Abstract
The study examined the effectiveness of
in-service training on employees’ development and productivity. Three research questions and hypothesis were
formulated in line with the research objectives to guide the study. The survey
design was adopted in the study. The population of study comprised 280 staff
members of the Ebonyi State Ministry of finance, Abakaliki. The sample size
consisted of 164 respondents selected through the Yaro Yamane technique of
sample size determination. The instrument for data collection was the
questionnaire. The Chi-square test of statistics was employed in testing the
hypotheses and data analysis. The result of the study shows that In-service training has significant
influence on employee’s morale, in service training has significant
influence on employee’s efficiency and productivity and that in-service training has significant effect
on organizations’ performance. From the findings of the study, it was
recommended that business organizations should set up regular training and
development programmes that are capable of raising the skills, morale and
productivity of employees, organizations should involve experts in mapping out
their training and development needs, Training and personnel development
should be based on proper analysis of its contribution to the effectiveness and
efficiency of an organization.
TITLE PAGE i
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENT iv
TABLE OF CONTENTS v
LIST OF TABLES vii
Abstract viii
CHAPTER ONE: INTRODUCTION 9
1.1 Background
to the study 9
1.2 Statement
of the problem 13
1.3 Objectives
of the study 15
1.4 Research
Questions 15
1.5 Research
Hypothesis 15
1.6 Significance
of the study 16
1.7 Scope
of the study 16
CHAPTER TWO: REVIEW OF RELATED LITERATURE 17
2.1 Conceptual
Framework 17
2.1.1 Conceptualizing
in-service training 17
2.1.2 Types of
in-service training 20
2.1.3 Training
and Development 21
2.1.4 Issues in
Training and Development 23
2.2.4 Employee
Development and Productivity 25
2.2.5 In-service
Training, Employees’ efficiency and Productivity 26
2.1.6 The concept
of organizational performance 28
2.1.7 Employee
training and organizational performance 30
2.2.4 Employee
Development and Productivity 32
CHAPTER THREE: RESEARCH METHODOLOGY 34
3.1 Research
Design 34
3.2 Area of
Study 34
3.3 Population
of the Study 34
3.4 Sample
Size 35
3.5 Instrument
for Data Collection 36
3.6 Validation
of instrument 36
3.7 Reliability
of the instrument 36
3.8 Procedure
for Data Distribution and Collection 37
3.9 Procedure for Data Analysis 37
3.10 Decision
Criteria for testing of hypothesis 38
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS 39
4.1 Presentation
of Results 39
4:2 Test
of Hypothesis 47
4.3 Summary
of Findings 49
CHAPTER FIVE: DISCUSSION OF FINDINGS, SUMMARY AND RECOMMENDATIONS 50
5.1 Discussion
of Findings 50
5.2 Summary 51
5.3 Conclusion 52
5.4 Recommendation 53
REFERENCES 55
APPENDIX 1 58
Appendix 11 59
Table 1: Age Distribution 39
Table 2: Sex Distribution 40
Table 3: Marital status 40
Table 4: Academic Qualifications 40
Table 5: In-service training gives the employee sense of belonging 41
Table 6: In-service training enhance employees’ commitment. 41
Table 7: In-service training enhance corporation among the
employees 42
Table 8: In-service training enhance team morale 42
Table 9: In-service training improves employee’s welfare 42
Table 10: In-service enhance good work ethics 43
Table 11: In-service training enhance growth in output 43
Table 12: In-service trainingenhance employees’ productivity 44
Table 13: In-service training enhance specialization 44
Table 14: In-service training enhance employees efficiency 44
Table 15: In-service training enhance Organizational profitability 45
Table 16: In-service training enhance Organizational Output 45
Table 17: In-service training promotes organizational reputation 46
Table 18: In-service training enhance organizational performance 46
Table 19: In-service training promotes organizations’ competitive
advantage 46
Table 20: Chi-square calculated 47
Table 21: Chi-square calculated 48
Table 22: Chi-square calculated
CHAPTER ONE
INTRODUCTION
The role played by staff training can no longer be over-emphasized as
many have come to recognize that training offers a way of developing skill,
enhancing productivity, guaranteeing quality of work and building worker’s
loyalty to the firm. Organizational goals also keep changing in line with the
realities of the time; technology keep getting sophisticated; customers and
clients of organization become more choosy and conscious of their rights in
demanding organizational products and services, and organization’s products and
services keep changing in response to their choice. It is hard for any business
organization to exist without adequate manpower hence it is an indispensable
tool for any organization. For employees to perform their functions effectively
there must be well designed training and development programs to enable them
enhance their productivity.
