CHAPTER
ONE
INTRODUCTION
1.1 Background to the Study
The
performance of staffs in an organisation is tied to the amount of training
he/she might have undergone. Staff training form an integral aspect in the
improvement of the quality of staff in an organisation. Therefore, training is
the transfer of both technical and technological knowledge from one person to
another through the process of acquiring job experience which are given to
staff to improve their performance within the organization.
Organizations
carry out training time to time on their staff so as to get maximum
performances from the staffs of the organization. Training in this research
refer to the exposure of programmes
aimed at improving the effectiveness of staffs in the job they perform.
It relate to the procedure aimed at improving the technical skills, ability and
knowledge of the management within the organization.
Training
entails high level knowledge at the executive, administrative, technologist and
long trained craft man in the profession.
Pollard
H.R 1974 stipulated that, the training of human staff within an organization
should first of all be done through consideration of the needs of the staffs
that have not been met should be taken into consideration. Organization should
be able to set time getter for staffs so as to improve the efficiency of staffs
within an organization. Organization that can not carry out this to fill the
gap between actual performance and the established performance or standard
productivity suffers. These gap can be closed through manpower training and
development in the area of specialization in order to achieve the aim and
objective of the organization.
The
aim of every business organization is profit maximization. This can only be
achieved through well trained staffs within and organization. This training
help to keep the company updated with the current market force. The forces of
demand and supply control the profit of any organization. This can be taken
care off through staff training.
The
market is competitive in nature as no man is monopoly of knowledge. Staff need
to be trained periodically to meet the current market trend and completion so
as to achieved its goal and objective.
1.2
Statement of the Problem
Organizations
suffer from effective utilization of resources due to inadequate manpower and
untrained personnel within the organizations.
The problem with most of the organization is not that of lack of
resources but lack of effective and efficient management. This could be as a
result of unskilled and untrained staffs within and organization. However, we
examine the reason why straining of staff pose great impact on the performance
of an organization.
It
is in no doubt that the quality of staffs is directly proportional to the
educational qualification. Less
qualified staffs are not motivated which
has affected the organization productivity over the years.
1.3
Purpose of the Study
Every
action is with an intent, nothing is ever done with out a purpose. Since this
study deals with the impact of training and staff performance in and
organization. The study will look at the impact of training of staffs and the
performance in the organization. Whether or not it has created a positive or a
negative impact on the output of the organization and how to improve the
effectiveness and the efficiency of the organization towards the goal
attainment. The study will guide the management in planning and decision making
process.
1.4
Significance
of the Study
This
study tries to identify the impact of training and staffs performance within an
organization. It will aid management in decision making and planning process
towards the training of staff.
This
study will serve as a basis for further research work to be done in the area of
this study by researchers. It can be used for academic purpose to improve the
knowledge of students in the area of staffs training and performance within an
organization.
This
study will help both the government and policy makers to set their scale of
preference in order to meet the current economic challenges and proffer a best
known solution to the problems.
1.5
The
Scope of the Study
The
study research into the impact of training and staff performance in an
organization with stream line to Oju local Government education authority. To attain effective
result, some staffs of the organization were interviewed and questionnaires
were issued out to seek their view on the subject matter under study.
1.6
Limitation
of the Study
The
study undergoes several limitations in trying to gather information relevant to
the study from the staffs of Oju local government education authority. The
unavailability of staffs to get information regarding the performance of staff
within the organization.
1.7
Research
Question
Are
they competent staff in government organization that help government in the
effective and efficient policy implementations?
Can
an organization achieve its goal and objective without trained staff?
Does
the level of work performed by staff of an organization showed clearly the standard
of government?
1.8
Hypothesis
The
followings null and alternative hypothesis is guide to this work
Ho
They are no competent staff in government organization that help government in
the effective and efficient policy implementation.
Ho1
organization cannot achieve its goal and objective without trained staff.
Ho2
The level of work performed by staff of an organization does not showed clearly
the standard of government.
