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1.1 Background to the Study
The efficiency and effectiveness of any workplace whether the private or the public sector largely depends on the caliber of the workforce. Many fire service safeties across the nations are being challenged by budget crises, rising call volume, personnel and equipment shortages, security issues and the overall expectation to do more with less. Effectively managing this challenge required a basic understanding of how challenges in resources affect the community. The availability of a competent and effective labour force does not just happen by chance but through an articulated recruitment, training and development exercise.
Training is a continuous process of recruitment (induction and orientation) to retirement. It has always been recognized as an important factor that contributes to improved performance of an employee, right from the days of Frederic .W.Taylor of the scientific management to the present day. Training can be viewed as being concerned with increasing knowledge and skill in doing a particular job.
Training is very necessary for the growth of the organization Man, Machine, material are main capital of an organization. Men are the most valuable resources of the organization. The effectiveness of the organization depends solely on the competence of the employees.
Many employees have failed in an organization because their needs for training was not properly identified and provided for as an indispensible part of management function.
Weber in his theory of bureaucratic model of organization, listed manpower training and development as one of the most important means of achieving organization goals. He said “work assignments are allocated so that trained workers are assigned to those tasks in which they have most experience”. Organization may have employee’s ability and determination with appropriate equipment and managerial support yet productivity may fall below expected standard because of lack of adequate training.
The factors in many cases are inadequate skill and knowledge which are acquired through training and development. The advocacy of total quality management and other techniques require staff training as an important requisite for its successful implementation.
Training embraced all steps that are necessary to increase the capacities of individuals and institutions to attain corporate objectives. It entails a logical and systematic approach aimed at receiving present and future manpower situation within the content of relating the organization demand to its supply of labour.
Also training is an important aspect of behavior in management and organizational efficiency. This is because it is an effective apparatus that can radically change and influence workers attitude towards management and productivity.
The view was corroborated by Pigor (1981) who noted that, since job have become more highly differentiated, organization do ensure a proper manpower planning programs and a wise selection procedure in hiring new employees in order to achieve the goals and objective of the organization. The achievement of corporate goals and objective was the major focus of Balogun (1987) who is of the opinion that modern organization are in development not only towards enhancing their knowledge of new techniques and broader outlook but also to increase organizational productivity. He also contended that employees should constantly upgrade their skill and knowledge on the job in view of the constant changes in the nature of today’s business to prevent the problem of skill degradation which may lead to lower performance of the employee and the organization concerned.
In view of the above, one would like ascertain whether the performance of employees in the Federal Fire Service Abuja is or can be influenced by training. It is also significant to know the organization policy on training and how such a policy is implemented with a view to identifying the areas these affect job performance. This form the solid background for the study.
1.2 Statement of the problem
Various people in business administration and renowned authors such as Nwachuckwu (1988) and Appleby (1981) asserted that, development of any country rest squarely on her human resources stock. Thus there is need training and re-training to broaden their knowledge for further development.
In order to realize the gain of manpower development, this study is being undertaken to draw out the role of training in enhancing efficiency and goals of an organization.
Most human potentials are not being exploited because of lack of training. This is because,
i) The available vacancies are being competed for and the core Officers that are destined to be trained are denied the opportunity.
ii) Most of the employees exposed to those training do it only for the monetary gain whereas the core staff that actually performed the job are denied such slot.
iii) Lack of funds is also another problem facing the effect training of employees in an organization. This study therefore seeks answers to those questions: Does training improve the capacity of employees to perform their tasks? Does the management of the Federal Fire Service Abuja have a training policy for their employees? What are the types of training available for an employee of Federal Fire Service Abuja? To what extent does the implementation of the training policy or programmes has increased the efficiency and effectiveness of Federal Fire Service Abuja? In what way can efficiency and effectiveness of Federal Fire Service Abuja be increased?