Training is defined as the process of developing skills, habits,
knowledge and aptitudes in employees for the purpose of increasing the
effectiveness of employees in their present positions as well as preparing
employees for future positions (Avasthi, 2006). In-service training is a set of
planned activities on the part of an organization to increase the job knowledge
and skills or to modify the job knowledge and skills or to modify the attitudes
and social behavior of its employees in ways consistent with the goals of the
organization and the requirements of the jobs (Bartlett, 2001). In-service training is a
kind of education, which is done to help the individuals in an organization to
acquire knowledge, skills and attitudes in their jobs.
Udo (1983) views in-service training as the development of specific
skills and attitudes needed to perform a particular job or series of jobs to
maximize the productivity of the employee and improve the overall organizational
efficiency. In service training to Ohakwe (2007), is a continuous assistance or
coaching given to an employee in order to make him have the current knowledge
of the job content, scope and relationship within the organization.
Development
according to Ezeuwa (2009) can be seen as the use of human resources to
quantitatively change man’s physical and biological environments to his
benefits or ever seen as involving the introduction of new ideas into the
social structure and causing alterations on the patterns of the organization
and social structure. To develop staff, Daniels (2003) simply refers to as to
make employee grow with the company so that they can be fitted for available
higher positions within their capacity. Development deals with improving human
relations and interpersonal (Iwuoha, 2009).
Training as the crucial area of human management, is the fastest growing
segment of personnel activities. Training is a course of diet and exercise for
developing the employees’ affective, cognitive and psychomotor skills to assist
an employee towards enhancing his productivity. At times, some companies go
beyond establishing their own schools for training and retraining their staff
at no cost expense to the trainee.
There are two
major types of training: On-the -job training and Off- the -job training as
identified by Alo (1999). On-the-job training, is normally handled by
colleagues, supervisors, managers, mentors' to help employees adjust to their
work and to equip them with appropriate job related skills. According to Ejiogu (2000) Off-the-job
training would include lecture, vestibule training, role playing, case study,
discussion and simulation .Armstrong (1995) listed group exercises, team
building, distance learning, outdoor and workshops as part of off-the-job
training.
The main aim of in-service training and development programmes in an
organization is to enable employees increase their productivity. Productivity
on the other hand is the end product of training and development as well as a measure
of the output of the result from a given input. The importance of training has
become more obvious, particularly to public sector, given the growing
complexity of the work environment, the rapid change in organizations such as;
ministries, parastatals, extra departments and public agencies, and
technological advancement, which further necessitate the need for training and
development of public personnel to meet the challenges. Training helps to
improve quality, productivity, morale, management succession, business
development, profitability and service delivery (Jones, George and Hill, 2000).
In-service training aims at providing knowledge, skills and attitudes to
employees, which will help them to be more successful, more productive and
happier in their jobs. Science and technology bring new knowledge, techniques
and tools for each work area; therefore, the need to push the employee to learn
more and improve themselves so as to accomplish the goal of the government
becomes imperative (Obisi, 1996).
According to Mullins (1999) training is capable of producing the
following benefits: increase the staff’s confidence, motivation and commitment
of staff, provide recognition, enhanced responsibilities and the possibility of
increased pay and promotion; give feeling of personal satisfaction and
achievement, and broaden opportunities for career progression; help to improve
the availability and quality of staff. Training motivates employees to work
harder. Employees who understand their work are likely to have high morale and
job satisfaction. They are able to see closer relationship between their effort
and performance. Kartal (2010) believes that in-service training transmits the
knowledge of the new staff to the related departments in a systematic way, decreases
misunderstanding and disagreement among the staff and creates a positive work
atmosphere.
Fundamentally, the central objective of training in one word is
efficiency, which is to increase the effectiveness of the work of the officials
for the purposes of administration. Efficiency has two important aspects, the
first of which may be said to be technical efficiency in the present work of
the employee or some higher work to be entrusted to him in future, and second
of which is the improvement of his morale.
