An Empirical Study of Training and Development as A Pathway to Leadership

International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue I, January 2022 | ISSN 2454–6186

An Empirical Study of Training and Development as A Pathway to Leadership

ONASANYA Opeyemi O.
Ph.D student of Human Resources Management, Afe Babalola University Ado Ekiti.

Abstract:
Training and development is a very key function of Human resources, it has been noted to be a pathway to leadership in all spheres of life. The objective of this study is to establish the fact that Training and Development is a stepping stone or pathway to attaining leadership. The specific objectives assessed how impactful training and development is to employee’s performance and also examined the relationship between training/development and leadership. Primary data was gathered from a sample population of 219 out of which a sample size of 141 was determined using Yamane 1967 formula. The data analysis/ research instrument used was descriptive statistics and correlation analysis. Findings show that despite the fund expended on employees for training and development, job security is not guaranteed. Other competing firms not knowing how an employee acquire a particular skill lures them with good pay and other fringe benefits just to have them in their own organization. In conclusion, employers are encouraged to provide job security and a good succession plan for employee the same way they are interested in training and developing them. It was recommended that employers should not spend their funds on training and developing employees only to lose them to competitors, therefore, employees should be prepared for greater responsibilities after training and development for a good succession plan.
1 Introduction:
Human Resources management has various policies, one of them is Training and Development. Training and development is a very key function of Human resources, starting from the point of recruitment, to updating/upgrading of existing employee, also to fill the gap identified after performance appraisal/ review and to preparing employees for leadership positions. Training and development helps to better the performance of employees on the job. Training is designed purposely to effect a change on employee’s behaviour in the work, so as to stimulate efficiency. The major purpose training serves is to assist the organization achieve its short and long term objectives by adding value to its human capital. Training and development are not just mere activities of the Human Resources Department, they are put in place to achieve some purposes. Training and development are carried out after a training need analysis has been conducted, so as to fill some gap in knowledge.

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