Thesis Abstract

ABSTRACT This study examined the effect of training and human capital development on staff performance at MTN Nigeria, Asaba. The research aimed to investigate the relationship between training programs, human capital development initiatives, and the performance of staff members within the organization. The study utilized a mixed-methods approach, combining quantitative survey data with qualitative interviews to gather comprehensive insights into the topic. The research findings indicated a strong positive correlation between training programs and staff performance. Employees who participated in various training sessions exhibited higher levels of job satisfaction, motivation, and competency in their roles. The study also highlighted the importance of human capital development strategies in enhancing employee skills, knowledge, and abilities, which directly influenced their performance outcomes. Furthermore, the qualitative data gathered through interviews with staff members revealed that training opportunities and human capital development initiatives were perceived positively within the organization. Employees expressed a greater sense of loyalty and commitment to the company as a result of these programs, indicating a link between investment in staff development and improved performance. Overall, the study underscores the significance of training and human capital development in driving staff performance within organizations. By investing in employee training and development programs, companies can not only enhance the skills and competencies of their workforce but also boost motivation, job satisfaction, and overall performance levels. The findings from this research provide valuable insights for organizations seeking to improve staff performance and productivity through strategic investments in training and human capital development initiatives. In conclusion, the study recommends that MTN Nigeria, Asaba, and other organizations prioritize continuous training and human capital development programs to empower their staff members and drive organizational success. By fostering a culture of learning and growth, companies can create a motivated and skilled workforce that is better equipped to meet the challenges of a dynamic business environment. This research contributes to the existing literature on the impact of training and human capital development on staff performance and offers practical implications for organizational leaders and human resource managers.

Thesis Overview

0     INTRODUCTION
1.1     BACKGROUND OF STUDY
Training and development of staff have become a major pre- occupation in modern objective of growth and profitability. And to achieve this basic objective meant that management as well as staff must improve their input into the organization. This is because; the performance of an organization is a function of the collective performance of workers. This alone implies that the success of an organization depends on who work to objective that is the presence of qualified manpower.
The internal and external environment of any business and non business organization, are very dynamic.
They change as time changes. For instance, there have been changes in the ways of doing things in Organizations over the years. These changes could be accounted for by advancement in science and technology, intensified patterns of completion quest for competitive advantages brought about by closer customer relationship, devolved decision-making, qualify improvement of product and services to mention just a few. This dynamic nature of organization’s environment triggered the thought of improvement in the performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.
Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired.
One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.
Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired. One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of management function relating to operational and efficiency and effectiveness. This is because an organization, which puts great emphasis on the employee’s training and development, is directly planning for its survival and steady growth. Experts have asserted that the most important and most costly resources of any organization is the human resources and costly recourses and such as is expected human resources contributed effectively to organizational objective by improved performance. Update skills and knowledge are necessary for this improved performance, the need for employee training and development could therefore be deduced from this assertion. This need is thus an inspiration is of this study

1.2     STATEMENTS OF THE PROBLEM
The main problem of this research project is the effect of training, and human capital development as a means of improving staff performance. Experience has shown that most staff in organization undergoes training and yet fails to perform to expected standard set by the company. In other situation, most staff that are trained are greeted with an entirely difference environment in real work situation. Also basic facilities required for the effective performance of staff after training, is lacking in most companies. Other training in content is quality but really does not match the training need for the trainee, which makes the training objectives not successful. More so, they have been cases of sending wrong staff to undergo training, such people find it very difficult to cope with the training exercise. All these are addition problem to be solved in the course of this study.

1.3     OBJECTIVE OF THE STUDY