The Impact of Training and Development on Employee’s Performance

The Impact of Training and Development on Employee’s Performance

Abstract of The Impact of Training and Development on Employee’s Performance

This study examined the effectiveness of training and development on employee’s performance. To access the situation, well structure questionnaire were administered using stratified random sampling techniques in other to cover the branches and hierarchy of staff of the bank used for the case study. The data collected were analyzed using simple table percentage and Chi-square statistical techniques. The result that provision of training by the bank has enabled the employee to increase ultimately, prepare employee adequately to assume higher responsibility on their job. Little wonder why contemporary organizations are now spending huge amount of money on employees training and development in order to cope with the challenge posed by the dynamic business environment.

Chapter One of The Impact of Training and Development on Employee’s Performance

INTRODUCTION

Background to the Study

Management practitioners and researchers have gathered information through the research conducted on the effectiveness of training and development on employee performance in the past the fact that human resources are the most dynamic of the entire organization’s resources calls for proper attention to be given to it by the management if they are to realize full organization goals. Training and development are important tools employed today’s organization to achieve their inward organizational objectives for growth and achievement. It leads to emergence of new career opportunities.

The behaviour and attitude of employee’s must be change positively to achieve an acceptable result. Employees want to use to a change for the better in their plc of work, they want to be skillful and have a wider knowledge of techniques which may be required in the’ future to meet: anticipated future needs of the organization.

Statement of the Problems

According to Craven (1997), there is some link between training and good performance but the direction is difficult to identify. Nonetheless, what is known for sure is that the training and development of staff is relevant in better performing companies. The difficulty in identifying the correlation between training as well as performance is attributed to the determination of changes in performance. Measuring knowledge acquired is easy to determine. But to measure skills and attitude development is a different aspect to consider (Craven, 1997). This evaluation needs to be done over a long time period and needs to be carried out by those working with the candidate, to evaluate how the delegate performed before and then after the training process.

Objective of the Study

Primarily, the target of the study is to serve the effectiveness of training and development on employee’s performance; the other objectives are given below:-

i.            to examine if training and development really boost the performance of employee;

ii.         To examine the relationship between training and development of employees and organization productivity; and

iii.      To investigate if training and development of employees enhance their effectiveness.

Research Questions

(a)   what is the correlation between training and development and employees performance?

(b)   Does training and development improve productivity of the organization?

(c)    Does training and development of employees enhance their effectiveness?

Research Hypothesis

(a)   Training and development have a significant relationship on employees performance.

(b) Training and development Improve productivity of the organization.

(c) Training and development of employees enhance their effectiveness?

Significant of the Study

This topic is a very broad topic and very much important in any organization. Every organization admits that employees are the main assets so their top priority is to train the employees to achieve their goals. The main object of a manager is to discover a problem in an organization and after that he decides which type of training is required for which employer. In general training and development helps increasing productivity of the employees, team spirit, organizational culture, organizational climate, quality and health and safety.

Hence the study on training and development will have good impact on individual organizations and society as a whole subsequently, it enhance better performance through an effective training and development programme.

Scope and Limitation of the Study

The scope of training and development activities of an organization depend on the policy and strategy of the organization. There are many organizations in the commercial field that carry out the minimum of staff training and development because, as a matter of policy, they prefer to recruit staff who are already arrived or professionally qualified. These organizations are prepare to pay he top mark rate for is skill staff and put into recruitment.

For the fact that training and development is wider in scope, the researchers limit his work to First Bank Nigeria P1c, despite the considerable number of Banks in the industry: data information to the topic shall be gathered from among cultured staff of the bank for appreciable generalization of result.

Therefore, in adequacy in financial are constrained tie distance an time to meet and discuss with the employees, these will entails a good foundation for further work on training and development for natural and business organization.