AN EVALUATION OF HUMAN RESOURCE TRAINING PROGRAMMES ON EMPLOYEE PERFORMANCE
ABSTRACT
This study is on training and development on employees performance in Nigerian Bottling Company Ltd, Edo state, Nigeria. This study sought to determine how training and development enhances the performance of employees, also to discover if all the employees in NBC are trained, the kind of training method adopted and how effective is the training for any company. Chapter one started with the background to the study, statement of the problem, objectives of the study, scope of the study, limitation of the study and historical background of the case study. Chapter two embodied the literature review which had it’s sub themes as; Concept of training and development, types of training and development, problems training and development can solve in an organization, training and development in Nigerian organizations, employee job performance, determinants/measurements of employee job performance, training and workplace performance and theoretical framework. Chapter three contains the methodology used in the study, it includes the research design, population and sampling techniques, operationalization and measurement of variables, the research instrument, sources of data and method of analysis. Data presentation, analyses and interpretation was presented in chapter four using descriptive statistics such as percentage and frequencies, also Statistical Package for the Social Sciences (SPSS) version 22 program was also used to analyze the data. While chapter five presents the summary of findings, conclusion and recommendations.
TABLE OF CONTENTS
TITLE PAGE - - - - - - - ii
DECLARATION - - - - - - - - iii
CERTIFICATION - - - - - - - - iv
DEDICATION - - -- - - - - v
ACKNOWLEDGEMENTS - - - - - - vi
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study - - - - - 1
1.2 Statement of Problem - - - - - - 8
1.3 Objective of the Study - - - - - - 10
1.4 Research Questions- - - - - - - 11
1.5 Statement of the Hypothesis - - - - - 12
1.6 Significance of Study - - - - - - 13
1.7 Scope of the Study - - - - - - 14
1.8 Definition of Key Terms - - - - - 15
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction - - - - - - - - 18
2.2 Conceptual Framework - - - - - - 33
2.3 Theoretical Framework - - - - - - 45
2.4 Empirical Review - - - - - - - 50
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design - - - - - - 56
3.2 Population of the Study - - - - - - 57
3.3 Sample Size - - - - - - - - 57
3.4Sampling Technique - - - - - - 58
3.5 Method of Data Collection - - - - - 58
3.6 Technique for Data Analysis - - - - - 59
3.7 Model Specification and Variable Definition - - 59
3.8 Measurement of Variables - - - - - 59
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data - - - - - - 60
4.2 Discussion of Findings - - - - - - 79
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary - - - - - - - - 80
5.2 Conclusion - - - - - - - 80
5.3 Recommendations - - - - - - - 93
References - - - - - - - - 95
Appendix - - - - - - - - 98
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The importance of motivating Individuals at work is noticeable at all levels of organization. Starting from managers who need to be aware of factors that motivate their subordinates to make them perform well, through employees who need to think through what expectations they have of work, ending up with HR professionals who have to understand motivation to effectively design and implement reward structure and systems. It seems to be obvious that companies need motivated employees and without any doubts motivation is an important aspect of human resource management. However, because of a complex nature of human behavior, motivation is not easy to understand and to use. Although, some of research suggested that money is not as potent as it seemed to be, many companies tried to implement monetary incentives as their main tool to motivate employees. Performance related pay became the new mantra that was used unquestionably by plenty of companies (Frey & Osterloch, 2013).
Recently, as a result of a financial crisis, many large and small organizations had to cut costs through reduction of employees’ salaries and bonuses. The role of industries in developing countries like Nigeria in particular is progressively becoming significant. Significant in the sense that all available resources in any given situation in the economic well being of a nation must be developed for industrialization and ultimately consumption through business industries. Hence, the impact and potential contribution of business on a broad and diverse base as well as their accelerated effect in achieving macro economic objectives pertaining to full employment, income distribution and the development of local technology makes the existence most inevitable. Therefore, the importance of business industries in particular to the general economic development of any nation especially a developing one like Nigeria cannot be overemphasized. Generally, the development of Human Resource in Organizations is seen as accelerating the achievement of wider economic and socio-economic objectives including poverty alleviation. The performance and effectiveness of Human Resource in Organizations as an instrument of economic growth and development in Nigeria has long been examined. Despite government institutional and policies support to enhancing the capacity of Human Resource in Organizations has fallen short of expectations.
