The American Journal of Social Science and Education Innovations
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TYPE
Original Research
PAGE NO.
31-38
10.37547/tajssei/Volume07Issue02-05
OPEN ACCESS
SUBMITED
07 December 2024
ACCEPTED
09 January 2025
PUBLISHED
11 February 2025
VOLUME
Vol.07 Issue02 2025
CITATION
Fatima Umar Rahis, & Dr. Umar Mohammed Ali. (2025). The Impact of
Manpower Training and Development Practices for Organizational
Efficiency: A Study of Some Selected Establishments under the State
Ministry of Health and Human Services, Maiduguri, Borno State. The
American Journal of Social Science and Education Innovations, 7(02),
31
–
https://doi.org/10.37547/tajssei/Volume07Issue02-05
COPYRIGHT
© 2025 Original content from this work may be used under the
terms of the creative commons attributes 4.0 License.
The Impact of
Manpower Training and
Development Practices
for Organizational
Efficiency: A Study of
Some Selected
Establishments under
the State Ministry of
Health and Human
Services, Maiduguri,
Borno State
Fatima Umar Rahis
PhD Student of City University Cambodia
Dr. Umar Mohammed Ali
Senior Lecturer, Department Business Management, City University
Cambodia Africa Campus, Cambodia
ABSTRACT:
This research examines the impact of
manpower training and development practices on
organizational efficiency, focusing on selected
establishments under the Borno State Ministry of
Health and Human Services. Training and
development are pivotal in equipping employees
with the skills and knowledge necessary to meet
organizational goals, especially in resource-
constrained and conflict-affected regions like Borno
State. The study adopts a mixed-methods approach,
combining quantitative and qualitative data to
explore the nature, effectiveness, and challenges of
training programs implemented in the healthcare
sector.
Key objectives include assessing the types of
training programs available, evaluating their impact
on employee performance and organizational
efficiency, and identifying barriers to effective
training implementation. Data collection involves
surveys, interviews, and document analysis from
The American Journal of Social Science and Education Innovations
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The American Journal of Social Science and Education Innovations
three
key
establishments:
the
Hospital
Management Board, the State Primary Healthcare
Development Board, and the Borno State
Contributory Healthcare Management Agency.
Preliminary findings reveal that while training
initiatives enhance technical and administrative
competencies, challenges such as limited funding,
inadequate infrastructure, and high staff turnover
hinder their effectiveness. The study underscores
the importance of aligning training programs with
organizational objectives and the unique healthcare
challenges of the region. Recommendations
emphasize increased investment in workforce
development, adoption of innovative training
methods such as e-learning, and strengthening
policy
frameworks
to
sustain
manpower
development efforts.
This research contributes to the discourse on
human resource development in Nigeria's public
healthcare sector, offering actionable insights for
policymakers, administrators, and stakeholders
aiming to optimize workforce efficiency and service
delivery in challenging environments.
KEYWORDS:
Training,
Manpower,
Practice,
Development,
Organizational,
Efficiency,
Establishment, Human, Ministry, Service, Health,
Selected, Study.
INTRODUCTION:
Manpower
training
and
development are essential components for
fostering organizational efficiency, particularly
within government institutions where the delivery
of services directly impacts the well-being of
society. In the healthcare sector, effective training
and development programs are crucial in ensuring
that healthcare professionals are equipped with the
necessary skills, knowledge, and competencies to
address public health challenges and provide quality
services to the population. The dynamic nature of
healthcare, coupled with evolving technologies and
healthcare practices, requires that healthcare
workers continuously update their skills to keep
pace with new developments and trends.
The State Ministry of Health and Human Services in
Maiduguri, Borno State, plays a critical role in
providing healthcare services to the people of the
state. As one of the key governmental bodies
responsible
for
overseeing
public
health
infrastructure and services, the Ministry must
ensure that its personnel are adequately trained to
handle a wide array of healthcare challenges.
However, the effectiveness of manpower training
and
development
programs
within
these
establishments remains an area of significant
interest. While various training initiatives are
implemented, the extent to which they contribute
to organizational efficiency and the overall quality
of healthcare service delivery is not fully
understood.