1.9
Definition
of Operational Terms
The
followings are definition of terms that are been used in this chapter.
Organization:
This is a unit or a sector of people working together towards achieving the
same goal.
Training: This
is the process of transferring and acquiring knowledge relevant for a
particular job experience.
Policy makers: These
are top management staffs within an organization saddled with the
responsibility of decision making.
Staff: These
are employee working in a particular organization
Motivation: This
is the act of increasing the zeal of a staff within an organization to strive
towards the attainment of the organization goal and objective.
Performance: This
is the out put measured by the effort put in by the staff of an organization.
Staff satisfaction: This
is the joy a staff of an organization derived from the job.
CHAPTER
TWO
LITERATURE REVIEW
2.1
Review of Related Literature
Wealth
of the nation cannot be quantify without taking that of individuals in to
consideration since humans are the agents of production that control the factor
of production. The accumulation of capital and the exploration of natural
resources as well as social economic activities are carryout by staff of a
particular organization for development purpose. Harbison and Myers (1994)
stipulated that, Countries that are unable to knowledgeable and skill persons
to mount strategic positions in terms of development of social economic and
political objective fail in terms of development.
Ajila
(1989) viewed human resources as crucial aspect which is relevant for the
effective maintenance of the other subsystem, task and the procedural subsystem
that help organization to achieve its goal. Organization that strives for
success cannot do without human resources if it wants to continue in business.
According
to Yahaya (1989) training within an organization is nothing but an abstract
entities that have been given live and meaning by human being which constitute
the whole work force of any organization. This believe still exist even in the
present age of technological advancement in production.
In
the View of Kariman (1988) the universal reward value of training of human
resources of each individuals who complete a programme is expected to self
employed of self confidence, have self reliance and an advance in the societal
development at large.
These
insinuate that, any successful programmer should be able to develop people who
can carry out task as well as keep their job.
According
to HW Singer (1954) an elaborate machine placed to replace skilled person still
needs to be maintained and repair to keep it functional. The current needs of
the people is increasing and the only way to meet it should be through
technological and economic means which can be done by the availability of
quality and skilled man available to help the organization and the community at
large.
The Role of Training in
an Organization
The
role of training within an organization needs not be over emphasised as it
contributes immensely to the overall success of any organization towards the
attainment of its goal. Time is
factor that distinguishes successful organization from unsuccessful one. An
organization that cannot deliver its goods and services within a reasonable
period of time and in accurate quality demanded needs efficient manpower to
correct this lapse.
Amayak
(1991) asserted that technical problems such as marketing, managerial and
financial that are affecting organizations can be solved if they are effective
manpower who are well trained, in the same vein, every organisation need
efficient staffs who can mount up the gaps in an establishment who can perform
in a way as to conform with the set standard of the departments of the entire
organization itself.
Training
bridge the gap of failure that might have befallen an organization. To
eliminate the gap in between required additional knowledge and skill and
attitude they need to perform in a standard way. Training Influence the
behaviour and the performance of the staffs in an organization.
2.2
The
Importance of Training and Performance of Staff within an Organization
Training can not be
discuss with absolute accuracy with out it importance it play in the lives of
the staff in an organization. Training help build the skill and increase the
performance of the staff within an organization. The acquisition of such needed
talent is as a result of training which the staff have passed through over a
given period of time. Those talents impact on both the organization, staffs and
the society at large.
The society is
undergoing tremendous transformation as a result of training that have been
impacted on the staff of an organization which is aiding development activities. The economic activities of an organization is
characterized by the capital nature of the resources which play a vital role in
an organization. Despite the importance of this, training is crucial resources
to an organization. Some organizations are established with the sole aim of the
betterment of the livelihood of the people. Harbon et al (1964) in his argument
states that, the process of training manpower development are also of paramount
important for social, economic and political transformation which assist people
of modern nation in improving the livelihood of the people. The father of
Economic Adams Smith pointed out the importance of training toward the wealth of
a nation.