This has generated serious concern and sceptism on whether Organizations can bring about economic growth and national developments in Nigeria. The concern is even more disturbing when comparing Organizations in Nigeria with other countries particularly where Organizations has become harbinger of economic reconstruction and transformation (Ihua 2013). In the case of Nigeria, Human Resource in Organizations has performed at a very low standard. This low performance has further exacerbated poverty, hunger, unemployment and low standard of living of Individuals in a country whose economies is ailing. The current challenges of hunger, poverty and unemployment have undermined the capacity of the economy and Human Resource in Organizations are seen as mechanism for intervention to addressing this long-term problem of the economy. Unfortunately, Organizations have not been able to propel economic growth and development which are quintessence of mitigating the effect of poverty, hunger, unemployment and low standard of living on the economy. The challenge of addressing the problem of hunger, poverty and unemployment is even more worrisome when considering the actualization of the millennium development goals of the country by 2015. If Nigeria is to achieve the millennium development goals by 2015, one of the ways is to enhance the capacity of its Organizations.
It is based on the foregoing and government policy initiatives that the researcher embarked on a research such as this, to investigate the investment in Human Resource and its effect on performance in Nigeria (A case study of Nigerian Bottling Company).
1.2 Statement of the Problem
The role of human resource management effectiveness creates a sustained competitive advantage in promoting an organization’s overall performance. Employees have expectations regarding HR roles, including recruitment, selection, training and development, motivation, and termination in their organization and the role of HR has an important effect on HR role/functions.
As the time moves on steadily and relentlessly, in the new millennium, we need to review the challenges for the HR function and its responsibilities in organizations to cope with the new trends. In the start of the century it is very convenient to know-how far and in what direction we are progressing, but also give the distance to our destination, and are often excellent anchors to take time off to re-examine the future course of action for the organization and resource management. Realistically, it is now been said that we have moved to the era of not just change, but an accelerated rate of change. As compared to the past, the 21st century corporations are getting to be globally market driven ones which ‘invest anywhere and share everywhere’ in their conceptualization.
At a practical level, we must anticipate and prepare for the likely HR challenges in general that exists, or may be expected in the coming future - the main purpose and theme of this article. They are consequent to the vastly increased competition for many and likely in future, due to rapid development of technology, especially, the impact of IT, and internal necessities, and/or resulting from above stated causes. With technology up gradations, much greater use of it and forthcoming e-commerce etc. new breed of ‘knowledge workers’ in ‘learning organizations’ will make the differentiation. This intellectual capital will demand much nurturing from the enterprise, in order to give back in the shape of superior results.
The concept of effective human resource management helps in stimulating employee’s job performance is primarily concerned with mutual relationship between employees, leaders and the willingness of employees to put in their best effort, so that the desire goal of organization can be achieved.
The Major Problems in the Organization are; strict joining terms for the Management Trainee batch with a minimum service bond and exploitation of employees by the management on the back of minimum service agreement, which included smaller increments, no job rotation and late working hours.
Low job satisfaction of the employees because of lack of tangible (Salary and Benefits) and non-tangible (Good treatment from the supervisors) extrinsic job satisfaction factors and Low job involvement for employees with superior academic background. Fast business growth that was not coupled with proper workforce expansion. Increased work for the same number of Individuals meant more hours at work.
However, poor human resource management often leads to poor job performance as most leaders lack the managerial power, as their emphasis are often towards forcing their will on employees. Finance is another problem encountered in effective human resource management style. Inconsistency in government policies also constitutes another problem to effective human resource management style.
1.3 Objectives of the Study
This research work is designed to examine an evaluation of Human Resource on employee performance: a case study of Nigerian Bottling Company, Limited, Benin City.
Therefore the objectives of the study are:
i) To examine how harsh competitive environment or inadequate information affects the performance of Human Resource in the manufacturing sector.
ii) To find out if Technical-ability affects the prospects of Human Resource in the Nigerian manufacturing sector.
iii) To find out how Human Resource will help in increasing performance in the organization.
