THE EFFECT OF TRAINING ON EMPLOYEE PRODUCTIVITY

ABSTRACT

Training: The Effect of Training on Employee Productivity is a very vital component toward the growth and development organization with Training on Employee Productivity, achievement of organizational goals wouldn’t have been possible, as it shall be seen from the proceeding chapters such as objectives which include: To determine the challenges associated with training on organizational development, to examine whether off-the-job training affect employee productivity and to assess the effect of on the job training on employee productivity. The methodology include the study used or adopted the descriptive and survey research design. This survey involved the use of quantitative instrument questionnaire in the process of data collection. And also a policy should be put in place for the employees of Access Bank to train and develop an agreed number of personnel on annual basis. The mental capabilities of individuals should be considered or given priority in selecting candidates for employment into any position in the organization. Selecting of employees for training should not be on the basis of friendship or familiarity. The information gathered for this research work was gotten from Access Bank Wuse II Abuja staff with their positive corporation, finding was made through questionnaire.

CHAPTER ONE

INTRODUCTION

1.1  BACKGROUND OF THE STUDY.

Training is a crucial area of human resource management; it is the fastest growing segment of personnel activities. Training which is referred to as a course of diet and exercise for developing the employees effectiveness, cognitive and psychomotor skills assist the organization to have a crucial method of developing employees towards enhancing their productivity.

Man power training and development is one of the most important organizational dynamics, it constitutes the pivot in which organization survival is run. The training process is one of the most pervasive methods for enhancing the productivity of individuals and communicating organizational goals to personal (Ekaterini, 2009).

Man power is the basis of all resources and it is the indispensable means of converting other resource of mankind. Somehow,  we develop and employ human resources skills is fundamental in deciding how much we will accomplish as a nation.

Manpower is the pivot of every human institution. Even in the developed and industrialized nations of the world where the use of machines and technology is at an advance stage, manpower is still very essential (Comma, 2008).

Training therefore, holds the key for unlocking the potential growth and development opportunities to achieve a competitive edge.In this context, organizations train and develop their employees to the fullest advantage in order to enhance their effectiveness. (Devis and Shaik, 2012)

The importance of training as a central role of management has long been recognized by leading writers (Irene, 2013).

Training both physically, socially, intellectually and level of productivity but also the development of personnel in any organization (Olusanya et al, 2012). To manage an organization both large and small requires staffing them with competent personnel. The formal educational system does not adequately teach specific job skill for a position in a particular organization. Few employees have the requisite skill, knowledge, abilities and competencies (SKAC) needed to work.

As a result, many require extensive training to acquire the necessary SKAC to be able to make substantive contribution towards the organizational growth (Barron and Hagenty, 2001). In order to sustain economic growth and effective performance,it is important to optimize the contribution of employees to the aims and goals of the organizations.

In developing a country like Nigeria, training and development of manpower resources is highly needed in virtually all business organizations for its effectiveness (Ezeani&Oladele, 2013). Deficiencies in knowledge skills and ability among public personnel, particularly those of Asia, Africa and Latin America area remarkable (Bahal,, Swanson &Eanber, 1992). Training is necessary to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialist departments or management positions.

1.2  STATEMENT OF THE PROBLEMS

All organizations be it political, religious or business have pre-determined goals and objectives which they intend to achieve and these are the ends towards which organizational activities are geared, organizations strive to achieve their respective goals and purposes since this is used as a yardstick or standard for assessing their success or failure. The major determinant of any organization is the presence of capable men and women with the right skill and knowledge to combine organizational goals and objectives. The managers and employee must be well equipped in order to carry out these tasks or assignments and skill can only be imparted through the training and development of employees. In Nigeria, there is shortage of skilled labour and the major challenges of the Nigerian management is to help develop the skills of the nation’s existing staff and at the same time devise ways and means of utilizing the surplus staff.

Both the public and private sectors are besieged with the problem of inefficiency, low capacity and other symptoms of poor job performance. These problems can be avoided and solved by early identification of adequate trained and development techniques and programmes for different level of managers, supervisors and other employees.

1.3  OBJECTIVES OF THE STUDY

The broad objective of the study is to assess the impact of staff training on organizational development in access bank in Nigeria.

The specific objectives include:

  1. To determine the challenges associated with training on organizational development.
  2. To examine whether off-the-job training affect employee productivity.
  3. To assess the effect of on the job training on employee productivity.

1.4  SIGNIFICANCE OF THE STUDY

The significance of the study lies on the fact that it will be of immense benefit as a reference point to policy makers and executors of staff training programmes in Nigeria companies. It will also be of benefit to future researchers who will be conversant with what training entails. This study will also be of immense benefit to the management of organization, future researchers and the general public.

1.5 RESEARCH QUESTIONS

In carrying out this project, the following questions were asked, they include:

  1. How does of-the-job training affects employee productivity in Access Bank?
  2. Does on the Job training contributeto employee productivity in Access bank?
  3. Is the design of staff training programme suitable to the staff needs of the company?
  4. What is the cost benefit of training programmes?

1.6 RESEARCH HYPOTHESIS

Hi: Training has effect on employee performance

Ho:Training has no effect on employee performance.

1.7 SCOPE OF THE STUDY

There is no doubt that every organization or establishment needs effective employee training in order to achieve the aims of the organization. Based on the wideness of the topic, the researcher will only base the study on Access Bank Nigeria and also the performance of the employees in the development of the bank.

1.8 LIMITATION OF THE STUDY

In the course of writing this topic, the underlined constructions were encountered:

  1. Time: the period in which the researcher was been given in order to carry-out the project work was not enough.
  2. Financial Constraints: the researcher did not have enough funds to finance the researcher; therefore the researcher had to meet other inevitable financial obligations required of him.
  • Inadequate Information: the researcher finds it difficult to gather relevant information for the project.
  1. Inability of the respondents to respond very well to various questions.

1.9 DEFINITION OF TERMS

Development: This can be defined as an organizational related learning experience preparing an individual for the new future job and performance based on the possible future direction for the organization.

Human resource management: This can be defined as the process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using human resources in an organization.

Manpower: This can be defined as the total number of available workers in an organization. It refers to the total work force in an organization.

Manpower planning: Manpower planning consist of putting the right number of people and the right kind of people at the right place, at the right time and doing the right thing for which they are suited for the achievement of the goals of the organization.

Organization: This can be defined as an enterprise floated by person or group of persons, government or their agencies for the sole objective of providing goods and services at the minimum needed profit.

Training: This is defined as a related learning experience provided in order to improve performance on a current job.