According to Marx
(1973) look at training not to be limited to the traditional aspect alone but
saw it as a way of fighting the alienation of man from his own economic
activities. They have been a rising need for training from time to time due to
the change in the field of production and marketing. The apparent efficiency
high managerial staff skill is traceable to the training which they have
undergone over a given period of time, which is needed in all stages of
production process of his product. However, training should be organise for the
staff periodically for them to be able to combat current challenges facing the
economy which is capable of transforming development. As a contribution to this,
Harrison (1977) states that idea comes from one person and is pass over to
another to put into use. Once this idea is communicated, it is assimilated and
diffused and put into use so as to help achieved economic objective. Motivation
is a factor that help all the ideas, training and knowledge acquired over a period
of time to achieve economic objective which can be seen as an increase in
promotion and skill person ability in labour force towards transformation of an
organization.
Training
has apparent importance in an organization and play a functional part. For this
to be achieved, the organization should be systematically be set in an
hierarchy manner which is the responsibility of the management. The appointment
of the human resource officer (HRO) is the responsibility of the chief
executive officer.
The
training and development manpower is the function of the personnel manager who
recruit, train, promote, discipline and reward staff and the HRO who then takes
third order directives. The allocation of staff responsibility is the function
of the personnel manager who conventional practice of mere responding to
request staff training. Industrial Training Fund (ITF) was set up basically
with the aim of training of staff or organization, such as Center for
Management development (CMD), the Nigeria Institute for Management saddled with
the responsibility of training of professionals in management field. No
organization can pursue its aim with accuracy to achievement with out
undergoing training of all kind towards profit maximization, control of large
market share and the survival in a competitive market situation.
2.3
Emperical
Review
According
to Raj et al (2011)Training and Development, On the Job Training, Training
Design and Delivery style are four of the most important aspects in
organizational studies. The focus of current study is to understand the affect
of Training and Development, On the Job Training, Training Design and Delivery
style on Organizational performance. The back bone of this study is the
secondary data comprised of comprehensive literature review. Four Hypotheses
are developed to see the Impact of all the independent variables on the overall
Organizational Performance. The Hypotheses show that all these have significant
affect on Organizational Performance. These Hypotheses came from the literature
review and we have also proved them with the help of literature review. Results
show that Training and Development, On the Job Training, Training Design and
Delivery style have significant affect on Organizational Performance and all
these have positively affect the Organizational Performance. It means it
increases the overall organizational performance. We also prove our Hypothesis
through empirical data. However, results are strongly based on the literature
review.
Amir et al (2013)
research on the effect of training on employee performance. Employee is a blood
stream of any business. The accomplishment or disaster of the firm depends on
its employee performance. Hence, top management realized the importance of
investing in training and development for the sake of improving employee
performance. The research is aimed at studying the effect of training on employee
performance and to provide suggestion as to how firm can improve its employee
performance through effective training programs. The research approach adopted
for the study conforms to qualitative research, as it reviews the literature
and multiple case studies on the importance of training in enhancing the
performance of the workforce. Further the paper goes on to analyse and understand the theoretical framework and
models related to employee development through training and development
programs, and its effect on employee performance and on the basis of the review
of the current evidence of such a relationship, offers suggestions for the top
management in form of a checklist, appropriate for all businesses, to assess
the employee performance and to find out the true cause(s) of the performance
problem so the problem could be solved in time through desired training
program.
The
study in hand faces the limitations as there are no adequate indications to
correlate directly the relationship between training and employee performance.
Hence, there is a need for conducting an empirical research in future to test
the proposition discussed in the study.
The
study in hand provides brief overview of the literature about training
effectiveness and how it contributes in enhancing the employee performance and
ultimately concludes along with recommendation to give directions for future
research by applying different level of analysis on exploring the impact of
training practices on employee performance.
