Introduction for training and development


In the world of work today, “Organization operate in more complex, competitive and volatile environments, where they need to change strategies, structures and process to respond to the business challenges increase”(Conner, 1999: Higgs and Rowland, 2001).  Thus, the obvious way for organisations to remain competitive in this era of globalisation that is highly driven by innovations, information, and technology is by placing significance on obtaining new skills and creative knowledge overtraining and development of its employees (Scott, 2007).

Wan (2007) argues that the only strategy for organisations to radically improve their workforce productivity is to seek to optimise their workforce through comprehensive training and career development. To achieve this purpose, organisations must afford proper training to acquire the requisite skills and competencies that will let them function efficiently in complex situations. Thus,
It is premised on the fact that expertise and skills are increasingly seen as the critical level not only for organisations, but for the economy as a whole to compete internationally (Leitch, 2006).




References
Higgs, M. (2003). How can we make sense of leadership in the 21st century? Leadership and organizational development journal. 24(5), 273-284. Available from: https://www.researchgate.net/publication/235314014_How_can_we_make_sense_of_leadership_in_the_21st_century accessed on [15 September 2018]


Nwokocha, I. (2015). The validity of the effectiveness of training and development in Organizations in Nigeria. Journal of Business and Management. 17(5), Available from https://pdfs.semanticscholar.org/b721/fc064155a68f4ec9e0bfecbdaea5ef74f8d0.pdf accessed on [15 September 2018]

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