The Effect of Employee Training and Development in Private Companies in Equatorial Guinea
Introduction
The involvement of the private sector to foster the improvement of the workforce can affect the entire economy. The operations of the companies in the formulation and implementation of the training is having its own potential to grow as a strategy. The provided opportunity to the professionals deserves an upgrading approach into their skills and to their careers.
Background of the Study and Problem Statement
Without the appropriate answer in the needs of the employees for training there is a devastating effect on the growth of the business and the country’s economy of Equatorial Guinea. Different administrative reforms of the private companies adopted different strategies and adjustments to satisfy the needs (Manguènnandongo, 2002). With respect to the core personnel policies, there should be an effective way to enhance the job performance of the employee. The aid of the training and development is one of the major steps that most of the private companies want to keep in their system to achieve the quality of performance.
Research Objectives
The objectives of the study are divided into three parts. First is to establish the employee training and development in the private companies of Equatorial Guinea. Second is to set other support groups or strategies to improve the training and development according to the needs for globalization. And third is to determine the effects as mush as the benefits that the employee can gain and the favorable return for the companies in the implementation of training and development.
Research Questions
The study understands the importance of training and development among the employees and especially for those who are in the international competition. Therefore, there are several questions that attempt to guide the study in the completion of the study.
1. What are the actions of the private companies in answering the needs form improvement among the employees?
2. What are the greatest problems that usually triggers for the call of training and development?
3. What are the major objectives of the training and development for the employees?
Literature Review
It is true that if the company situation is in poor service, the following event would weaken the socio-economic attributes or conditions of the companies. And worse is the decay of both human and physical structures (Manguènnandongo, 2002). The purpose of the training and development, not only on the ordinary employees but as well as to their executives, is to develop the skills required in the diversification and competitiveness in the Equato-Guinean economy. The benefits will fall entirely for the employees and for the private companies. The target of the program being implemented in the companies is ultimately expected to contribute in the achievement of the objectives of the companies, increase the competency in the market, and improve the living conditions of the employees (ADBG, 2008). Under the participation of the stakeholders, the guidelines and implementation of training in the employees can achieve positive results. The workforce development is focused on attracting, developing, and retaining, the best of the people from the broadest business practices to meet the objectives or goals of the companies. Intentionally, training and development are provided for the employees with best of the career opportunities in different industry and encourages their individual growth and achievement (Kruger, 2008).
Methodology
The applied method in the study is the use of comparative case study method that allows the current study to examine, compare, and formulate its own analysis regarding to the issue of training and development. Since the past studies and literature reviews are focus on the same issue, it an advantage for the current study of correlate the present situation and identify any literature gaps.
Analysis
Aside from the ability of the employees, the training and development is also applied in the illogical appointments that mostly seen or observed among the officers of the companies. Without the adequate management of the appointments, the deliverance of services is not that effective. Through the training and development of people, the responsibilities and the roles they play inside the organization is emphasized. There is a great effect not only in the performance but also in the cost control and managing of the employees. The need for the improvement in the employees’ skill is emphasized by different business executives among the private companies.
Conclusion
Training and development is a popular action that runs in the mind of the business leaders and Human Resource manager. Through intensive training, the development follows, and both can contribute in the overall economic development.
References:
ADBG, 2008. Training Program fro Middle and Senior Executives: Equatorial Guinea Appraisal Report of the Program, African Development Bank Group [Online] Available at: http://www.afdb.org/fileadmin/uploads/afdb/Documents/Project-and-Operations/30771486-EN-GUINNE-EQUATORIALE-CADRES.PDF [Accessed 18 Feb 2010].
Kruger, R., 2008. Economic Development - Local Actions, Global Results [Online] Available at: http://www.exxonmobil.com/Corporate/Imports/ccr2008/pdf/community_ccr_economic_development.pdf [Accessed 18 Feb 2010].
Manguènnandongo, G., 2002. Administrative and Civil Service Reform in Equatorial Guinea [Online] Available at: http://unpan1.un.org/intradoc/groups/public/documents/cafrad/unpan005513.pdf [Accessed 18 Feb 2010].
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