This
study
investigates
the
training
and
development practices employed in selected
establishments under the State Ministry of Health
and Human Services in Maiduguri, Borno State. It
aims to assess the types of training programs
available to healthcare workers, evaluate their
effectiveness
in
improving
organizational
performance, and identify the challenges faced by
the Ministry in implementing these programs. The
study will also explore the relationship between
training initiatives and the level of efficiency in
healthcare delivery, focusing on how well-trained
personnel can contribute to better service
provision, improved patient outcomes, and
enhanced administrative functions within the
Ministry.
Given the importance of manpower in driving
organizational success, particularly in public
healthcare systems, this research aims to provide
evidence-based recommendations for improving
training strategies within the Ministry. It is expected
that the findings will inform policy-makers,
healthcare managers, and human resources
specialists, enabling them to design more effective
and targeted training programs that address specific
needs in the Borno State healthcare system. By
highlighting areas of improvement, this study seeks
to contribute to the development of a highly skilled
healthcare workforce capable of delivering optimal
services, thereby enhancing the overall efficiency of
the healthcare sector in Borno State.
The ultimate goal of this research is to emphasize
the significant role that training and development
play in improving organizational effectiveness and
service delivery, particularly in a healthcare
environment where human capital is the primary
asset in meeting the health needs of the population.
There is no doubt that organizations worldwide are
striving for success and out-competing those in the
same Entity. In order to do so, organizations have to
obtain and utilize her Manpower effectively.
Organizations need to be aware of face more
realistically towards keeping their human resources
up-to date. In so doing, managers need to pay
special attention to all the core functions of human
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The American Journal of Social Science and Education Innovations
resource management as this plays an important
role in different organizational, social and
economically related areas among others that are
influential to the attainment of the organizational
goals. This study, therefore, goes on to discuss one
of the core functions of human resource which is
training, employee performance, and how the
earlier affects the latter.
Training both physically, socially, intellectually and
mentally is very essential in facilitating not only the
level of production gut also the development of
personnel in an organization. According to Okanya
(2008) Training need occurs when the existing or
anticipated short fall in overall performance is the
most appropriate and effective remedy. The
provision of adequate training is of fundamental to
both the employees and the employers.
The literature review provides a comprehensive
exploration of existing theories, empirical studies,
and practical insights regarding manpower training
and development practices and their impact on
organizational efficiency. This study emphasizes the
context of healthcare establishments under the
State Ministry of Health and Human Services,
Maiduguri, Borno State, specifically the Hospital
Management Board (HMB), State Primary
Healthcare Development Board (SPHCDB), and the
Borno State Contributory Healthcare Management
Agency (BOSCHMA). The review is structured into
several thematic sections to provide depth and
clarity.
Concept of Training
Training is the methodical gaining and improvement
of knowledge, skills, and behaviours imperative for
employees to complete the job responsibilities or to
perform better in their work environment
(Tharenou, Saks and Moore, 2007).
The exponential rate of technological advancement
of information and technology reduces the time
frame which knowledge and skills become out-
dated. This makes it impossible for skills required by
employees for work to remain stagnant. As a result,
it is paramount for employees to align their
personal development goals to that of their
organisation and their own future growth. It is also
important for the Human Resources Department to
take into consideration the current and future
requirements and goals of the organisation when
designing, planning and implementing employee
training programmes (Holden, 2001).
Despite these different views, it is important to note
that the reviews by all the scholars imply that
training helps in the improvement of employee
performance.
Consistent profitability of any business venture is
larg
ely determined by the level of employees’
quality and their performance improvement via
training and continuous learning. Human Resources
experts agree that organisation strengths lie in the
best of its employees indicating the importance of
training being in tandem with employee training
needs (Noe, 2008). In the same vein, Bratton and
Gold (2000) confirm that effective cooperate
leaders understand that their competitive edge in
today's market place is their workforce. The human
resources of few organisati
ons aren’t effectively
coordinated as these organisations engage in old-
style management methods are unsuitable in
today's ever changing workplace.