Irene
(2009) researched into the impact of
Training and Development on public sector organizations using. This study,
therefore, sought to determine the impact of Training and Development on public
sector organizations using Ghana Ports and Harbors Authority (GPHA) as a case
study. The research was intended to determine the role and impact of training
on employees with emphasis on the lower, middle level staff and the
administrators of GPHA, who were randomly selected. The study assessed the
training and development process of GPHA and whether training has improved
employee performance. A questionnaire was designed using structured questions
to collect primary data from employees of GPHA. Personal interviews were held
with some management staff of the
organization. The results indicated that GPHA’s employees were not well
informed about training and development programmes in the organization. Most of
the employees were of the view that training and development were effective
tools for both personal and organizational success. The findings revealed that
training practices, methods and activities at GPHA are not in line with the
best practices regarding the planned and systematic nature of the training
process as is generally known. It was recommended among other things, that the
processes involved in training be duly followed, GPHA should help its staff
identify their career paths and to guide them in the pursuit of higher
education.
2.4
Constraints
of Training in an Organization
Most organizations
invest alot of money on staff training so as to improve the quality of the
staff within an organization. According to Harrison (1962) assert training
problem of an organization to be a chain on factors such as shortage of top
managerial adminstrative personnel in both the private and public sector of the
economy. This include:
A) Lack of skilled persons who can be engaged in
particular activities which are virtually important for the organization growth
and development.
B) Shortage
in skilled personnel who are required for effective management of the
organization.
C) Lack
of goal achieving personnel who will carry the organization activities to
execution.
2.5 Constraints of Training in an Organization
Sveral
literature was revied regarding the area of study. So many contribution on the
impact of training and staff performance in an organization were asserted so as
to evalute the core value of the subject matter.
Several
researchers looked at training as all the technical financial managerial,
marketing and control problem which can be solved with the aid of finance and
training.
The
success of any organization is closely related to the effective mobilization of
resources and how well such is effected in the area of training which kind lead
to staff motivation on the job. The fact remains that they have have been
effective change in the line of production and much attention need to be
employed in trying to trainin staffs of an organization to meet the current
market trend.
In
conclusion, the lack of train manpower within an organization has pose much
trait in the functionality of an organization which so much require training of
staff.
CHAPTER
THREE
RESEARCH
METHODOLOGY
3.1 Introduction
Research
methodology is the process of collecting data for analysis of research
projects.
This chapter describes the techniques and
procedures used by the researcher in conducting the study and gathering the
data for this research work. This
research is designed to survey the impact of training and staff performance in
an organization. It includes the description of the population of the study,
the sample size, sampling techniques, source of data, method of data collection
and method of data analysis and testing hypothesis.
3.2 Research Design
This research is design to ascertain impact
of training and staff performance in an organization. This work is descriptive
incline and a survey research so as to ascertain the efficacy of the study. The
impact of training and staff performance in an organization using Oju Local
government area of Benue state as the case study.
3.2.1 Population of the Study
The population was sytematically
selected and designed to obtain adequate and various views regarding the impact
of training and staff performance in an organization. The population for this
study is made up of the staffs Ado Local government educational Authority. A
total number of 80 employee of the of the Local government will be the targeted population for these
study.
3.2.2 Sample for the Study
The sampling size to be use in this
research work is made up of the staff of Ado Educational Authority making a total of thirty due to the constraints of
gaining access to relevant information from staffs.
3.2.3 Instrument for Data Collection.
For the sake of these work, both primary
and secondary data are used in the study. The primary data are collected by the
researcher through the use of questionnaires issued to staff while the
secondary data are collected from already published reports kept.
3.2.4 Methods of data collection
Data are collected with the help of
questionnaires issued out to staff in the Ado Local government Education.
The questionnaires are design in such a way to enable the respondents to
provide their views as to teachers preparation and the challenges in
agricultural education.
The questionnaire is made up of fifteen
(15) questions from which the respondent is expected to choose the option
he/she consider suitable for him by ticking appropriately.
