International Journal of Public Administration and Management Research (IJPAMR), Vol. 2, No 2, March, 2014 Website: http://www.rcmss.com. ISSN: 2350-2231 (Online) ISSN: 2346-7215 (Print) Audu Joel Samson & Gungul, Timothy, 2014, 2(2):80-87 80 Research Centre for Management and Social Studies Effects of Human Resource Training and Development on Productivity in Nigerian Hospitality Industry Audu Joel Samson 1 & Gungul, Timothy 2 1 Dept. of Registry Dept., Federal Polytechnic, Idah, Kogi State, Nigeria. Email: audusamnda@yahoo.com. GSM: +2348054836107 2 Dept. of Tourism, Federal Polytechnic, Idah, Kogi State, Nigeria GSM:+2348062937546 Manuscript ID: RCMSS/IJPAMR/14011 Abstract The need for high productivity to address the socio-economic challenges has been the target of nations globally. Meeting this target needs competent human capital that would utilize available resources maximally. This research titled “Effects of Human Resource Training and Development on Productivity in Nigerian Hospitality Industry” is written to critically ascertain the extent to which training and development has improved productivity in the hospitality industry. The researchers elicit data from both secondary sources and primary sources like questionnaire, interview and observation. The population of the study was 482 from which a sample size of 98 was selected. The methods of data analysis used are simple percentage and other statistical method. The paper concludes that the hospitality industry in Nigeria could be improved through training and development of human resources. Thus, the paper recommends that hospitality industry should prioritize training and development of their employees by injecting more funds into such human resource programmes so as to ensure improved productivity. Key words: Training, Development, Human Resource, Hospitality Industries, Productivity. Introduction The objectives of every organisation, whether manufacturing or service rendering organizations, require a fundamental pulling of human, material and financial resources to accomplish the desired organizational output. However, all other resources cannot be properly articulated for the actualization of the desired goal without the support of human resources therefore, Likert cited in (Ezeani, 2006) states that: all activities of any establishment are initiated and determined by the persons who make that institution. Plants, offices, computers, automated equipments, will be unproductive except with human effort. The development of any organization depends largely on its human resources. Therefore, management is conceptualized as the process of achieving the goals of the organization by utilizing people and other resources, (Everald and Shilt, 1979 cited in Uyi ,2002). Recruitment of employees into the organization is carried out not only to hire the right calibre of employees but to fill the vacant positions. But, the employees even though they are made to pass through the rigorous processes so that the organizational culture, norms and objectives could be internalized to ensure that organizational productivity is maximized, Jerling (1996) opined that training and development of employees is an important management tool used to maximize the potential capabilities of the employees to yield maximum output. Nwachukwu (2006) also posits that training of employees could aid businesses to meet the ever increasing challenges and high competitiveness for productivity. Since training and development include all attempts to increase productivity by increasing an employee’s ability to perform better, its importance need not to be under-rated as cost of training employees is obviously an investment to the organization. Though, hospitality industry is a broad category of field within the service industry that includes lodging, restaurant,