1.4 Research Questions
1. Does harsh competitive environment or inadequate information affect the performance of Human Resource in the Nigeria?
2. Does Technical-ability affect the prospects of Human Resource in Nigeria?
3. How will Human Resource help in increasing performance in the organization?
1.5 Statement of Hypothesis
The following hypotheses were formulated.
Hypothesis 1
HO: Harsh competitive environment or inadequate information does not affect the performance of Human Resource in the Nigeria.
Hi: Harsh competitive environment or inadequate information affects the performance of Human Resource in the Nigeria.
Hypothesis 2
HO: Technical-ability does not affect the prospects of Human Resource in the Nigeria.
Hi: Technical-ability does affect the prospects of Human Resource in the Nigeria.
Hypothesis 3
HO: Human Resource helps in increasing performance in the organization.
Hi: Human Resource does not help in increasing performance in the organization.
1.6 Significance of the Study
Human Resource management is the part of the organization that is concerned with the “people” dimension. It is a staff, or support, junction in the organizations. Its role is to provide assistance in human resource management matters to line employees, or those directly involved in producing the organization’s goods and services. Every organization is comprised of people; acquiring their services, developing their skills, motivating them to high levels of performance. And ensuring to maintain their commitment to the organization is essential to achieve organizational objectives.
This is true, regardless of the type of organization; government, business, education, health, recreation, or social action. Getting and keeping good people is critical to the success of every organization. Human resource management is an approach consisting of four functions; staffing, training, development and motivation, and four activities; getting people, preparing them, stimulating them, and keeping them.
Today, professionals in the Human Resource area are vital elements in the success of any organization. Their jobs require a new level sophistication that is unprecedented in Human Resource management, not surprisingly; their status in the organization has also been elevated as the name has changed. Companies today recognize the importance of people in meeting their goals. For instance, at Standard Chartered Manufacturing company and Sony Music Entertainment, people are “viewed as how each employee is important toward the organization achieving its strategic goals.” In return, these people have needs to be met. Consequently, when major decisions affecting the organization and its people are made by the company’s executives, HR typically is present to represent the people-side of the business. Many colleges and universities are also helping to prepare human resource management professionals by offering concentrations and majors in the discipline. Additionally, there exists an accreditation process for human resource management professionals. The society for Human Resource Management offers opportunities for individuals to distinguish themselves in the field by achieving a level of proficiency that has been predetermined by the Human Resource Certification Institute as necessary for successful handling of Human Resource management affairs.
The study also intends to contribute to existing knowledge in the area of Human Resource performance and enhance stimulating further studies on the topic, since improvements are made everyday that can lead to individual participation and formulation of policies by the government.
1.7 Scope of the Study
Although there are many factors and variables responsible for the evaluation of Human Resource, the scope of study focuses only on the Evaluation of Human Resource Training Programmes on Employee Performance and is limited to the Nigeria Bottling Company, Benin City; the period to be covered is 2010 - 2014.
1.8 Limitations of the Study
In the course of this research work, there are confrontations which the researcher faced, they are;
Time Limitation: The time given to the researcher to carryout this study is obliviously short, therefore make it difficult for the researcher to really go deep into this study.
Finance: The researcher is faced by financial constrain, and without finance little or nothing can be done.
Respondents: Like it is stated, limitations of the study some Individuals do not respond when they are given questionnaire, some are reserved when it comes to giving vital information. Adequate and complete information on hardly gotten from respondent.
1.9 Definition of Terms
Human Resource: Individual Endeavour
Management: Ability to manage, use efficiently or well
Employee: A person lived by the management of an organization to work for the organization either temporarily and or permanently for payment.
Organization: It is a defined establishment or corporate entity, public, private or charitable, that is purposely set up to render service or produce goods and services and carries out more precisely policies and programmes inspired by the internal and external publics.
Cooperation: The willingness to be helpful and do what you are asked to do.
Managerial Power: The power of directing Human Resource to work toward achievement of good.
Resource: Materials need for the effective running of an organization which is either in human or raw material from.
Performance: The rate at which a worker or organization produces goods, and the amount produced.
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