Project Abstract

Abstract
This study aims to investigate the effect of training and human capital development on staff performance at MTN Nigeria, Asaba. The research will focus on understanding how investing in training and developing the human capital of employees can enhance their performance within the organization. The study will employ a mixed-methods approach, combining quantitative analysis of performance metrics and qualitative data from surveys and interviews with staff members. The theoretical framework guiding this research will draw on concepts from human resource management and organizational behavior literature. Specifically, theories related to human capital development, training effectiveness, and performance management will be explored to provide a comprehensive understanding of the factors influencing staff performance in the context of MTN Nigeria, Asaba. The research will involve collecting performance data from staff members before and after training interventions to assess the impact of training on their performance. Additionally, surveys and interviews will be conducted to gather insights from employees on their perceived value of training and human capital development initiatives. The data collected will be analyzed using statistical techniques to identify patterns and relationships between training, human capital development, and staff performance. The findings of this study are expected to contribute to both theoretical and practical aspects of human resource management. By examining the specific case of MTN Nigeria, Asaba, the research will provide insights that can be applied to other organizations in the telecommunications industry and beyond. The results will help HR managers and organizational leaders make informed decisions about investing in training and human capital development to improve staff performance and overall organizational effectiveness. Overall, this research aims to shed light on the importance of training and human capital development in enhancing staff performance within organizations. By investigating these factors in the context of MTN Nigeria, Asaba, the study will offer valuable insights that can inform HR practices and strategies aimed at optimizing employee performance and achieving organizational goals.

Project 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