ABSTRACT
Effects of training on the workers performance were studied to find out how training has helped to stimulate workers performance. The focus was Nigerian Breweries Plc and Comart Nig. Ltd within the period of 2005-2015. The objective of this study is to find out whether training have positive effects on the performance of workers, identify various kinds of training used by the organization and to find out if training skills of managers in carrying out training are adequate. Two hypotheses were formulated and data was collected from primary and secondary sources which involved direct interview, questionnaire, and personal observation. Also the research used the simple random sampling in its sample determination.. The results indicated that NBPLC’s and Comart Nig. Ltd, employees were well informed about training programs in the organization. Most of the employees were of the view that training is an effective tools for both personal and organizational success. The findings revealed that training practices, methods and activities in the organization are in line with the best practices regarding the planned and systematic nature of the training process as is generally known. It was recommended among other things, that the processes involved in training be duly maintained, NBPLC and Comart Nig. Ltd. should continue to guide its staff in their career paths and pursuit of higher education.
TABLE OF CONTENTS
Title Page i
Declaration ii
Certification
iii
Dedication iv
Acknowledgements v
Table of Contents vi
List of Tables ix
List of Figures xi
Abstract xii
CHAPTER 1: INTRODUCTION
1.1 Background
Information 1
1.2 Statement of the
Problem 3
1.3 Objectives of the
Study 4
1.4 Research
Questions 5
1.5 Research
Hypotheses 5
1.6 Significance of the
Study 6
1.7 Scope of the Study
6
1.8 Definition of Terms 6
CHAPTER 2: REVIEW OF
RELATED LITERATURE
2.1 Human Resource
Management 8
2.2 Human Resource
Management and Training 10
2.3 Training 10
2.4 Organization’s Need
for Training (Performance) 15
2.5 Benefits of
Training 19
2.6 Principles of
Training 21
2.7 The Training
Process 22
2.7.1 Training policies
and resources 22
2.7.2 Determination of
training needs 23
2.7.3 Determining training
objectives and training plan 25
2.7.4 Presenting the
training 29
2.7.5 Evaluation of
training 38
2.7.6 Methods of
evaluation 38
2.7 .7 Monitoring 42
2.7.8 Training performance
and productivity 42
2.8 Theoretical
Framework 43
2.8.1 Application of the
theory to the study 45
2.8.2 Gaps in the existing
literature 46
2.8.3 Summary of
literature 46
CHAPTER 3: METHODOLOGY
3.1 Research Design 48
3.2 Population of the
Study 48
3.3 Source of Data
Collection 49
3.3.1 Primary sources 49
3.3.2 Secondary sources 49
3.4 Sampling and
Sampling Technique 50
3.5 Validity of the
Instrument 51
3.6 Reliability of the
Measuring Instruments 52
3.7 Method of Data
Analysis 52
CHAPTER 4: DATA
PRESENTATION AND RESULTS/ANALYSIS
4.1 Data
Presentation and Analysis 53
4.2 Analysis of
Research Questions 56
4.2.1 Research question one 56
4.2.2 Research question
two 61
4.2.3 Research question
three 62
4.3 Testing of Hypothesis using Statistical
Analysis 64
4.4 Discussion 68
CHAPTER 5 : SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 70
5.2 Conclusion 72
5.3 Recommendations 72
5.4 Suggestions for
Further Studies 77
Bibliography 78
Appendix
LIST OF TABLES
TABLE PAGE
2.1 The Matrix for
evaluation
3.1 Nigerian Breweries and
Comart Nigeria Ltd staff strength 49
4.1: Distributed and collected questionnaire 53
4.2: Marital status of respondents 54
4.3
Gender distribution of respondents 54
4.4:
Age Distribution of respondents 54
4.5: Qualification distribution of respondents 55
4.6:
Distribution of respondents on years of experience 55
4.7:
Grade level distribution of respondents 57
4.8:
There are forms of trainings existing in your organization 57
4.9: Do you know the trainings that are applicable
to your job 57
4.10:
Trainings influence the level of effort you put in your organization 57
4.11: Good training system stimulates a worker to
higher performance 58
4.12. You think that employee stimulation enhances employee job
Performance 58
4.13: Employee feel more stimulated when their effort is
appreciated by
Management 58
4.14: Receiving training on your job affect your
moral at work 59
4.15:
Workers produce high, even when they are
not trained 59
4.16: Training minimizes the negative consequence
of lower productivity 59
4.17: Training in your
organization good enough to affect your
Performance 60
4.18: Training is a maintenance factor that should not contribute
to workers stimulation 60
4.19: You are satisfied with the way this
organization apply their training 61
4.20:
Only financial aspect can bring out the best in a worker 61
4.21: Favoritism on the part of management improves performance in
the
organization 62
4.22:
The application of training in this organization is constant
Research question three 62
4.23;
Managerial style of your organization in carrying out training
exercise is adequate? 63
4.24:
Employee stimulation through training enhances employees’ job
Satisfaction 63
4.25:
Irregular application of training to workers increases performance 63
4.26:
Descriptive Statistics 65
4.27: Model Summary 65
4.28:
ANOVA 66
4.29:
Coefficients 66
4.30:
Pearson correlation 67
LIST OF FIGURE
FIGURE PAGE
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND INFORMATION
Training have played a significant role in economic development in
most developed countries such as United States of America, Britain and Japan
among others. It can, therefore be concluded that a developing country like
Nigeria, with its rich natural resources and the necessary financial support
can also experience such economic success if the appropriate attention is given
to training of her human resource. It is thus seen that in Nigeria the
government is taking adequate steps to ensure that people acquire the necessary
knowledge and skills.
The provision of secondary and technical schools, vocational
training institutes and colleges, professional and tertiary institutions, as
well as the educational reforms currently taking place in the country, are all
geared towards the acquisition of skills and knowledge to ensure effectiveness
and efficiency in our workplaces.
With these efforts by the government, it has become necessary for
organizations to provide long and systematic training and development programs
for its employees. This is because every aspect and activity of an organization
involves people. For instance, a manager in an organization will not be
successful until he has subordinates beneath him who are well equipped with
skills, talent and knowledge. To manage
an organization both large and small requires staffing them with competent
personnel. The formal educational system does not adequately teach specific job
skills for a position in a particular organization. Few employees have the
requisite skills, knowledge, abilities and competencies (SKAC) needed to work.
As a result, many require extensive training to acquire the necessary skill,
knowledge, abilities and competencies to be able to make substantive
contribution towards the organization’s growth, (Barron and Hagerty, 2001).
If employees are to experience flexibility and effectiveness on
the job, they need to acquire and develop knowledge and skills, and if they are
to believe that they are valued by the organization they work for, then they
need to see visible signs of management’s commitment to the their training and
career needs. Training and development are the processes of investing in people
so that they are equipped to perform. These processes are part of an overall
human resource management approach that hopefully will result in people being
motivated to perform. (Barron and Hagerty, 2001).
It goes without saying therefore that the training and development
of employees is an issue that has to be faced by every organization. However,
the amount, quality and quantity of training carried out vary enormously from
organization to organization. According to Cole (2002:329), factors influencing
the quantity and quality of training and development activities include; the
degree of change in the external environment, the degree of internal change,
the availability of suitable skills within the existing work-force and the
extent to which management see training as a motivating factor in work.
Many organizations meet their needs for training in an ad hoc and
haphazard way. Training in these organizations is more or less unplanned and
unsystematic. Other organizations however identify their training needs, then
design and implement training activities in a rational manner, and finally
assess results of training. It is worth noting that Nigeria has a huge private
sector, employing high number of human resources with varied skills. One such
organization is the Nigerian Breweries plc. Established in 1946 and operate
eleven breweries located in different parts of the country, producing high
quality beverages to satisfy their customers demand. This study examines the
effects of training on employee performance in Nigerian Breweries plc and
Comart Nig. Ltd.
1.2 STATEMENT OF THE PROBLEM
It is a well known fact that training enhances skill, knowledge
and competencies and ultimately worker performance and productivity in
organizations (Cole, 2002). Many organizations in Nigeria and indeed the
private sector engage in training and development of staff and have
departments, units in charge of training and development. Nigerian breweries
plc is one such organization that has been practicing training and development
since its beginning.
However, it appears training in Nigerian Breweries plc is planned
and systematic, and several of its employees such as machine operators, junior
and middle level engineers, laboratory analyst, secretaries, and many other category of workers, have qualified for different form of training and
there is systematic process of staff development in place. A brief interaction
with some employees did show that Management of Nigerian Breweries plc see the
cost incurred in the acquisition and maintenance of plant and equipment as
relevant as that expense on training and development of its staff. The
management of the company also sponsor employees to get higher professional
certificates relevant to his job.
In the absence of training and development of employees by
Management of Nigerian Breweries plc, the employees sponsored themselves in
furtherance of their education to obtain university education. Employees who
expressed the desire to pursue university education were not given any form of
assistance like study leave with pay. Their applications for study leave were
turned down with those who were persistent being advised to resign. Promotion
is not centered on higher degrees but on skills, competencies and performance.
This is believed to have led to few labor turnovers in the organization. The
study was therefore to assess the effects of training on the human resource and
how this affects worker performance, and the problems inherent in not
sponsoring employees to pursue academics outside the company sponsored
trainings which may dampen workers morals and consequently lead to lose of
capable hand due to resignation or low productivity.
1.3 OBJECTIVES OF THE STUDY
The main objective of this research work is to evaluate training
as stimulating effect for improving workers performance in organization,
particularly Nigerian Breweries plc and Cormart Nigerian Ltd.
The specific objectives of this study are to:
- Find out whether training
schemes have positive effects on the performance of workers.
- Identify various kinds of
training being used by the organization to stimulate workers performance.
- Find out if training skill of
managers and trainers in carrying out training exercise are adequate in
stimulating workers of the organization for performance.
1.4 RESEARCH QUESTIONS
Accordingly, the key research questions investigated are:
1. Does training scheme
have an effect on worker performance in the study organization?
2. Training scheme most
effective in stimulating performance of workers in the study organization?
3. Does the managerial
skill of managers and trainers in carrying out training adequate or inadequate
to stimulate the performance in the study organization?
1.5 RESEARCH HYPOTHESES
The
following hypotheses have been formulated for testing and will serve as a guide
for this research study.
Hypothesis 1:
Ho: There is no
significant relationship between performance and training given to workers of
Nigerian Breweries plc, and Cormart Nigerian ltd, Aba Abia State.
Hi; There is significant relationship between
performance and trainings given to workers of the study organization.
Hypothesis 2
Ho: Managerial
techniques in carrying out trainings does not support the stimulation of
performance of workers in the organization.
Hi: Managerial
techniques in carrying out training adequate or inadequate in stimulating
performance of workers in the study organization.
1.6 SIGNIFICANCE
OF THE STUDY
The major significance of this study is that the study will inform
the Management of NBPLC Aba, Cormart Nig. Ltd. and other organizations that to
increase performance, there is need to have and retain well trained and
motivated employees. It is also to help develop and maintain a quality work
life, which will provide an opportunity for employees’ job satisfaction and
self-actualization. Finally, it is to aid management of NBPLC to introduce
modern schemes for training and development, to be able to meet the challenges
of change in the future.
1.7 SCOPE OF THE STUDY
The study is limited as it looks at the effects that training and
development have played in worker performance and productivity of Nigerian
breweries plc using their Aba breweries and Cormart Nigeria Ltd as the focal
point. The NBPlc Aba constitutes an important location of company and holds a
large population of employees. Cormart Nigeria ltd is a company that provides
services to beverage industries and located in No 1 factory road Aba. It has
branches all over Nigerian breweries locations. Accordingly the analysis and
conclusions will be based on this organizations.
1.8 DEFINITION OF TERMS
For
the purpose of this research study the following are the term the researcher
defined to bring to the reader.
Training: It is a learning
activity directed towards the acquisition of specific knowledge and skills for
the purpose of an occupation or task. Cole(2002;330).
The
focus of training is the job / task; the acquisition or learning of specific
competencies.
When
a supervisor undergoes a course on how to handle employee grievance, this
supervisor in effect has gone through “training” or “learning” program
specifically designed to help her acquire competencies.
Performance: This is about employee
effort. Employee performance is measured in terms of input-output relationship.
It is the measure of the efficiency with which inputs or resources are utilized
to create outputs. Performance is employee productivity.
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