ABSTRACT
Training and Development as a tool for enhancing employees' performance, was undertaken to find out if the Training and Development has a positive effect on the performance of employees. Many employees have failed in their organization because their needs for training and development were not identified and provided for as a dispensable part of the management function. The aim of this study is to ascertain if training and development is really serving as a tool for enhancing employees' job performance in Nigeria thereby investigating the performance of the various employees of United Bank for Africa Plc and how employees training and development has gone as far as improving their operations. Four research
questions were formulated from the objectives of the study and tested using simple percentage and two hypotheses were tested using Chi Square. The researcher made use of survey research design to determine whether there is a relationship between the dependent and independent variables. The research instrument used here is a questionnaire that was distributed to a sample size of one hundred and seventy (n=170) management and staff members of United Bank for Africa plc. Data were also source from the internet, economics textbooks and relevant newspapers and magazines. The major findings of this study states that the organization considers the training as a part of organization strategy and training program helped the organization to achieve its objectives. The findings also indicate that more training programs are provided to the new staff and also as per the requirement. Most of the time organization faces problems due to non-availability of the skilled trainer to train the employee.
TABLE
OF CONTENTS
Pages
Title
i
Certification
ii
Dedication iii
Acknowledgement
iv
Abstract
v
Table of Content vi
List of Tables
CHAPTER
ONE: INTRODUCTION
1.1 Background to the Study 1
1.1.1 Training and Development 2
1.1.2 Employees'
Performance 4
1.1.3 Training and Development and Employees'
Performance 5
1.2 Statement of the Problem 7
1.3 Aim and Objectives of the Study 7
1.4 Relevant Research Questions 8
1.5 Relevant
Research Hypothesis 8
1.6 Significance
of the Study 9
1.6.1 Importance to the
Company Concerned 10
1.6.2 Importance to the
Individual 10
1.6.3 Importance to the
Society At Large 10
1.7 Scope
of the Study 10
1.8 Definition of Terms Management: 11
References
13
CHAPTER
TWO: LITERATURE AND THEORETICAL REVIEW
2.1 Preamble
17
2.2 Theoretical
framework of the study 17
2.2.1 Human Capital Theory 17
2.2.2 The Modernization Theory 18
2.2.3 The Dependence Theory 18
2.3 Empirical
Review of Previous work in the area of studies 20
References 28
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Preamble
33
3
2 Research Design 33
3.3 Population
of the study 33
3.4 Sampling,
Procedure and Sample size 33
3.5 Source of Data Collection 34
3.5.1 Primary Data
34
3.6 Method
of Data Analysis 34
3.7 Limitation
of the methodology 34
References
35
CHAPTER FOUR: DATA PRESENTATION AND
ANALYSIS
4.1 Preamble
36
4 .2 Presentation/Analysis
of Data According to Research Questions 36
4.3 Test
of Hypotheses 42
4.4 Discussion of Finding 44
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1
Summary 46
5.2
Conclusions 46
5.3
Recommendations 49
Bibliography 51
Appendices 59
LIST OF TABLES
Table 4.1 Gender
Distribution
Table 4.2 Distribution by
Marital Status
Table 4.3 Age Distribution
Table 4.4 Distribution by
Educational Qualification
Table 4.5 Distribution by Work Experience
Table 4.6 Analysis of
Research Question 6
Table 4.7 Analysis of
Research Question 2
Table 4.8 Analysis of
Research Question 8
Table 4.9 Analysis of
Research Question 19
Table 4.10 Analysis of
Research Question 7
Table 4.11 Summary of
Research Findings
CHAPTER ONE
INTRODUCTION
1.1 Background to the
Study
Training has been recognized as one of managerial tools that
enhanced job satisfaction
globally. Training is, basically, a practical education through 'which
knowledge and skills
develop, experience and inefficiencies are overcome and closer approximation
can be
achieved (Atif, et al, 2011). Human resource specialists who realize the
value of training and
development have taken deliberate decisions to encourage management of
organizations to
give their employees significant autonomy to develop their skills and have made
a wide range
of training available across their organizations, tailored to meet the needs of
employees.
