Organizations face a lot of challenges which range from personal to group which in the

long run affect output as well as the entire Organization. These problems stem from power

and politics, high turnover, low productivity among other things. Most of these problems are

as a result of lack/inadequate training and development geared at sustaining the Human

Resource which plays a very important role if not the most important in the organization's

productivity.

Porter (1985) argued that human Resource management can help a firm obtain

competitive advantage by lowering costs, by increasing sources of product and service

differentiation,or by both. Achieving competitive advantage through human Resources

requires that these activities be managed from a strategic perspective. Managers therefore at

some point in time need to carry out training for employees to enable them work

independently or be abreast of the new changes that go on in the business world.

This study sought to determine to what extend and how training and development

impacts the work of the internal human resource professional using a Ghanaian rubber

manufacturing industry as a study. These include productivity and turnover.

Qualitative interviews and Secondary methods of research were used in the study,to

offer a complex and complete picture. Research focused on the organization, employees

(Human Resource) and training systems. Apart from a qualitative interview which was done

with three members of the company, it also focused on Records from the Gagson Company,

academic journals, books and articles on the subject such as papers,magazines and the

Internet.

It was found out that interpersonal skills and technical skills have a huge impact in

driving organizational performance. What the research seems to say is that we should teach

somehow to do their job,teach them how to get along with others,including co-workers and

customers and then leave them alone to do their job.

The people who were interviewed couldn't tell if they gained new skills on the job or not.

They explained that,though, they sometimes help their colleagues out should the need be,it is

the same thing they do. The possible reasons for turnover given are; boredom,low salary and

lack of recognition.

I

组织面临很多的挑战,范围从个人到组织,从长远来看会影响整个组织以及输出。这

些问题源于权力和政治,流动率高,低生产率等。大多数的问题是由于缺乏/不足的培训

和发展面向维持人力资源的过程中发挥着非常重要的作用,如果不是最重要的在组织的

生产力。

Porter (1985)认为,人力资源管理可以帮助公司获得竞争优势通过降低成本,通过

提高产品和服务的差异化的来源,或两个。实现竞争优势通过人力资源需要,这些活动从

战略角度进行管理。

经理在某个时候,因此需要进行培训管理员工,让他们独立工作或者是最新的新变化,

继续在商业世界。

本研究的目的是确定扩展和如何影响工作学习和发展的内部人力资源专业使用一

个加纳人塑料制造业作为研究。

定性访谈和二次研究方法被用于研究,提供一个复杂的和完整的画面。研究集中在组

织、员工(人力资源)和培训系统。除了一个定性访谈中已完成的三个成员公司,它还关注

记录从Gagson公司、学术期刊、书籍和文章主题如报纸、杂志和互联网。

结果发现,人际技能和技术技能,推动组织绩效有巨大的影响。研究似乎说的是,

我们应该教莫名其妙地做他们的工作,教他们如何相处与其他人,包括同事和客户,然

后独自离幵他们,做他们的工作。

被采访的人谁不能告诉才行,否则如果他们获得新的技能。他们解释说,虽然他们

有时会帮助他们的同事时,应当需要,这是他们做同样的事情。可能的原因为营业额;

无聊,低工资和缺乏认识。