1.3 Objectives of the study
The aim of this study is to achieve the following objectives:
1. To examine staff training policy in the Federal Fire Service Abuja.
2. To ascertain the relationship between staff training and organizational efficiency and effectiveness.
3. To determine whether implementation of staff training policy in Federal Fire Service Abuja has increased the efficiency and effectiveness of the organization.
4. To identify ways of increasing efficiency and effectiveness Federal Fire Service Abuja.
1.4 RESEARCH HYPOTHESES
For the purpose of this study, the following hypotheses were put forward.
1. H0: There is no significant role of training in enhancing organizational efficiency and effectiveness.
H1: There is a significant role of training in enhancing organizational efficiency and effectiveness.
2. H0: There is no relationship of training in an organization to enhance efficiency and effectiveness.
H1: There is a relationship of training in an organization to enhance efficiency and effectiveness.
1.5 SIGNIFICANCE OF THE STUDY
This study is significance in the following ways:
The research will identify the benefits associated with the role of manpower training in enhancing efficiency in an organization as a means of achieving organizational objectives.
It would create an impact in the mind of management of Federal Fire Service Abuja, that manpower (staff) training helps the employees in discovering their skills and in time of problem in their task.
The outcome of this research will help the shareholders which are the internal stakeholders which include fire department members, officials, fire and emergency services agencies like(CNR and Babcock) and organization and territory are consider the external stakeholders which are the businessmen within the jurisdiction. and the major beneficiaries are the citizens of Abuja and stakeholders benefiting from government support and fire service department through quick responses to fire outbreak in the area and the management of Federal Fire Service Abuja to know the method of training that will increase (enhance) their organizational efficiency or productivity.
Finally, it would also improve the knowledge of researcher and serve as a guide to intending researchers on a related topic.
1.6 Scope and Limitations of the study
This research examined the role of training in enhancing efficiency and effectiveness in Federal fire service. The study is limited to Federal Fire Service, Abuja. The study covers the period of 2012 to 2015. Some limitations were encountered in the course of collecting data and retrieving information required from them for the purpose of the project. Information was subsequently obtained but not without some stress as some of their officers do not wish to be committed because of management principle
1.7 Operational Definition of Terms
v Management: This is the ability to manage human and material resources to achieve expected goals. It is also the process of getting things done for, with people and through people.
v Development: This is the gradual growth of the employees so that they become more advance, stronger etc. it has to do with innovations that bring new changes occurring in a sector or Organization through training and education.
v Training: Training is the Organization effort aimed at helping an employee to acquire basic skills required for the efficient execution of the function for which he/she was employed.
v Organization: An Organization is the planned coordination of the activities of a group of people for the achievement of some common goal or purpose through division of labour function and through hierarchy of authority and responsibility.
v Efficiency: The ability to perform a duty well with no waste time or money.
v Recruitment: This is the process of attracting applicant with the skills, knowledge and ability needed to achieve the Organization objectives
v Selection: is the process of choosing the most qualified personnel from the numerous applicants who applied for employment in an Organization.
v Promotion: is the reassignment of an individual to a job of higher rank. It is the elevation of staff from one position to a higher one.
v Effectiveness: is the level of result from the action of the employee and managers. Employee and managers who demonstrate effectiveness in the workplace help produce high-quality result.
1.8 Plan of the study
The study is divided into five chapters. Chapter one is the introduction which consist of background to the study, statement of problem, objectives of the study, research hypothesis, significance of the study, scope and limitations of the study, operational definition of terms and plan of study.
Chapter two reviewed related literature which centers on introduction, conceptual clarification. Training, organizational efficiency and effectiveness, training and organizational effectiveness, training policy in the federal fire service, history and organizational structure of the federal fire service and theoretical framework.
Chapter three deals with research methodology which covers research design, population of study, sample and sampling techniques, method of data collection, method of data analysis.
Chapter four dwell on data presentation and analysis of finding which consists of questionnaire or interview administration, data presentation and analysis, test of hypothesis and discussion of findings.
Chapter five consists of summary, conclusion recommendations.
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