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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