Recruitment of competent employees is a major
requirement in the management of any
organisation, whether small or large. As a result of
the inadequacies in the formal educational system
in Nigeria, basic work skills and competencies
needed to thrive in the workplace is lacking in a
significant number of employees. This means that
many employees have to undergo intense on-job
training in order to gain the necessary skills required
to make a significant contribution to the growth of
an organisation. It’s imperative for organisations to
understand their employees train needs through a
need’s assessment design and an
alysis with overall
organizational goals and objectives for actualization
of the organizations vision and mission.
Types of Training
There are certain factors that determine the type of
employee
training
suitable
to
a
specific
organisation. These include the job description, skill
gap to be filled, the employees' current
qualifications, and the difficult tasks employees
encounter in fulfilling the responsibilities of the job.
Also, employee size to be trained, availability and
cost can be factors to consider (Adamu, 2008). An
employee’s current or future job role is also a major
deciding factor in the model of training to be
adopted (Ezigbo, 2011). The models of training that
can be implemented fall broadly into two types
namely: on-the-job and off-the-job training,
(DeCauza et al, 1996).
A. On-the-job training (OTJ)
: This is a model
designed to provide training to employees in their
normal/routine working environment. The goal of
this type of training is to allow employees familiarize
with their normal working circumstances, i.e. during
the training period; employees would directly use
processes, machinery, and equipment that will be
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used routinely. Additionally, it provides employees
with first-hand experience on how to handle
difficulties that may arise during the execution of a
task. Trainees aim to learn by observing the
supervisor or a more experienced employee
performing a specific task. To perform the task,
trainees are guided by the instructions of the
supervisors. This method is very common amongst
companies for training employees currently
working at the organisation and sets the tone for
employees that will be hired in the future due to its
cost-effectiveness and simplicity. Examples of the
on-the-job trainings are discussed below:
Apprenticeship
Apprenticeship is a training system that is
commonly used for the new generation of
practitioners of a specific trade or profession. It
ranges from craft occupations to regulated
professions that require obtaining a professional
license. This system of training provides employee
with the required knowledge and skill required for a
craft or a variety of related jobs (Ezeigbo, 2011).
Majority of the training involves working for an
employer who teaches the apprentices their trade
or profession, in exchange for their labour over a
fixed period after they have attained assessable
competencies. An allowance for upkeep is usually
provided by the employer during the period of
training.
Induction/Orientation
This training is given to fresh employees to induct
them into organisation’s processes, policies, goals
and regulations of an organization (Olaniyan and
Ojo, 2008). New recruits are introduced to their new
job responsibilities which usually occur during the
first day/ week of resumption.
Internship
This type of on-the-job training is mostly used for
formal jobs/professional careers. Internships and
apprenticeships are similar however they are both
geared towards different career paths i.e.
internships are for professional careers and
apprenticeships
for
trade/vocational
jobs.
Internships are popular with under-graduates.
Post-graduate students can also undergo internship
training. For the most part, internship provides you
with an opportunity to expand your knowledge and
benefit from invaluable on-the-job experience.
Remuneration for internships are can either be
paid, unpaid or on a part time basis.
Job Rotation
In this type of training, trainees are given different
job roles and responsibilities in different
departments over a period of time. This is an
effective strategy for developing employees for
management roles as they are alternated from one
assignment to another exposing them to the entire
chain of operations in the organisation.
* well-structured job rotation program in an
organization yields positive impact on job fulfilment
and zeal to take on new challenges within the
organisation. Rewards of this are building strong
leaders, job enhancement and enthusiasm to
perform due to exposure to new challenges and
career development.
* Off-The-Job training: This method of training is
done at an organized off-site, at a different location
from the current organization for an agreed time.
The purpose of this method of training at a different
site is to provide employees with a change of
scenery which most times has a positive impact.
They can also analyse previous behaviours for the
purpose of reflection on what has been successful
and what has not (Okanya, 2008). The trainees are
provided with educational material, which covers
the theory aspect. During the type of training,
trainees feel more inclined to express their views
and feelings. They can also explore new and
pioneering impressions using case studies,
conferences, seminars, audio-visuals, lectures,
simulations and role-play. This is an expensive
training method with expenses including the place
of training, facilities used in training the employees,
and hiring experts to add value to the training. A
method of off-the-job training is the classroom
instruction technique as described below:
Classroom Instruction Technique
This type of training is typically designed to take
place at off-site locations e.g. professional
institutions and designated training centres.
