Abstract
This
study examines the effect of training on job performance. It is the contention
of this study that training plays important role in the performance of the
workers. The data for this study are collected through questionnaire and
personal interview. However, the questionnaire forms the major instrument of
data collection. The simple random sampling method is used to select the
respondents of the study. It was observe that training and development which is
an essential role in an organization, due to constant changes in technology,
training and development have been consulted to give process of selecting
workers for training when the need of different types of training and process
of training arise. Based on the findings some recommendations were made amongst
which are: The organization should concrete more in the training and
development programme such as on the job training, conferences, workshop etc.
this will go a long way improving the quality of services delivery of the
employees and management staff.
TABLE
OF CONTENTS
Title
Page i
Certification
ii
Dedication iii
Acknowledgements
iv
Abstract
v
Table
of Contents vi
Chapter One: Introduction
1.1 Background to the Study 1
1.2 Statement of Problem 7
1.3 Objectives of the Study 7
1.4 Research Questions 8
1.5 Statement of Hypothesis(es) 8
1.6 Significance of the Study 9
1.7 Scope of the Study 10
1.8 Limitations of the Study 11
1.9 Definition of terms 11
Chapter
Two: Review of Related Literature
2.1 Introduction 13
2.2 Meaning
of Training 14
2.3
Types of Training 16
2.4
Staff Selection for Training 18
2.5 Determine when Training is needed 21
2.6
Advantages of Effective Training on Job Performance
in an Organization 24
Chapter
Three: Research Method and Design
3.1 Introduction 28
3.2 Research Design 28
3.3 Description of Population of the Study 28
3.4 Sample Size 29
3.5 Sampling Techniques 29
3.6 Sources of Data Collection 29
3.7 Methods of Data Presentation 30
3.8 Methods of Data Analysis 31
Chapter
Four: Data Presentation, Analysis and Interpretation
4.1
Introduction 32
4.2 Presentation of Data 32
4.3 Data Analysis 33
4.4 Hypothesis Testing 45
Chapter
Five: Summary of Findings, Conclusion and
Recommendations
5.1 Introduction 48
5.2 Summary of Findings 48
5.3 Conclusion 49
5.4 Recommendations 50
References 52
Appendix I 54
Appendix II 55
CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
Training
is the modeling of behaviour or the art of closing things in other to meet the
organizational goals and objectives.
According
to the oxford advanced leaner Dictionary of current English, Training gives
teaching and practices to a child, solder and animals, in order to bring a
desired standard of behaviour efficiency of physical condition.
Training
and development has become a veritable tool in the hands of organization
because of the changing environment in which these organizations exist.
Technologically,
legally and personally, there is constant charger and any organization whether
profit oriented or not that does not change with the changing time will it self
behind for example technologically new products and new methods of
manufacturing these product and rendering these services, take place every day
and organization that do not change with the tie will find itself behind.
Economically,
consumers are becoming more sophisticated in the consumption pattern and they
are demanding new and better products and service for their money, and any
organization that can not meet their demands of its clients may like dwindle to
nothingness.
Legally,
the government in its bid to cater to the interests of its citizens to render
who should employed and how employees should be treated in the working place.
Any organization that is not in time with these legislative will find itself
sanctioned with litigations right and left.
Personally
employees are becoming more aware of their needs they are becoming more
assertive and able to demand for their rights. They are becoming less satisfied
with doing the same type of job years in year out, and as such they become
agitated. Any organization that does not therefore later to the need of its
employees will find a drastic increase in its liberalism- over and an
astronomical increase in the cost of running the organization.
Any
organization therefore, that does not take training and development seriously
will be left behind in the scheme of things and that is why Yoder (1970) said
“Raw” human resources can make only limited contribution towards the
achievement of an organization objective in their underdeveloped state, demand
and opportunities for their employment are very limited with the trend clearly
toward further declines. At the same time, however, demand for “developed human
resources knowledgeable, skilled workers exceed suppliers. In this setting,
mangers cannot escape the responsibility for training and development for the
human resources they employ and lead”. He went further to say that “these responsibilities
persist because self improvement is important in every stage of workers and
manager careers. That all through the workers career, training may be essential
to insure satisfactory job. Performance, and equally important in preparation
for new transfer promotions and shift to equipment and technology. He opined
that “training is a means of preparing rank and file employees for promotion to
suspensor position and for improving their competence and capabilities while
they hold such leadership assignment. In this contribution to the importance of
training and development and the contribution it make to organizational growth
and development Ubeku (1975) says
that money spent on- training development of employees in money well invest.
Employee who have not assigned with responsibilities lack the necessary
confidence with which to carry out the job. He went further to advice that “an
employee should be helped to grow into more responsibility by systematic
training and development, is only then that he will feel confident to carryout the
responsibilities the job”.
According
to Carrel and Kuzmits (2005), training
and development become very important because of the need for decision makers
to make their organization more effective. Manager of privately owned
complained must enhance their organization profit and their stockholder returns
by increasing sales or reducing cost or both. And because government
administration at all level have come under increasing pressure to provide more
effective and efficient services and because the need to achieve goals as
effectively as possible is common to all organization, public, private, large
and small.
