CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND OF THE STUDY 

In this era of globalization, the survival of the economics of nations and firms depend on a number of factors. One of such factors has been identified as the ability to compete strongly and positively. To do so, a firm must have all its factors of production working at their best productive levels. Factors such as capital and technology, no matter how good, have to be co-ordinate by human resources. It will therefore not be out of place to submit that manpower is the most potent weapon that can be deployed in economic competition. Here, emphasis is on a well trained, intellectually equipped and upwardly mobile manpower which can stand its ground even in the face of competition. This study intends to take a look at one of the methods that can be used to arrive at such manpower level. This research work will assess the impact that in-service training will have on the staff development in an organization such as Akwa Ibom Broadcasting Corporation.

1.2     STATEMENT OF PROBLEM

The problem facing most organization in day’s is the inability of the work force to achieve stated organizational goals. This study therefore intends to:

• Ascertain whether some employees are actually unable to carry out their effectively thereby leading to poor goals accomplishment in the organization.
• Whether some are unable to discharge their duties in their organization due to poor self-development and lack of training.
• Why most employees find it difficult to keep up with technological advances.

1.3    OBJECTIVES OF THE STUDY

This study seeks to achieve the following objectives:

• To examine the impact of in-service training on staff development.
• To ascertain whether the impact of in-service on staff development is positive or negative.
• To examine the impediments associated with employees training in Akwa Ibom State Broadcasting Corporations, Uyo.

1.4     RESEARCH QUESTIONS

(i)  Does in-service training have any positive impact on staff development?

(ii)   Do workers who have gone for in-service training perform better than those who not gone?

(iii)  To what does management benefit from staff training in their organization?

1.5    SIGNIFICANCE OF THE STUDY

The finding of this study will help the management of Akwa Ibom State Broadcasting Corporation to improve their effort towards in-service training of both new and old members of staff. It will also highlight the benefit of in-service training for both the employees and management of organizations.

Finally, it will be a reference point for those who intend to conduct further research in similar area.

1.6    SCOPE OF THE STUDY

Since this study focuses on the impact of in-service training in Akwa Ibom State Broadcasting Corporation, it therefore stand to reason that newly employed staff members, administrators, supervisors and frontline workers are expected to undergo in-service training as this will enable them acquire specific skills to perform a job better and to update and add to the knowledge and skills the already have.

1.6    HISTORICAL BACKGROUND

Akwa Ibom Broadcasting Corporation (AKBC) was established by Edict No.4 of April 1988.

The corporation with its temporary headquarters at No.3 Udo Udoma Avenue, Uyo, transmits from Ntak Inyang, Itam providing both radio television services. The Radio service christened voice of promise” Radio Akwa Ibom FM stereo transmits on frequency modulation of 90.528MFZ and was officially commissioned on July, 27, 1991 by then military Governor of the state, Wing commander Idongesit Nkanga. It transmits 18 hours daily.

The television service with the popular slogan ‘’the ultimate in TV broadcasting ‘’transmits on channel 45 UHF and has a radiated of 5000KW. Today, AKBC transmits 24hrs daily.

AKBC   has a staff and line structure where there are directors, Deputy Directors and managers. At the apex is the Broad of Directors (BOD), below the BOD is the Director-General/Chief Executive Officer followed by Directors, Deputy Directors etc.

At the moment, there are six Directorates Vice Administration and Human Resources Development, Finance and Supplies, Programmes, News and Current Affairs, Marketing and Engineering.

1.8    DEFINITION OF TERMS:

(1)            IN-SERVICE TRAINING: In-service training is education for employees to help them develop their skills in a specific discipline or occupation while still in-service.

(2)    ON-THE- JOB TRAINING; This is a learning programme conducts for newly appointed employees to be familiar with their work and to upgrade their skills.

(3)    INDUCTION OR ORIENTATION PROGRAMME: Induction training is programmes of introduction for new staff members to enable them get acquainted with their new positions.

(4)    FOUNDATION TRAINING:  Foundation training is in-service training meant for newly recruited personnel.

(5)   CAREER OR DEVELOPMENT TRAINING:  This types of in-service designed to update the knowledge, skills and ability of employees to help them assume greater responsibility in higher positions.

(6)   STAFF DEVELOPMENT: This is the process of improving performance of an incumbent holding a position of assigned job responsibilities. It is a process of promoting the professional growth of individuals.

(7)   TRAINING: It is short term process utilizing and organized procedure by which managerial personnel lean technical knowledge and skills for a definite purpose. It begins with need identification and after a number of steps ends with evaluation of the training activity.

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