3.2.5 Techniques of data analysis.
The
use of Chi-square test was employ in this research base on the responses
gathered from the respondent through questionnaires prepared for the sake of
the research. This is best for these study so as to get the real view of the impact
of training and staff performance in an organization.The true position can not
be gotten with the aid of secondary data due to falsification of data.
In this study, the use of percentage,
simple average and chi-square will be use in taking the hypothesis. Because of
the manner in which data are been collected, the level of significance is 5%
and the level of confidence interval is 95%.
Furthermore,
Chi-square is suitable for the analyzing of the data since information’s were
gathered with the help of questionnaires administered and collected.
Chi-square formula is given as:
X2 =∑(O−E)2
E
Where: X2 = Chi-square
∑=Summation
O= No of observation
E= No of expected frequency
3.2.6 Decision rule
A
set of decision rule is important as to the null or alternative hypothesis.
This rule states that:
Ho
should be rejected if the probability of obtaining a value of test statistic of
a given magnitude is equal or less than some small number it should be accepted
if the probability of obtaining a value of the test statistic not a given.
3.3
Summary/limitation
The data collected undergoes several
hands and opinion of people base on what they feel about the impact of training
and staff performance in an organization. The work suffer the problem of
getting information from staff of the Oju Educational Authority and other
source, thereby; making it more difficult to draw conclusion.
There are several limitations faced in
trying to collate the questionnaires from the respondents, some of the staff
complain of the time frame for them
attend
to the questions. some of the questionnaires administered were not returned by
the respondent as well.
The
computation error might also make the reliability of this work to be
questionable.
CHAPTER
FOUR
4.0 DATA PRESENTATION AND ANALYSIS
The
research will attempt to test the validity of the responses received from all
the data available so that reference and conclusion can be drawn for all research work the testing of
his hypothesis become imperative is given of research concluded.
4.1 THE PRESENTATION OF DATA ANALYSIS
For
the purpose of this research work seventy
(70)questionnaires were designed and presented to the research in area of study
but fifty(50) of the questionnaires to were duely filled returned
questionnaires to enable her draw her
conclusion as well from the presentation and analysis below
HYPOTHESIS
TESTING
QUESTION
ONE
Does
competent staff helps the government in efficient and effective execution of it
policies
OPTION
|
NUMBER OF
RESPONDENTS
|
PERCENTAGE%
|
YES
|
35
|
75
|
NO
|
15
|
30
|
TOTAL
|
50
|
100
|
The
above table indicate that 35 respondents representing 70% agreed with the view
that competent staff helps the government in efficient and
effective implementation of policies while the remaining 15respondents
disagreed with the view.
QUESTION
TWO
Is
it true that without well trained staff in an organization can not meet it
absolute goal?
OPTION
|
NUMBER OF
RESPONDENTS
|
PERCENTAGE%
|
Yes
|
47
|
94
|
No
|
3
|
6
|
Total
|
50
|
100
|
In
the above table indicate that 47 respondents that represent 94% accept the
saying that without well training staff in an organization cannot meet it
absolute goals and 3 out of the 50 respondents say no to the statement.
QUESTION
THREE
Did
government organization staff perform the anticipated responsibility expected
from them by the citizen?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
28
|
66
|
No
|
22
|
44
|
Total
|
50
|
100
|
The
table above shows that 44% representing 22 respondents disagreed with question
while 66% representing 28 respondents recognized the statement organization
staff perform the expected responsibilities or duties
QUESTION
FOUR
Would
you say some benefits have been derived from man power training and development
?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
20
|
40
|
No
|
30
|
60
|
Total
|
50
|
100
|
Twenty
(20) respondents representing 40% agreed
that some benefits have been derived from man power training and development
but thirty (30) representing 60% disagreed.
QUESTION
FIVE
Is
your salary commensurate with the work you do in the organization?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
10
|
20
|
NO
|
40
|
80
|
Total
|
50
|
100
|
From
the above table ten 10 representing 20% accepted that their salary is
commensurate with the work they do. But majority of forty (40) respondents
representing 80% disagreed.