In
spite of those apparent needs for training and development and the benefit
derivable from the programme some organization and manager have no forth in it.
According
to King (2005) there are a lot
of good reason why training should be rather neglected, many management view
the establishment of training system as an investment. He went further to say
that the relationship of training to improve profit margins is the one that is
seen clearly by only a few advanced firms.
Uberu (2005) discovered that
“there are many employers in this country who still don’t believe in the
philosophy of training. According to him “among the worst offenders are the
small manufacturing companies, contracting companies and the small shopkeeper”
so long as the employed can be used to get the money, such employer are not
interested in training programmes for their employees, to them training is
redundant, he concluded.
In
Adeniyi’s view (1995) an
important aspect of human resources management which is often neglected today
is staff training and development. This is so because in most organization the
top management regard training as of marginal important and therefore gives it
only a token support, many mangers who institute the programmed do so because
that is the fashionable thing to do he concluded. From the foregoing, it could
be seen that there are still those who believe that training and development
are run necessary. The task before this research therefore is to find answer to
this vital question, does training and development have any impact on
productivity in manufacturing concerns.
1.2
Statement of Problem
In
spite of the apparent benefit form
training and development, it is the view in some quarter that the
programme is time wasting expensive, redundant, lack are therefore unnecessary.
Due to the complexity in the modem business environment labour needs to be
train and retrain in order to function effectively in a global setting. The
researcher is of the view to carryout an investigation to find out the impact
of training on job performance in an organization.
1.3
Research Questions
In
other to achieve the objective(s) of this study the following research questions
need to be answered.
i. Is there any significant benefit of organization
sponsored training and development and those who have not?
ii. Is there is any relationship between training/
development and the quality of organization product?
iii.
Does training and development lead to
significant increase on the quality of product of an organization?
iv.
Does training and development
contribute to the maximization of shareholders wealth?
1.4
Objective of the Study
This
research work was embarked upon for the following reasons.
i. To ascertain if there is any significant
benefit from organization sponsored training and development and those who have
not.
ii. To determine if there is any relationship
between training/development and the quality of organization product.
iii.
To find out if training and development
will lead to significant increase in an organization quality of product.
iv.
To find out if training and development
can enhance shareholder wealth.
1.5 Statement of Hypothesis
Hypothesis
One
HO: There is no significant
benefit from organization sponsored training and development and those who have
not.
HI:
There is significant benefit from
organization sponsored training and development and those who have not.
Hypothesis
Two
HO:
There is no significant relationship
between training/development and the quality of organization product.
HI:
There is significant relationship
between training/development and the quality of organization product.
Hypothesis
three
HO: There is no significant
relationship between training/development and maximization of share holder
wealth.
HI:
There is significant relationship
between training/development and maximization of share holder wealth.
1.6
Significance of the Study
This
research work is significant in many ways. It is significant because it builds
on earlier studies carried on this subject using the same case study.
Organization:
The
work will therefore light on the issue as to the effect of training on job
performance in an organization. The work reveals the need for this very
important aspect of human resources management to organization profitability.
Researchers:
It
is significant because it will serve as resources materials for student who may
be serious in carrying out further research in this area.
Management:
It is significant because it will help manager both in manufacturing and
service organization covert areas of manors to their implementation of the
programme. It is also significant because
it will put paid to the enormous belief held by some managers that training and
development is unnecessary.
1.7 Scope of the Study
The study focuses on the training of job performance
in an organization. The study main objective is to find out if training and
development can enhance increased in productivity and wealth of the
shareholders. The geographical location is Edo State
with particular reference to Auchi Polytechnic, Auchi within the period of 2008
and 2013. A sample size of 21 was used during the course of this research work
for effective result.
1.8
Limitations of the Study
i.
The reliability of this work has been
limited as a result of it size of the sample, also because of the narrowness of
the statistical computation the work may not be 100 percent accurate.
ii.
Also constitution a limiting factor is
the narrowness of the geographical area covered by the work. The geographical
spread was restricted to Edo
State.
Also constitution limiting factor have been turn and finance.
1.9 Definitions of Terms
The
centers under which words have been work and as such may be different from
every day use of the words
·
Training:
A
deliberate policy of the organization in increasing the capability,
effectiveness and efficiency through learning on the side impartation of
knowledge.
·
Development:
Porgramme
designed for upper level manger of the organization which enhances their work
put.
·
Rank
and File: The lower workers in the organization.
·
Efficiency:
A
reduction in cost and time taken to perform a job or bring out a unit of product
or service as a result of the acquisition of training.
·
Effectiveness:
Ability to perform a given task or reasonability with minimum efforts.
·
Manager:
A member of the organization who has man and woman under him or her and who
directs the activities of these men and women to achieve set objective.
·
Management:
A group of selected men and women determine strategies for implementing
policies.
·
Labour
Turn Over: The rate at which employee leaves the organization
as a result of one problem or the other.
·
Production:
The act of turning raw materials into finished goods.
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