Application of Systems Approach to Training as an Exercise in Organization Development

S.O. Onimole1 (Mni. Ph.D), E.M. Akinseye2 (Ph.D, Fnim)

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The application of systems approach for the training and development of workers is considered in this study as one of the key instruments to bring about change and development in organization and in individual. It is also considered that the key to maximum manpower utilization lies in the effectiveness of training and organization development. Attempts were made to show that productivity and efficiency in industry are dependent on several inter-related factors. Manpower training and organization development are part of the several important determinants. The study examines and investigates the extent of the application of systems approach to the Training and Development of workers in the industry. The research design adopted is survey and documentary analysis. The survey involves the collection of data from existing records and findings of the opinion on the subjects through the use of structured questionnaire. Stratified sampling technique was used to select the respondents for the study. Information were collected from line managers, Training Managers, Supervisors, Trainers, training specialists and operatives. The internal consistency of the questionnaire was determined using Cronbach Alpha Formulae (α). Different reliability coefficients were computed for the different clusters of the questionnaire in order to assess the degree of consistency within the said clusters. The correlation coefficient of the questionnaire was 0.72 for trainers, 0.79 for training managers and 0.68 for supervisors. The reliability coefficient for the entire respondents was 0. 71. Based on this value, the questionnaire was considered by the researcher as reliable to be used for the study. The study reveals that a large proportion of respondents’ organizations are aware of the principles and importance of systems approach to training as instruments of operational efficiency, organization development, and improvement of performance. Only a few organizations within those surveyed are practicing any form of training based on systems approach. The study deduced from the results that possible reasons for negative attitude to systems approach is that the quality of people employed in most cases for training function is not high enough for systems approach to be worthwhile. Again the absence of planned staff development policy in most organizations surveyed made the introduction of change through systems approach extremely difficult in such industries, reduces employee morale and causes suspicion of management motives. The study concluded with the view that if organizations objectives are to be met in coping with change, training must be systematic, and must be integrated in organizations’ operational policy in order to bring organizational growth and development.