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Thesis

CHAPTER ONE
INTRODUCTION

1. Background to the Study
Every formal organization has three basic types of resources upon which its continuity, sustenance and development are premised. These are human, material and financial resources. Among these three, material and financial resources are inanimate in nature hence unable to mobilize themselves. Human resources play the crucial role of coordinating the other resources of an organization.

Human resource, according to Robbins (1982) denotes the right number of and kinds of people at the right time, capable of effectively and efficiently completing those tasks that will aid the organization in achieving its overall objective. Robbins goes ahead to define human resources development as the process of ensuring that appropriate match and ability are installed in individual workers in an organization for optimum productivity now and in the future. Monappa and Saiyadain (1996) opine that human resource development is closely associated with employee training, which is improving skills and or adding to the existing level of knowledge so that the employee is better equipped to do his present job or to prepare him for higher position with increased responsibilities.

The effective functioning of any organization requires that employees learn to perform their duties and satisfactory level of efficiency. An effective organization wishes to have among its ranks individuals who are qualified to accept increasing responsibilities. Organizations need to provide opportunities for continuous development of employees not only in their present job, but also to develop their capabilities for other jobs for which they might later be considered. Human resources issues indicate the viability of talent needed to staff planned business growth and the quality of managerial talent, including the control of tremendous costs now associated with managing a large high talent workforce. This therefore points to the fact that human...