IMPROVING EMPLOYEE PERFORMANCE USING TRAINING PERSPECTIVE

ABSTRACT

This project is a review of improving employee performance using training perspective. The Statement of Problem identified  were lack of qualified  instructors  and consultants  to undertake training courses, lack of essential training tools, lack of effective communication within  the  organization  which  makes  it  impossible  for  most  employees  to  know  about training opportunities available to them and lack of effective employee training package.To meet  the  general objective,  the study will  focus  on the  following  specific  objectives:  to determine the effect of quality of instructors and consultants on training courses, to assess the impact of training tools on training programme, to examine the role of communication in a The descriptive survey method was used and the research tool was questionnaire. 250 staffs answered the  questionnaire.  Frequency percentages and criterion mean score of 7.51 were used in  data analysis using Chi-square  formula and presentation  was done by the use of tables. Yaro Yamani’s Statistical formula and Bourley’s proportion allocation formula were used for the sample  size determination of 154 from a total population of 250  staffs. The findings from the study, it was discovered that training tools have a very strong impact on a training programme.  Finally,  solutions  and recommendations  were  proffered  that periodic seminars and workshop  which  are not too expensive  should  be  organized  for all staff to acquaint  them  with current  changes  in management  techniques  and  current  development programme. The write up is duly summarized.

CHAPTER ONE INTRODUCTION

1.1       BACKGROUND OF THE STUDY

In any organization  not everyone is fully equipped with the ability for handling every task  he  is  assigned.  Training  has  been  developed  by  organizations  as  a  means  of empowering workers to achieve this task. It has been the main factor for influencing the employees’ skills and abilities. People working in any organization either individually or

in groups or in teams have never been able to handle their tasks on their own until and unless they provide healthy support to each other while working on their targets.

Manpower training and development must be based on a need analysis derived from a comparison  of “actual  performance’’  and  behavior  with  “required  performance’’  and behavior. Manpower training and development  is one of the  major ways organization invests in the workforce for greater return today and even in the foreseeable future.

Organizational   effectiveness   rests   on   the   efficient   and   effective   performance   of workforce that makeup the organization. The efficient and effective performance of the workforce In turn, rest on the richness of the knowledge, skills and abilities possessed by  the  workforce.  Manpower  training  and  development  in  most  organizations  is  a continuous  act/exercise.  The inexorable march of time and the  ceaseless glamour for social   change   combine   to   make   adaptability   and   continuing   preparation   of   the workforce  as inevitable as the initial acquisition  of knowledge  and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding  duty  to  ensure  the  development  of  their  employees  who  have  requisite knowledge and expertise.

Training is like sharpening an existing skill in order to reflect the trends in technology and other social cultural environmental changes of an organization. Performance is the goal  of  today’s  competitive  business  world  and  training  can  be  a  spring  board  to enhance performance.  The aim is to enable them contribute  their full measure to the welfare, health and development of the organization. The main objective of training and development  in service  organization  is  to  increase  efficiency  of employees  with  the

resulting increase in corporate productivity.  This accounts for why a large number of fund   and  time   is  expected   by  organization   at  one  period   or  the   order   in   the improvement of the skills of their employees at various levels.

The principal intention of training is to equip people with the knowledge required  to qualify  them  for a particular  position  of employment  or to  improve  their  skills  and efficiency in the position they already hold.

Manpower   training   and   development   therefore,   improves   the   effectiveness   and efficiency  of the employee. Therefore,  the aim of this research is to know the  current state, nature, procedure and method of training and development used by organizations for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption   in  the   field   of  personnel   management   says,   “If   you   think   training   and development  are  expensive  try  ignorance’’.  While training  and development  prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.

This study works to bridge the gap between employees’ abilities, skills and knowledge of work and organizational  goals and objectives.  It also necessitate  that management should  build  their  interest  in  continuously   training  their   employees  according  to requirement  of working environment  and positively  perceiving  and responding  their feedback.

1.2       STATEMENT OF THE PROBLEM

This study which deals with the training of employees in organizations is intended  to find  out  the  efficiency  and effectiveness  of training  and  development  programme  in employee   performance   improvement.   For   this   reason,   it   encounters   numerous problems which range from:

1)  Lack of qualified instructors and consultants to undertake training courses,

2)  Lack of essential training tools,

3)  Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them,

4)  Lack of effective employee training package.

1.3       OBJECTIVES OF THE STUDY

1.3.1 General Objective of the Study

The   general   objective   of   the   study   is   to   determine   the   factors   that   influence improvement of employee performance from a training perspective.

1.3.2 Main Objectives of the Study

To meet the main objective, the study will focus on the following sub objectives:

1)  To  determine  the  effect  of  quality  of  instructors  and  consultants  on  training courses,

2)  To assess the impact of training tools on training programme

3)  To examine the role of communication in a training programme

4)  To establish the effects of training on employee performance.

1.4       RESEARCH QUESTION

1)  To  what  extent  does  quality  of  instructors  and  consultants   affect   training courses?

2)  What impact does training tools have on a training programme?

3)  To what extent does communication affect training performance?

4)  What effect does training have on employee performance?

1.5       RESEARCH HYPOTHESIS

Given the objective of the study, the following hypotheses are formulated:

Ho1. There is evidence to show that qualified instructors and consultants helps in the training course for employee performance improvement.

Ho2.  There  is  evidence  to  prove  that  essential  training  tools  influences  employee performance improvement.

Ho3. There is a significant relationship to show that effective communication within the organization affects the employee performance improvement.

Ho4. There is evidence to show that appropriate measures could help effective employee training package.

1.6       SIGNIFICANCE OF THE STUDY

The research will be beneficial to all organization and their staff as it emphasized the need and encourage the establishment of policy guidelines on the efficient and effective training and development programme for employee performance improvement.

It  will  help  managers  of  various  organizations  to  generate  ideas  and  solution  to problems based on the best way to run training in their organization in order to achieve desired goals and objectives.

It will equally be useful to small scale business, large corporations, universities, college

of education and to the government.

It will  also  help  researchers  to  know  more  about  training  programme  as a tool  for improving employees’ performance.

Finally, it will be of great value to students as a point of reference and will equally form

the basis for further research study.

1.7 SCOPE OF THE STUDY

The scope of this research is limited to improving employee performance using training perspective.

1.8 LIMITATION OF THE STUDY

Its major limitation was the problem of getting information from the institution under study. For organizations, there is always the fear of giving out information to the public as such, vital information needed was not readily available.

      Inadequate Time- Time factor constituted  the major limitation  of this study.  It related  to  the fact that  the  time  for research  work  was  short  because  it  was combined with lectures, studies and examinations.

      Negative  Attitude  of  Respondents-   The  problem  facing  the  researcher  with regards to the respondents relates to the non-cooperation and uncompromising attitude of some respondents in giving out relevant  information  or facts. They looked upon the researcher as spy, resulting in withholding some of the useful information needed.

      Disappointment  from Respondents- The difficulty of getting the respondents to complete the questionnaires in time was another problem facing the researcher. This is because most respondents complained of inadequate time, since they are paid  nothing  to  complete  the  questionnaires.   Hence  they   never  kept  their appointments.

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