Sajuyigbe and Amusat, (2012) reported that training .and development have
enhanced
personal employees' performance. Grund, (2001) also agreed that training has
improved
employees performance in term of increased in productivity. Particularly in
areas such as
sales, customer services and IT, also improvement in retention rate, and higher
levels of
personal job satisfaction. Higher productivity and improved employee
performance will rely
on employees having the right skills.
Jones et al, (2008) also agreed that training deals with
the efforts made to bring improvement
in the performance of employees. Results of a 2000 survey of 271 network
professionals
conducted by Lucent Care showed that the most important factor in employees'
performance
was the opportunity to learn new skills (Blum and Kaplan, 20(0). The importance
of training
has grown in last few years because of rapid growth in the management
practices, and
increasing demands of the employee job. Thus training is the best solution to
improve
employee's understanding and let them know how to use the specific skills
(Muhammad,
2012). Training is managerial tool which enhances employees’ skills to cope
with the
problem of bank distressed syndrome that facing Nigerian bunking industry where
many are
thinking of merger and acquisitions.
1.1.1 Training and Development
Training can be defined as a learning process in which people
acquire knowledge, skills,
experience, and attitudes that 'they need in order to perform their jobs well
for the
achievement of organizational goals (Mathis and Jackson, 1998), A survey of the
literature
shows that T&D are variously defined in a narrow as well as in a broad
sense. For example
Jackson and Schuler (2000) refers to training as the act of improving
competencies needed today or in the future while development
refers to improving competencies over the long
term. Matthews, et. al., (2004) argues that training is concerned with
providing an individual
with the opportunity to learn what he/she needs in order to do their job more
effectively. Also
management training is considered to be a process of enhancing an employee's
capacity to
handle greater responsibilities successfully (Singh and Vinnicoinbe, 2003).
Training
has the distinct role in the achievement of an organizational goal by
incorporating
the interests of organization and the workforce (Stone, 2002). Nowadays
training is the most
important factor in the business world because training increases the
efficiency and the
effectiveness of both employees and the organization. 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. Organization should
therefore make
training and development of their employees a continuous activity.
Development
describes the growth of humans throughout the lifespan, from conception to
death. The scientific study of human development seeks to understand and
explain how and
why people change throughout life. This includes all aspect. of human growth,
including
physical, emotional, intellectual, social, perceptual, and personality
development. The scientific study of development is important not only to
psychology, but also to sociology,
education, and health care. Development does not just invoke the biological and
physical
aspects of growth, but also the cognitive and social aspects associated with
development
throughout life.
Training
and development play an important role in the effectiveness of organizations
and to
the experiences of people in work. Training has implication; for productivity,
health and
safety at work and personal development. All organizations employing people
need to train
and develop their staff. Most organizations are cognizant of this requirement
and invest effort
and other resources in training and development. Such investment can take the
form of
employing specialist training and development staff and paying salaries to
staff undergoing
training and development. Investment in training and development entails
obtaining and
maintaining space and equipment. It also means that operational personnel,
employed in the
organization's main business functions, such as production, maintenance, sales,
marketing
and management support, must also direct their attention and effort from time
to time towards
supporting training development and delivery. This means they are required to
give less
attention to activities that are obviously more productive in terms of the
organization's main
business. However, investment in training and development is generally regarded
as good
management practice to maintain appropriate expertise now and in the future.
This
research focuses on how training and development can add value to employee
performance in United Bank for Africa Plc., Lagos, Nigeria: Training is concerned
with
imparting developing specific skills for a particular purpose. Training is the
act of increasing
the skills of an employee for doing a particular job. It is the process of
learning a sequence of
programmed behavior. In earlier practice, training programmes focused more on
preparation
for improved performance in a particular job. Most of these trainees are
usually selected from
operative levels like mechanics, machines operators and other kinds of skilled
workers.
