1.1 Introduction
Training employees is the basis of all resources use and it is the indispensable means of converting other resources to man kind’s use and benefits. The most crucial resources used in every organization are human resources and it is the life wire of every organization. Organizational growth and development is a reflection of commitment and efficiency of the employees to the general objectives of such an organization. How committed and efficient is determined by his knowledge, skills and attitude towards his job. A staff that is familiar with the operational system of an organization possesses. The desired attitude that would enable him to cooperate with his immediate superior and related very well to his co-workers.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of terms.
1.2 Background of Study
Today, very profound emphasis is placed by organizations on the training and development of employees and this has an implicit emphasis on productivity as any organization that fails to lay serious emphasis on training and development is preparing for obsolesce of its employees, and inflexibility to adapt to our fast- paced changing environment (Nwachukwu, 2000). Thus, survival, growth and productivity of organizations would be difficult to come by in the absence of timely and effective employee training and development.
The qualities of trained employees become expedients for high productivities and profitability, the goals of every organization. Hence training and development are effective measures through which new knowledge, skills and human relation could be achieved, this research work is aimed at finding the impact of training and development on employees’ performance.
On the other hand, Ejiofor states that development is a terms usually reserved for the training received by managers or employees in senior supervisory positions in the organization. Development equipped the trainees to apply insight, skills and knowledge in innovative way in the process, the individuals becomes much more aware of their capabilities and the manner in which these may be applied to solve organizational problems more effectively.
According to A. U Ohiri (2003) training is continuous assistance or coaching given to employee in order to make him have the current knowledge, skills or attitude which he must possess to perform a given job effectively, and development as preparing a given job effectively employees for higher responsibilities in the future. He further stated that to develop staff simple means to make grow with the company so that they can be fitted for available higher positions within other capacity. This is used is drawing up the line of succession. Really development started as soon as a staff is hired for a vacant position in the organization. During job interview, the employer determines whether the employee has potentials for development.
In most large and well managed organizations, they have staff development schemes which may consist of training the employee as soon as he joins the organization. The first type of training given to new employees is general orientations or induction. In it, the employer tries to correct any wrong impression that the employee may have about his employers prior to joining the company.
Generally, orientation or induction is concerned with informing employees of their company’s policies and benefits and thus acquainting the new employees with their job environment and co-worker’s relation.
Development continues after offering the appropriate training to the employee/by promoting him to higher position where promotions are not possible to come by, acting appointment could be made.
Furthermore, Ohiri (2003) stated some reasons for training employees which are outlined as follows:
- Induction for new employees.
- For transfer or promotion.
- To improve performance after performance appraisals.
- When new methods or machines are being introduced or will be introduced or when there are excessive scraps and repairs to equipment.
- To train or develop subordinates for higher responsibilities.
- When accident and bottleneck are increasing.
The importance of effective training and development of employees makes organizations to spend an enormous amount of money and time on training in order to help employee’s learning of job- related competencies (Casio, 2000; Dowling and Welch, 2005), and employees competencies usually lead to organizational productivity.
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Impact of Training and Development on Employee Performance in an Organisation.
1.3 Statement of Problems
Investigation revealed that training and development are indispensable management tools for the attainment of effective and efficient employee performance. These twin concepts are called for because of even changing trends in the business environment, which have adverse impact on the skills of the employee.
Organizational employees need to be trained and developed to meet environmental challenges. However, must organizations do not engage the employees in serious training and development. Many centers for their employees only few organizations deems it necessary to allow their workers to upgrade their skills and knowledge by sponsoring them in training.
Even when training and development are obtainable on a continuous base, the impact they create are not always known to outsiders. The short falls in training and development mentioned above are applicable to most private and public organizations.
1.4 Aim and Objectives of Study
The aim of the study is to examine the Impact of Training and Development on Employee Performance in an Organisation using United for Africa Plc, Benin City Edo State as a case study. In achieving this aim, the following specific objectives were laid out as follows:
- To identify the common types of training and development available for workers in the area under study;
- To examine the Impact of Training and Development on Employee Performance in an Organisation;
- To investigate the problems encountered by organizations in carrying out training and development programmes;
- To find out why the organization embarks on training and development; and
- To assess the employees perception of gains on training and development, and its contributions to individuals and corporate organization.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Is study area aware of the various training and development available for workers?
- Why does the study area embark on employees training and development programme?
- What impact has training and development on the employee performance?
- What problem is encountered by the study area in carrying out training and employee development programme?
- What is the employee’s perception of gains on training and development, and its contributions to individuals and corporate organization?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: The training and development of workers would not contribute to the growth and development of the economic wellbeing of the organization.
- H1: The training and development of workers would contribute to the growth and development of the economic wellbeing of the organization.
Hypothesis Two
- H0: Improvement in workers skill and knowledge occasioned by training and development has no significant relationship with workers’ productivity.
- H1: Improvement in workers skill and knowledge occasioned by training and development has a significant relationship with workers’ productivity.
Hypothesis Three
- H0: Training and Development would not significantly enhance employees’ performance.
- H1: Training and Development would significantly enhanced employees’ performance.
Hypothesis Four
- H0: Adequate facilities for training and development have no significant relationship with effective training and development.
- H1: Adequate facilities for training and development have a significant relationship with effective training and development.
1.7 Significance of Study
This result of the findings will help the organization under study and similar organizations in achieving their planned objectives effectively and efficiently. The findings will enable them to identify their deficiencies and from the recommendations know how best to tackle their problems.
This study will also be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of the research is focused on the Impact of Training and Development on Employee Performance in an Organisation using United for Africa Plc, Benin City Edo State as a case study.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
- Lack of Initial Cooperation from Respondents: A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.10 Definition of Terms
Training:
Training is organized procedure by which people learn knowledge and or skill for a definite purpose. This is done to achieve a change in the behaviour of those trained.
Effectiveness:
This means the degree at which the organization achieves progressives and successful result in the bid to fulfill its aims and objectives to the society.
Efficiency:
This refers to the relationship between the goods and services produced and the resources used to produce them.
Management:
This connotes the body of knowledge and people employed to plan, co-ordinate and control all the resources of an organization.
Motivation:
This is the desire within a person causing that person to act. It also implies a drive towards an outcome.
Organization:
It is a group of people who form a business, industry etc. together in order to achieve a particular aim. It also implies the productive sector.