Adamu, 2008 states that its main purpose is to
stimulate and absorb the general principles of
various ideas, the comparison between these ideas
based on background knowledge. The techniques
employed in this method include case studies and
lectures. Seminars, Workshops, conferences and
symposiums can also be used to achieve this type of
training. A form of assessment is usually conducted
after the training and a certificate of participation
issued.
Employee Performance Indicators
A major objective for HR departments is tracking
employee training and its resultant effect.
Organisations develop key performance indicators
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(KPI) to guarantee ample return on investment from
training of employees. Appropriately developed KPI
serve as a yardstick for assessing the progress of
employees against a series of wide-ranging goals or
objectives. However, a significant number of
organizations are unable to develop suitable KPI.
To effectively track employee training and its
effectiveness, key performance indicators should
include; specific objectives, measurable goals,
relevant goals to the organization and Time-frame
for achieving this goal. Hakala (2008) explains that
the following indicators are used to measure
performance:
Quantity
: This indicator highlights the amount of
items produced, or sold in comparison to the fixed
standard i.e. the amount of items earmarked for
production, processing and sale.
Quality
: Several Indicators are used to measure the
quality of a completed task. The ratio of work
output repeated or rejected is an indicator. In a
sales environment, a key indicator of quality
salesmanship is the proportion of enquiries
converted to sales.
Timeliness
: This measures the speediness in the
completion of tasks or provision of services. For
example, in a manufacturing company; a time based
indicator is the time frame used to produce a
product or cycle time for a specific operation.
Cost-effectiveness
: This factor can be used as a
measurement evaluating how an employee is cost
efficient.
Absenteeism/Tardiness
: An absent employee
cannot perform his/her duties. The performance of
other employees can be impacted negatively by
absences, too.
Creativity
: This performance indicator may be
problematic to quantify, but in a number of formal
jobs, it is very vital. Managers and employees should
create their own yardstick or metrics for creative
input from employees.
Policy Adherence
: Policies are put in place to create
boundaries and ensure encouragement of creativity
does not translate to deviation of companies’ ethics,
rules and regulations. Employees who deviate from
company policies show that their performance and
development goals do not align with those of the
company.
Gossip and Other Personal Habits
: This may not be
an obvious performance-related indicator, but
personal habits like gossip, can adversely affect
performance and hinder that of others. Such
behaviours should be confronted, and goals set to
reduce their occurrence.
Effect of Employee Training on Employee
Performance
Trainers must be knowledgeable on the relationship
between training and profit (Pont, 2003). Training
for the sake of training is no longer the order of the
day. It must yield a competent workforce that can
keep up to pace with the high level of skills and
capabilities that are essential in today’s dynamic
work environment and prepare employees for
future demands. It is then expected of trainers to
use each opportunity as a response to
achievements, mostly on the effect on the business
to senior management (Pont, 2003). If the training
provided is not delivered professionally, the quality
of learning diminishes causing reduced individual
competence and ultimately having an unfavourable
effect on business performance (Biech 2009).
In a dynamic world of business and economic
uncertainty, organizations acknowledge their plight
in handling challenges that arise (Tai, 2006). As a
result, firms should invest in training programs to
ensure their employees are capable and competent
to face uncertainties and take timely and effective
decision, to maintain a competitive edge in the
market. Effective training is of immense value to
organizations as vital in capacity development, for
the individual and organizational levels, as such
influencing organizational performance (Ezigbo
2011).
Furthermore, it decreases the employee turnover
and prevents employees changing jobs rapidly
(Shaw et al 1998). It is also indicative of the
organisation’s dedication to its employees which in
turn leads to an increase in their motivation.
Agency
, effective training for staff involved in health
financing, beneficiary management, and claims
processing directly impacts the system's ability to
deliver affordable and accessible healthcare
services. Systems Theory emphasizes the need for
holistic training programs that address the
interdependencies within the healthcare system.