1.1.2 Employees' Performance
There
is a need in every organization to enhance the job performance of the
employees. The
implementation of training and development are one of the major steps that most
companies
need to enhance employee performance. With organization having better trained
and
developed employees organizations are able to avoid wasteful spending and
improved
performance.
In
today’s environment employees or staffs are increasingly demanding change,
choice,
flexibility, as well as variety in their work. The value of the organization
increases with better
trained employees and also employees trained properly are highly motivated and
have a sense
of responsibility as captivating the organization as their own.
Employee
performance depends on various factors, but tile most important factor of
employee performance is training. Training is important to enhance the
capabilities of
employees. Employees who have more on the job experience have better
performance
because there is an increase in the both skills & competencies because of
more on the job
experience. Organizational performance depends· on the employee performance
because
human resource capital of organization plays an important role in the growth
and the
organizational performance. So. to improve the organizational performance and
subsequently
employee performance, training is given to the employee if the organization.
Thus the
purpose of this study is to show the impact of training and the design of
training on the
employee performance. Training and development increases the employee
performance
(Iftikhar Ahmad and Siraj-ud-din, 2009). Amisano (4010) said that employee
performance is
the important factor and the building block which increases the performance of
the overall
organization. Employee performance depends on many factors like job
satisfaction,
knowledge and management but that there is a relationship between training and
performance. This shows that employee performance is important for the
performance of the
organization and that training and development is beneficial for the employee.
1.1.3 Training and Development and Employees'
Performance
Training
and development play an important role in the effectiveness of organizations
and to
the experiences of people in work Training has implication» for productivity,
health and
safety at work and personal development. All organizations employing people
need to train
and develop their staff; most organizations are cognizant of this requirement
and invest effort
and other resources in training and development. Such investment' can take the
form of
employing specialist training and development staff and paying salaries to
staff undergoing
training and development. Investment in training and development entails
obtaining and
maintaining space and equipment It also means that operational personnel,
employed in the
organization's main business functions, such as production, maintenance, sales,
marketing
and management support, must also direct their attention and effort from time
to time towards
supporting training development and delivery. Investment in training and
development is
generally regarded as good management practice to maintain appropriate
expertise now and
in the, future.
Training
and development fosters 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 (2001) training is a process through which the skills, talent and
knowledge of an employee is enhanced and increased. He argued that training
should take place only when the need and objectives for
such training have been identified. Scott, Clothier and Spriege (1977) agreed
that training is
the corner-stone of sound management, for it makes employees more effective and
productive. They argued 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 ant: development. According
to
Mamoria (1995) training 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 explained 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 stated that a well trained
employee would
make a better and economic us~ of materials and equipment which would go a long
way to
minimizing wastages.
According
to Ohabunwa (1999) if organizations train their employees very well, managers
and superiors would have the confidence to delegate authority to their
subordinates but when subordinates are not properly trained, it would be
difficult for authority to be delegated to
them by their superiors.
1.2 Statement of the Problem
The
major problem that prompted this research can be channeled on the reasons why
organizations conduct an employee training sessions for her employees. When
organizations
start experiencing devastating stage in their operations, it shows that such
organization needs
to develop the employee training within the framework of a comprehensive,
on-going, and
consistent employee training program. These are the 1 i kely problems which
most
organizations experience in the organizations.
1.3 Aim and Objectives of the Study
The
overall objective of this study is to look generally Oil the impact of training
and
development on employee's performance with a particular reference to the
organization of
study. The objectives among others include the following:
- To determine
the inf1uence of human resources training and development in the
operation of the bank.
- To find out
whether staff of the bank see training and development programme as
motivating and mean of job enrichment and satisfaction
- To determine
whether there is any relationship between labor turnover and
availability of training and development opportunities in bank.
- To ascertain
if the negative attitude of management and supervisors on training and
development of their sub-ordinates promote unprecedented labor turnover
- To make
recommendation where necessary to banks in order to make more
meaningful its human resource training and development
1.4 Relevant Research Questions
This
study shall address the following research question:
- How effective
is the human resources training and development in the operation of
the bank?
