ABSTRACT
This research investigated the impact of training and
development on organizational performance mainly in the service industry. The
investigation focused on the impact of training and development on employee
performance, job satisfaction and employee motivation. The study employed
library and internet research, especially in literature review. The descriptive
method of were collected using questionnaires and interview method four
hypotheses were tested using chi-square (x2) statistical method of
analysis. The results from the findings show that training and development
improve employee performance, job satisfaction, employee motivation, and
organizational performance. Base on the findings, the conclusion is that
training and development received by the staff of First Bank Nigeria Plc and
Zodiac Hotels Ltd have improved employee performance, job satisfaction,
employee motivation and organizational performance. The recommendation of the
study is that training and development should continue since there is significant
relationship between training and development and employee performance, job
satisfaction, employee motivation, and organizational performance.
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
Studies have shown that the
success of most organization does not depend entirely on how well such
organizations are financed but also on how well the individuals working in the
organization are experienced. The experience acquired by these individuals does
not simply come out of the blues, but as a result of the opportunities given to
them to acquire such experience through training and development. It has been
noted that in every organization whether in the public or private sector, individuals
who are found to be more productive are those have a wealth of experience on
their jobs which they have acquired through training and development. This is
why in the contemporary times; many employees in Nigerian organizations who
were initially averse to the concept of training and development embrace the
idea, as they had realized the importance of training and developing their
employees.
The above
explained why Ubeku (1984) maintains that the process of training and
development is continues one. Money spent on training and development is money
well invested.
He noted that in organizations, employees who have not received adequate
training before being assigned responsibility lack the necessary confidence
with which to carry out the responsibilities of the job. This is so because it
is only then that the employee believes he knows what is expected of him
regarding the job, and because he can do it, his enthusiasm for the job
increases. Consequently, as noted by Donnelly (1992) and employee in this
position is more likely to originate ideas as to how best to carry out the task
of job. And employees who are not trained tens to cling to the methods they are
frightened of doing the job in a different ways, because something might go
wrong and that risk they cannot take.
The
concept of training and development is not task of educational institution
alone. This explains why in December 1976, (according to Ubeku 1984) the then
federal commissioner for labour in
his address to the 4th Annual General meeting of the Nigeria
Employee consultative Association stressed the role of employers in training
their employees to be able to carry out their responsibilities effectively. He
explained among other things that:
The
development of staff cannot be entirely the concern of our educational
institutions. It is also the responsibility of other institution. Every
enterprise, whether public or private, necessarily does considerable on the job
training, some of which organized and some haphazard and accidental. You as
employees must realized. You as employees must realize or recognize the
overriding importance of the development of human resource , without which we
cannot overcome the continuing shortage of trained people as we strive to throw
off the bonds of economic backwardness and seek to achieve the social and
economic objectives of our development plans.
The anxiety
of the government
and other private organizations over the scarcity of trained manpower in the country has been translated into action in the form of institutions
with the Nigeria economy.
However,
one may be tempted at this juncture to ask what exactly is training and development? According to Armstrong (2006), training is the modification of
behaviour through experience, and development is a change toward the better. Based on this, it then shows that an
organization which has in
its policy, the
concept of training
and development has paved way for its success and survival, and
subsequently employment of optimal performance on the part of the employees or
workers.
Considering
the benefits of staff training and development, one can categorically state
that, it is in dispensable necessary for attainment of organizational goals. It
plays a large part in determining the effectiveness and efficiency.
1.2 STATEMENT OF PROBLEM
The inherent problems of
inefficiency, poor job standard and other symptoms of poor job performance as a
result of inadequate skills and low man power in the organizations under study
can be improved by investigating.
1)
How training and development
improve employee performance.
2)
How training and development
improve job satisfaction.
3)
How training and development improve
organizational performance.
4)
How training and development
improve employee motivation
1.3 THE OBJECTIVES OF THE STUDY
1.
To find out how training and
development improve employee performance
2.
To investigate how employee motivation
through training and development improve employee performance.
3.
To find out how training and
development improve job satisfaction.
4.
To find out how training and
development improve organizational performance.
1.4 HYPOTHESES:
There
is no significant relationship between training and development, and employee
performance.
There
is no significant relationship between training and development and employees
jobs satisfactions.
There is no significant
relationship between training and development and organizational performance.
There is no significant
relationship between training and development and employees’ motivation.
1.5 SIGNIFICANCE OF THE STUDY
Training and development of
employees constitutes the very foundation upon which the success of a business
firm depends. This study is necessary to educate entrepreneurs, managers on the
need to formulate well articulated employees training and development policies
for the firm.
This study
is designed to help the human resources department understand the necessity for
proper implementation of the training policies of their organizations.
It is also
to expose employees to the benefits they properly trained and developed stand to gain if they are their employees.
The
study is also geared towards giving customers excellent services when training
and development of employees are effective, customers will be satisfied and
continuous patronage will be achieved.
The study
seeks to emphasize the need for which the human resources department must
seriously embark on post training and development evaluation on a regular
basis.
1.6 MOTIVATION OF THE STUDY
The interest of the
researcher is to have a deep understanding of the study as a master in business
administration and to discuses in detail the training and development
programmes in the industry. Since most twenty first century fast investment
geared towards services industries.
1.7 SCOPE AND LIMITATIONS OF THE STUDY
A study of training and
development is limited to staff training function of the personnel managers in
the Hotel Industry and Banking Industry using First Bank Nig Plc and Zodiac
Hotel Limited Enugu as the case study. The project intends to use the staff
training problems in the study organizations to identify, analyze and present
the importance of staff training under the personnel management in the service
industry.
In the
course of this research, the researcher encountered some problems, which one of
them was inability to get the attention of the staff of the study organization.
The research also was constrained by insufficient finance.
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Item Type: Project Material | Size: 78 pages | Chapters: 1-5
Format: MS Word | Delivery: Within 30Mins.
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