The abuse of training as an agent of change in organizations in Nigeria

This study aims at examining the extent to which training brings about desired organizational change in terms of employee performance. According to Okpara (2005), organizations and companies are being encouraged to seek employee training and development because the growth rate of organizations is likely to be limited by their personnel than by any other factors. In the light of this scenario, therefore, this study probes into some perceived abuses that are associated with training in organizations/industries. In acknowledging the prevalence of this anomaly, Okpara, (2005) argues that training is gradually losing its grip as a catalyst of behaviour change in organizations in Nigeria because of some fundamental lapses. This review x-rays these lapses inherent in the use of training as a technique for changing behaviour. The work affirms that training should match learning principles and theories and an understanding. Key Words: Training, Abuse, Change, Organization, Learning of socio-cultural milieu under which the worker operates. Finally, some suggestions were proffered as a way of regaining the lost glory of training as catalyst of change in organizations