- Can training
and development programme be seen as motivating and means of job
enrichment and satisfaction?
- To what
extent can work performance before and after training course be evaluated?
- Can negative
attitude of management and supervisors on training and development of
their sub-ordinates promote unprecedented labor turnover?
1.5 Relevant
Research Hypothesis
The
following hypothesis was formulated for the study:
HI:
Human Resource Training and Development has significant effect on Employees'
Performance.
H2:
Training and development program is motivating and means of enriching employees
performance.
1.6 Significance
of the Study
The
development of any organization depends on the employees. For employee's
performance, training and development assumes great significance. This study should be of immense assistance to
business students, business practitioners, systems designers and indeed all
persons who are concerned about the proper informational input into training
and development processes.
By
bringing into focus the state of the art in the literature, it is also going to
be of assistance
to lecturers. The service sector, as earlier indicated arc very important to
the organization of
this country, therefore, since this is assumed to be a thorough study of
training and
development in this sector, it will reveal its level of management efficiency
and effectiveness.
And this knowledge will be vital to both the government and owners of
industries.
Furthermore, it will provide a model for an efficient and effective training
and development, which will, assists managers in this sector.
This
research work will be important to the company concerned i.e. United Bank for
Africa
plc, government institution and the general public. The importance of this
research work can
be viewed from three angles that:
1.
From the importance to the company concerned
2.
From the importance to the individual
concerned (i.e. the employee) and
3.
From the importance to the society at
large.
1.6.1 Importance to the
Company Concerned
Training
and development applies not only to new employees but also to experienced
people
as well. It can help employees increase their level of performance and hence
increase
productivity which invariably leads to increase in profit for the industry concerned.
It will
help the management of the company to identify training needs of their workers.
1.6.2 Importance to the
Individual
Training
and development are also important to the individual ill that it would help
him/her to
possess useful skills, which enhance his/her value to the employer and increase
his/her job security.
Training
may also qualify employer for promotion which increase their pay.
1.6.3 Importance to the
Society At Large
Training
leads to increase in productivity and thereby serving as tools for economic
development in the country. Hence, it contributes to the increase ii~ the
standard of living,
1.7 Scope
of the Study
The
scope of study is exclusively restricted to United Bank for Africa PIc, Marina,
Lagos.
However, it should not be misconceived that the study has no relevance to other
organizations in Nigeria they are bound to face such problem considering the
globalized
nature of organizational environment.
The
present study is limited to many aspects. Providing information about Training
and
Development is the outcome of various variables. It is not possible to take
into consideration
each and every criterion in this study.
It
will be very difficult to carry out the study of this nature m virtually every
company in
Nigeria (both public and private sector) in Nigeria. Hence, the researcher decided {o enter his
study on training and development and employees performance on the staff of
United Bank for Africa Plc. Lagos. It covers all the various employees in the
organization ranging from executive management, middle management, supervisors
and the rest of the workers in the organization.
1.8 Definition of Terms Management:
The
act of getting things done with the use of other people's efforts,
Company:
A
formal business set out to make maximum profit and other related objectives,
like social
and human objectives
Objectives:
These
are considered to be aims set out to be obtained by a person or organization
within a
specific time.
Policies:
They
are set of rules and regulations that regulate the behavior of workers.
Training:
Training
involves an expert working with learners to transfer to them certain areas of
knowledge or skills to improve in their current jobs.
Development:
Development
is a broad, on-going multi-faceted set of activities (training activities among
them) to bring someone or an organization up to another threshold of
performance, often to
perform some job or new role in the future.
Organization:
This
is an association of employees, working collectively towards common goals of
the firm.
Staff Organization
.
A structural arrangement provided for advisory or technical service to
facilitate line function
in an operating organization.
Turnover:
This
is the number of times a cycle occurs in a given' time period; e.g. the ration
of actual
monthly, credit sales to the average daily volume of outstanding accounts
receivable.
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