The Impact of Training and Development on Geosciences Employees



By Christian Azuka Olele

Project Implementation Manager
EdgeGold Concept Services Limited

Lagos, Nigeria



This paper is aimed at exploring requirements for the achievement of training and development and good return on Investment for Employees. Training and development is an enhancing performance and it is an important factor in the viable market environment. Institutions spending on valuable training and development for her staff shall achieve short and long term contract. Up to date, there has been much deliberation about what represents Geosciences and how it expands.

Key Words: Training, Development, Geosciences, Organization, Human Resources


Achievement of objectives and good returns on investment could only be attained if human resources aspects of the human enterprise are properly developed through training and manpower development.

Halidu (2015) is of the opinion that an organization may have employees of ability and determination with appropriate equipment and managerial support yet productivity fails below expected standard. By and large, the missing factors in many cases are lack of adequate skills and knowledge which are acquired through manpower training and development.

In the light of the above mentioned, any organization, no matter how sophisticated in technology cannot be characterized by its Infrastructure; rather it is the achievement and development of human resource capital that is responsible for its increase in productivity.

Literature Review

According to Halidu (2015), training and development is seen to be the procedure of behavioral alteration to amalgamate organizational needs with their characteristics. Akpan (1982) as cited in Halidu (2015) further explained that training and development aims at budding competencies such as human, theoretical technical, and managerial for the furtherance of individual and organization growth. In interpreting the hypothesis exceeding, Black and Lynch (1996) maintains that at the moment in time of technological change and innovation, the newly employed and existing work force need to be trained to acquaint them with the current skills and techniques obtainable currently to get their job going in order to achieve individual and organizational objectives.

French (1974) agreed with the fact that training is the practice of assisting employees in their near or potential significance through the development of suitable routine which involves ideas, actions, skills, knowledge and attitudes. Stone (1982) went on to support that training is the process of acquiring knowledge, skills and attitude for the sole purpose of executing a specific job competently.


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About the Author

Christian Azuka Olele

Lagos, Nigeria


Christian Azuka Olele
is a project manager experienced in the Construction Sector in Nigeria, West Africa. He received his B.Sc. and PGdip degrees in Geology from the University of Port Harcourt, Choba, Nigeria; and his M.Sc. degree in Project Management from the University of Liverpool, Liverpool; U.K

Christian Azuka Olele worked on the Lekki Toll Road Infrastructure Project, Victoria Island Lagos; Osborne Jetty Terminal, Ikoyi, and Several Roads Construction Projects in Lagos & Abeokuta, Nigeria. He is currently the Project Implementation Manager for Uyo Women Development and Skill Acquisition Center, Akwa Ibom State. A Corporate Social Responsibility (CSR) Project of TOTAL Upstream Nigeria Limited (TUPNL), Lagos, Nigeria.

He is Interested in Managing Projects in Nigeria and Africa.

He can be reached via email at [email protected]