fund, corruption and lack of vision undermine training and development programmes of the board. Four research questions were generated. Simple percentage, tables, pie chart and histogram were used to analyse the data so collected while chi-square was used to test the hypotheses. Two theories viz total model and human relations theory provided the theoretical framework. The work which has six chapters identified the training and development programmes existing in the organization to include Fundamentals of librarianship, Library association conferences (NLA conferences), In-house training programmes, Institutional development programmes and seminars. Such programmes were found to have affected the output of the workers and the overall productivity of the organization positively but not at optimum level. Paucity of fund was found to be a major factor militating against effective training and development efforts in the organization. Other minor impediments include favoritism, lack of interest of some staff to participate in such programmes, poor quality of some of such programmes as well as the unwillingness of the organization management to organize such programmes regularly. It was therefore suggested that the management of the board should among others increase the funding of training and development programmes in the organization. The frequency of training sessions should also be increased.

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