Empirical Studies on Manpower Training and
Development
Impact of Training on Healthcare Efficiency
Empirical studies consistently highlight the positive
relationship between manpower training and
organizational efficiency in healthcare. A study by
Olaniyan and Okemakinde (2018) in Nigeria found
that training significantly improves healthcare
workers' competence, leading to better patient care
and resource management. Similarly, WHO (2021)
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underscores the role of continuous professional
development in enhancing the quality of healthcare
services, particularly in resource-limited settings.
In Borno State, where healthcare systems face
unique challenges due to insecurity and limited
resources, training is critical for building resilience.
Healthcare workers must be trained to manage high
patient volumes, operate in resource-constrained
environments, and respond effectively to public
health emergencies.
Specific Training Needs in Healthcare
Different healthcare establishments have distinct
training needs based on their roles and
responsibilities:
Hospital Management Board (HMB):
Training programs often focus on clinical skills,
hospital management, and the use of medical
technology.
Studies indicate a need for administrative training
to improve hospital management efficiency and
reduce operational bottlenecks.
State Primary Healthcare Development Board
(SPHCDB):
Training in community health, maternal and child
health, and immunization campaigns is critical.
Studies emphasize the importance of building the
capacity of community health workers, who form
the backbone of primary healthcare services.
Borno State Contributory Healthcare Management
Agency (BSCHMA):
Staff require specialized training in health financing,
risk management, and data analytics to efficiently
manage health insurance schemes.
Empirical studies highlight the challenges of
implementing contributory healthcare systems,
including the need for robust training in beneficiary
engagement and claims management.
Challenges in Training Implementation
Despite its importance, several challenges hinder
the effective implementation of training programs:
Funding Constraints
: Limited budgets often lead to
inadequate training frequency and coverage.
Security Issues
: In conflict-affected areas like Borno
State, insecurity disrupts training schedules and
limits access to external trainers.
High Staff Turnover
: Trained employees often leave
for better opportunities, reducing the return on
investment in training.
Lack of Tailored Programs
: Generic training
programs may not address the specific needs of
healthcare establishments or individual employees.
Studies by Ibrahim et al. (2020) emphasize the need
for context-specific training initiatives to overcome
these challenges and maximize the impact of
training programs.
Benefits of Manpower Training in Healthcare
Improved Patient Outcomes:
Training enhances the clinical and interpersonal
skills of healthcare workers, leading to better
diagnoses, treatment, and patient satisfaction.
Operational Efficiency:
Trained employees are more adept at managing
resources, reducing waste, and streamlining
workflows. For example, in the SPHCDB, training in
supply chain management ensures that essential
medicines and vaccines reach remote areas
efficiently.
Enhanced Job Satisfaction:
Continuous professional development boosts
employee morale and motivation, reducing
turnover rates.
Adaptability:
Ongoing training helps healthcare workers adapt to
changes in policies, technologies, and healthcare
needs, ensuring they remain effective in their roles.
Primary Healthcare Development Board, and Borno
State
Contributory
Healthcare
Management
Agency, offering practical recommendations for
improving training effectiveness and organizational
efficiency in Maiduguri, Borno State.
CONCLUSION
This study demonstrates the critical role of
manpower training and development in improving
organizational efficiency in healthcare institutions.
The findings align with previous research in human
resource development, particularly the Human
Capital Theory, which emphasizes that investment
in employee skills and knowledge is integral to
enhanced organizational performance.
The research shows that while there are significant
efforts made by the Hospital Management Board,
State Primary Healthcare Development Board, and
Borno State Contributory Healthcare Management
Agency in promoting workforce development,
several systemic challenges hinder the full potential
of these initiatives. These challenges, particularly
resource constraints and policy gaps, need to be
addressed for these establishments to fully benefit
from manpower training.
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The American Journal of Social Science and Education Innovations
In conclusion, the study confirms that training and
development
are
essential
for
improving
organizational performance in healthcare settings.
However, overcoming the challenges identified in
this study is critical for ensuring the long-term
sustainability of these practices.
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