Ebonyi state Ministry of Finance and Economic development was created as
soon as the state was created in 1996 during the late General Sanni Abacha’s
regime with Mr. Oko Udo Oko and Mrs. Ngozi Nwankwo as the pioneer commissioner
and accountant general respectively. Dr. Ekuma Nkama is the current political
Head of the ministry. The Ministry of Finance and Economic Development is a
service ministry in Ebonyi
State. The ministry is
charged with the enormous responsibilities and functions of overseeing the financial
and development policies and objectives of the State Government.
The vision of the Ministry is the integration and implementation of
fiscal and developmental policies and programmes of the state. Ebonyi state
government organized in-service training for all the employees of the ministry
in the year 2014. This in-service training was on Information and Communication
Technology (ICT) organized by the immediate past administration of Governor
Marthin Nwanchor Elechi (MFR). The training programme which had its venue at
the staff development centre Abakaliki, was aimed at equipping the staff of the
ministry with the requisite knowledge of information and communication
technology so as to enhance their job efficiency and productivity.
Despite the importance of training and manpower development
in employee productivity and organizational performance, training programs are
not sufficiently supported by organizations in Nigeria. These organizations
consider the money they will spend on their training programs as waste rather
than investment. They fail to foresee the desirability of continuous training
and development of their employees in order to promote the efficiency and
effectiveness of their organizations. Those that attempt to conduct trainings
for their employees do so in an ad- hoc and haphazard manner, and as such,
training in those organizations is more or less unplanned and unsystematic.
This view is corroborated by Nwachukwu (2002) who argued that many employees
have failed in organizations because of lack of basic training.
Furthermore, there is a general consensus that a relationship exists between
investment in training and productivity. While some studies have provided
evidence of positive and sizeable returns on human capital investments, others
have documented negative evidence. Again, despite the significance of training
and manpower development, the outcomes of studies conducted in this area
generally differ considerably from country to country and from period to
period. For instance, while Harel (2003) found that training and development
practices had positive relationship with firms ‘performance in public and
private sectors in Isreal, Itami (2004) in his study in Korea did not
find any association between training and development on employees’
productivity.
Consequently, this inconsistency in the existing empirical evidences
makes it imperative to provide further empirical evidence on the effect of
training and development on employee productivity in Nigeria. The present study
therefore contributes to the literature by evaluating the effectiveness of in
service training on employee’s development and productivity with particular
reference to Ebonyi State Ministry of Finance, Abakaliki.
The main objective of the study is to evaluate the effectiveness of
in-service training on employees’ development and productivity.
The specific
objectives are:
Ø To evaluate the impact of in-service
training on employee’s morale.
Ø To examine the impact of in-service
training on employees’ efficiency and productivity.
Ø To evaluate the effectiveness of in-service
training on organization’s performance.
The following research questions were formulated to guide the study:
Ø What are the impact of in-service
training on employee’s morale?
Ø How does in-service training affect
employee’s efficiency and productivity?
Ø How does in-service training affect
organization’s performance?
The following research hypotheses were formulated for the study:
H0:
in-service training have no significant impact on employee’s morale.
H1:
in-service training has significant impact on employee’s morale.
H0:
in-service training has no effect on employee’s efficiency and productivity.
H1:
in-service training has effect on employee’s efficiency and productivity.
H0:
in-service training has no effect on organizations’ performance.H1: in service
training has significant effect on organizations’ performance.
The findings of the study will be of immense benefit to the employers,
the employee and future researchers.
Ø Employers: the findings of the study
will be of immense benefit to the employers because it will reveal to them the
need to regularly organize in- service trainings for the employees both in
private and public organizations.
Ø Staff: the findings of the study will
be of great benefit to staff of Ebonyi State Ministry of Finance because it
will show them the need to actively participate in in-service training services
as it is clear that in-service training enhances employees’ productivity.
Ø Researchers: the findings of the study will be
of immense benefit to researchers who may wish to conduct a study on this topic
in future time. The findings of the study will serve as a future reference to
those researchers
The study evaluates the effectiveness of in-service training on
employees’ development and productivity. The geographical scope is Ebonyi State
Ministry of Finance, Abakaliki.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment