ABSTRACT
This
research focused on the effect of Training and Development on Employees’
Performance in Financial Institution of Nigeria with reference to First
Registrars of Nigeria) also attention was drawn on certain specific areas of
workers performance. Statistical Package for the Social Sciences (SPSS) along
with percentage mean items, factors analysis were used to analyze eighty (80)
questionnaires while ANOVA was used to test the hypotheses. There is increasing
awareness of the need for staff training and development in the context of many
firm’s development activities through the adoption of systematic approach in
accessing the training needs of their workers which should be programme in line
with set objectives. Proper staff selection methods should be adopted, while
close job analysis followed by a careful assessment of the employees. Training
and development was found to be an effective agent of change in an
organization. However, other areas such as monetary incentive, free
transportation to and from work, length of service of workers and selection for
further training are also important as motivators to complement training and
development of workers in an organization.
TABLE OF
CONTENTS
Pages
TITLE PAGE
1
ABSTRACT 2
TABLE OF CONTENTS
3
CHAPTER ONE:
INTRODUCTION
1.0. BACKGROUND
TO THE STUDY 5
1.1 STATEMENT
OF PROBLEM 8
1.2 OBJECTIVES OF THE STUDY 9
1.3 RESEARCH QUESTIONS 9
1.4 RESEARCH HYPOTHESES 10
1.5. SIGNIFICANCE OF THE STUDY 10
1.6 SCOPE AND LIMITATION OF THE STUDY 11
1.7 DEFINITION OF SOME TERMS 11
CHAPTER TWO: LITERATURE REVIEW
2.0
INTRODUCTION 13
2.1
ASSESSMENT OF TRAINING NEEDS 19
2.2
TRAINING OBJECTIVES 20
2.3
PRESENT STATUS 21
2.4 HUMAN CAPITAL DEVELOPMENT 24
2.5. FINANCING TRAINING AND DEVELOPMENT
ACTIVITIES
IN FIRST REGISTRARS LIMITED 31
2.6.
TRAINING AND DEVELOPMENT AND ITS
PROCESS 32
2.7.
NEED OF DEVELOPING THE EMPLOYEES 33
2.8.
APPROACHES TO T & D 34
2.9.
CHANGES IN TECHNOLOGY AND LINE
MANAGER’S
INVOLVEMENT
2.10 CREATING A DESIRE FOR TRAINING 39
2.11 TRAINERS AND TRAINING 40
2.12 HISTORICAL BACKGROUND OF FIRST REGISTRARS
NIGERIA LIMITED 42
CHAPTER THREE: RESEARCH
METHODOLOGY
3.1 INTRODUCTION 44
3.2 RESEARCH DESIGN 44
3.3 RE-STATEMENT OF RESEARCH
QUESTIONS 44
3.4 RE-STATEMENT OF RESEARCH
HYPOTHESES 45
3.5 POPULATION OF THE STUDY 45
3.6 SAMPLE AND SAMPLING
TECHNIQUE 46
3.7
METHODS
OF DATA COLLECTION 46
3.8
RESEARCH
INSTRUMENTS 47
3.9 ANALYTICAL TOOLS 48
3.10
RELIABILITY
OF INSTRUMENT 48
3.11 VALIDITY OF INSTRUMENT 49
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 INTRODUCTION 50
4.2 ANALYSIS AND INTERPRETATION OF DATA 50
4.3 TESTING OF HYPOTHESES AND INTERPRETATION 67
4.4 DISCUSSION OF TESTED
HYPOTHESES 69
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1
SUMMARY 70
5.2 RESEARCHER FINDINGS 70
5.3 CONCLUSIONS 71
5.4 RECOMMENDATION 72
BIBLIOGRAPHY 77
QUESTIONNAIRE 77
CHAPTER
ONE
INTRODUCTION
1.0
BACKGROUND TO THE STUDY
The ultimate aim of every training
and development program is to add value to human resource. Any training and
development program that would not add value should be abandoned. Organizations
should therefore make training and development of their employees a continuous
activity.
Arnoff (2011) observes that
training and development foster the initiative and creativity of employees and help
to prevent manpower obsolescence, which may be due to age, attitude or the
inability of a person to adapt him or herself to technological changes.
According to Obisi (2010) training is a process through which the skills,
talent and knowledge of an employee is enhanced and increased. He argues that
training should take place only when the need and objectives for such training
have been identified Scott, Clothier and Spriegel (2007) agree that training is
the corner-stone of sound management, for it makes employees more effective and
productive. They argue that training is actively and intimately connected with
all the personnel and managerial activities. It would be difficult for a new
employee to grow on the job and become a manager without adequate training and
development.
According to Marnoria (2005),
training and development is a practical and vital necessity because; it enables
employees to develop and rise within the organization and increase their market
value, earning power and job security. Mamoria explains that training helps to
mould employees’ attitudes and help them to contribute meaningfully to the
organization. The organization benefits because of enhanced performance of
employees. He further states that a well trained employee would make a better
and economic use of materials and equipment which would go a long way to
minimize wastages.
Perhaps the most important resource
of an organization is the human resource. The human resources are men and women
who are working in an organization. They constitute the active agents who
harness and combine other resources towards the accomplishment of organizations
goals. Consequently organizations must have competent employees who will be
able to carry out assigned tasks for the purpose of attaining organizational
goals. It has long been recognized that employees’ competence on a job is
acquired not only by formal education but also through experience gained in the
work environment and through the acquisition of specific skills and knowledge
on the job through training and development. Study of inter-firm comparisons of
productivity and competitiveness reveal that the more skilled the firms’
employees are in meeting the strategic purpose of the firm. The better its
performance vis-à-vis its rivals. Greater attention should therefore be placed
on training and development as a means of obtaining competent employees that
will help in achieving greater performance.
One of the critical variables in
the performance function of organizations is manpower training and development.
This happens to be the vehicle through which the knowledge, skill, and
attitudes requisite for the running of organizations are passed on to the
people who make the organizations to be. The realization of this fact have made
organizations, especially those interested in attaining and maintaining
excellent performance, to pay close attention to training and development.
Failure to do so can, and indeed does, spell doom for any organization. On the
average, therefore, effectively performing organizations plan and invest
optimally in training and development.
Banks as all result oriented
organizations are aware of critical role of staff development in determining
their performance, profitability and competitiveness. Consequently conscious
efforts are made to use training and development in order to enhance
performance. These efforts can pay off handsomely where there is a good
knowledge, and appropriate application of training and development. It is
therefore, necessary for all banks to have a good grasp of training and
development as an instrument for achieving corporate performance (Gapsiso 2011).
Despite the key role played by
human resource development and training towards the achievement of corporate
performance, most commercial banks in Nigeria do not attach much importance to
staff development and training. In most banks (especially the first generation
banks) staff development centre (SDC) is often considered to be “cost centre”
and hence it is being marginalized. Moreover, annual budgets allocated for
staff training are meager despite the reimbursement assurance from the
Industrial Training Fund (ITF), and above all inadequacy of effective training
and development personnel who can effectively handle training and development
in banks. Training departments are thus believed to be punishment centers (for
erring staff or those not liked) and that they are dry as the prosperity in the
banking industry does not flow there, which makes good materials posted there
to resist. If staff that resisted is finally forced to go there, they remain
uncommitted (Daradara 2004).
1.1 STATEMENT
OF PROBLEM
In line with
recent changes in business circles, Human Resources Department (HRD) have come
to stay. This department is usually responsible for handling matters on
training and development while personnel and administrative department which
have been in existences are still in charge of all other matters. This is done
to ensure that all employees are assisted with programmes to enable them
acquire additional knowledge, skill and attitude with which to perform their
jobs.
It is common
knowledge that most companies recognize that most of their principal asset lies
within the skill of their employee at all level. Therefore, this research work
is aimed at finding answer to questions relating to the effect of training and
development employees performance towards the achievement of organizational
goals and objectives.
1.2 OBJECTIVES
OF THE STUDY
The objective of this study is to assess the impact of training and development
on the employees performance of First Registrar Limited in Nigeria.
i.
To determine whether training and development
has significant influence on employees’ productivity
ii.
To know if training and staff development
reduced the rate of labour turnover in an organization.
iii.
To find out if workers efficiency largely
depended on the type and quality of training programe acquired.
iv.
To determine if there is a relationship between
training and development and organizational performance.
1.3 RESEARCH QUESTIONS
This research work examines the following questions.
1.
Does
training and development has significant influence on employees’ productivity?
2.
To what extent does training and development
according to workers need reduce the rate of labour turnover in an organization?
3.
How does workers efficiency depends on the types
and quality of training programme acquired?
4.
Does
continuous and systematic training and development serves as good motivators
for workers productivity?
5.
Is there any significant relationship between
training and development and good orientations of workers?
1.4 RESEARCH HYPOTHESES
The research hypotheses of the research work include the following
H1:
Training and development has no significant effect on employees’ productivity.
H2: That training and development of workers does
not reduce the rate of labour turnover in an organization
H3: That workers efficiency is not largely depended
on the type and quality of training programe acquired.
1.5 SIGNIFICANCE OF THE STUDY
The significance of this study is to increase job satisfaction, morale
and efficiencies through training and development of workers in order to
achieve organizational goals and objectives through efficient manpower
development and innovative competencies of highly skilled employees.
1.6 SCOPE AND LIMITATION OF THE STUDY
Many organizations spend a great
deal of time and money on training and development of their employees, however
the management of some companies are often worried about the effectiveness of
such training and development programmes in terms of content and desired usefulness.
Therefore, this research attempts to evaluate the effect of training and
development employee performance in financial institution Nigeria using First
Registrar as case study.
1.7 DEFINITION OF SOME TERMS
1. Productivity:
The overall efficiency resulting from staff involvement in the programme
of training. It is also refer to as rate of production, which minimizes costs
of production and optimize the efficiency of the First Registrar Nigeria
Limited.
2. Management:
In this context means those whose decisions affect the capacity of the
organization to perform and obtain results. Management here refer to people
employed to forecast, plan, coordinate, organize, control and direct the company’s
activities.
3. Employee:
Many or all the working members of First Registrar Nigeria Limited.
4. Orientation:
Here means the workers attitude towards the achievement of the
organizational goal
5. Motivation:
To influence workers improved performance when attitude is low and skill
is high.
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