This study examines personnel perception on the training and development programmes obtainable in organizations. Personnel are always in need of training and development programmes to help develop their skills to attain organizational set goals and organizations invest money and time in these programmes, and also ensure that training programmes are organized at regular intervals in order to achieve higher job productivity from personnel who have undergone these training and programmes. But today, personnel perception of the training and development (T&D) process is appalling as management has unsystematically and unethically neglected the selection processes. As a result, personnel most often than not lament how ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training against laid down principles globally. It is in this vein that this study critically assesses personnel perceptions on training and its impacts on job performance in Nigerian organizations with the view of recommending the way forward. To achieve the purpose of this study, three hypotheses were formulated to guide the study. The questionnaire was one the instruments used for data collection. The second instrument: Focus Group Discussion (FGD) was also employed to complement the questionnaire method. The multi-stage sampling technique was employed to select samples in stages in Obio Akpor local government area in the metropolis of Port Harcourt, one of the major centers of economic activities in Rivers State. Three hundred respondents were selected as samples for the study. Chi square (X2) was adopted to test the hypotheses @ 05 level of significance. The results rejected the null hypotheses, and accepted the alternate hypotheses. The summary of the rejection of the hypotheses revealed that training and development (T&D) processes have been systematically neglected on the basis of ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training in Nigerian organizations against laid down principles globally. In addition, the effect of these factors brings with it some negative implications and consequences of low job productivity, high rate of personnel turnover and high cost. Based on these, the study concluded that an unsystematic approach of selecting personnel for training and development programmes affects training delivery styles, personnel as well as organizational productivity. As a result, the study recommends that the process and procedure of selecting personnel for training must be reviewed and management should rethink investing in their personnel and also repose some level of trust in them as this level of confidence will deter them from absconding on graduating from the recommended training and development programmes. Finally, management of organizations should give training and development of employees a priority in order to get the best out of the workforce as well as improving the organization’s productivity.