QUESTION
SIX
Are the necessary welfare package
provided to you as it is obtained in other organization.
OPTIONS
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
15
|
30
|
NO
|
35
|
70
|
Total
|
50
|
100
|
Fifteen
(15) respondents representing 30% as indicated in the table above agreed that
the necessary welfare packages are provided to them as it is obtained in sister
organization while thirty five respondents representing 70% disagreed.
QUESTION
SEVEN
Can you say that the existing working
relationship beteween the management and staff is cordial in an organization?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
20
|
40
|
No
|
30
|
60
|
Total
|
50
|
100
|
Based
on the above table twenty (20) respondents representing 40% attested that the
existing working relationship between the management and staff is cordial but
thirty(30)respondents representing 60% disagreed to the staement.
QUESTION
EIGHT
Do
you after received the necessary subvention from the government to enable to
carry out your function effectively?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
3
|
6
|
No
|
47
|
94
|
Total
|
50
|
100
|
The
table above indicate that only three(3)respondents concurred that the
organization often received the necessary subvention from the government to
enable them perform the function effectively .But the majority of
fourth-seven(47) respondents representing 94% disagreed.
QUESTION
NINE
Are
the staffs of your organization adequately trained?
Yes/NO?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
5
|
10
|
No
|
45
|
90
|
Total
|
50
|
100
|
From
the above table indicate that five (5) respondents agreed with the question
that the staff of your organization adequate trained represent 10% while 90%
represent 45 respondents that disagreed.
QUESTION
TEN
Generally,
do you think manpower training will enhance the organization production?
OPTION
|
NUMBER OF RESPONDENTS
|
PERCENTAGE%
|
Yes
|
24
|
48
|
No
|
26
|
52
|
Total
|
50
|
100
|
Twenty
four (24) respondents representing 48% as indicate in the table above agreed
that manpower train will.
Enhance
the organization productivity while twenty-six (26) respondents representing
52% disagreed.
CHAPTER FIVE
5.0 SUMMARY
OF FINDING CONCLUSION AND RECOMMENDATION
5.1 SUMMARY OF FINDINGS
From
the preceding chapter, the researcher come out with the following result of
finding .it was discovered that the staff of the organization are not adequate
trained that manpower training enhances the organization productivity, that the
organization has not made any effort towards improving their goals and
objectives .that benefits have not been derived from manpower training and
development .That their salary is not commensurate with the work they are doing
in the organization. That the necessary welfare packages have not been provided
as it is obtained in other sister organization. That the existing working
relationship and the staff is not cordial.
Finally,
it was discovered that the organization does not often received the necessary
subvention from the government to enable them carryout their function
effectively.
5.2 CONCLUSION
Having seen the presentation of the
research findings it is portents to conclude that the performance of the staff
of any organization largely depends on the availability of social amenities
,effective organization and co-ordination of activities and responsibilities
enrichment of job through training and retraining of increase productivity, the
provision of conclusive working atmosphere the guarantee of job security and
the recognition of responsibility and welfare of staff in every respect should
be the major consideration of any organization they are to achieve their goals
and objectives.
5.3 RECOMMENDATION
Based on the research findings, the
researcher wish to make the following recommendation .Employees of the
organization as a matter of urgency and expediency should be compensated
through and upward revised of an prompt payment of salaries .the government
should increase the subvention enable of the organization and perform their
function effectively .policies should be put in place to ensure that the staffs
are adequately trained to enhance their performance the necessary working
atmosphere and materials should be made available at all to ensure effective and
efficient performance .Manpower training is very important ,therefore, management
should not only send the staff to obtain additional qualification but workshop
and seminar should be organized to winding the scope of knowledge of the staff.
This can greatly improve their performance. Management should intensify efforts
through improving the management staff relationship of attending to the staff
problem, view and opinions the way they occur. This will made have some sense
of belonging. Finally, promotion of
staff should not be unduly delayed all promotion should be on merit to all
deserving staff devoid of bias sentiment or tribalism.
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