RELATIONSHIP BETWEEN EMPLOYEE TRAINING AND ORGANIZATIONAL PERFORMANCE

RELATIONSHIP BETWEEN EMPLOYEE TRAINING AND ORGANIZATIONAL PERFORMANCE (A CASE STUDY OF FIRST BANK)

Abstract

The study was undertaken at Cross River State First bank main branch on the topic Relationship between  employee training and organizational performance”. The purpose of the study was to investigate whether there is relationship between employee training and organizational performance with First bank as a case study. The methodology that was used for the study was survey. Employee training is based on various reasons which could be detrimental to the overall objective of the organization. The HRD ensure that sending an employee on training will translate to increase in productivity. Thus, adequate consideration should be taken by the HRD when selecting a candidate for training. The ability to manage and work around the challenges faced when carrying out this HR function will ensure a better training objective that will affect the productivity of the employee and the organization. Since the  these factors brings with it some negative implications and consequences of low productivity, high rate of employee turnover and high cost; this study therefore was aimed at identifying the relationship between employee training and organizational performance with special emphasis on the process and procedure of selecting employee for training. Pursuant to this, some objectives were formulated by the researcher. Finally, it is recommended that The HR department should ensure also that adequate training design, rich in content is used for employee training. The content should be able to include all the identified skill gaps, while making sure that a trainer who is knowledgeable and experienced in that area is contracted for the training delivery.

CHAPTER ONE

INTRODUCTION      

1.1  Background to the Study

To efficiently manage and achieve set objectives of an organization both large and small, it involves acquiring and utilizing the right calibre of staff in their right numbers at the right time. The formal educational system does not adequately provide students with all the needed skills for the job market and there have been the need for employers to train new recruits to enhance their skills for the job market. It is therefore incumbent on the employer to train and develop these fresh graduates to enable them have the needed skills, knowledge, abilities and competencies needed for the work. It has therefore become necessary for many organizations to engage in extensive training and development of their employees especially those who are employed just from school to enable them acquire the necessary skills to be able to make meaningful contribution towards the organization’s growth (Luo, 2000).

Training is necessary in view of advancement in modern world given the growing complexity of the work environment, the rapid change in organizational and technological advancement which in turn necessitates the need for training. The role played by staff training can no longer be over-emphasized as many have come to recognize that training offers a way of developing skill, enhancing productivity, guaranteeing quality of work and building worker’s loyalty to the firm.

Organizational goals also keep changing in line with the realities of the time; technology keep getting sophisticated; customers and clients of organization become more choosy and conscious of their rights in demanding organizational products and services, and organization product and service keep changing in response to their choice. These keep increasing the need for well-trained employees (Okotoni and Erero, 2005).

Today, we are witnessing an overwhelming number of research studies from both descriptive and prescriptive traditions, focusing on several characteristics of training programs as well as their costs and benefits for business organizations (Becker and Gerhart, 1996). At the same time, organizations have come to better understand the significance of training for their survival in knowledge-intensive and volatile markets of this era, and thus have increasingly acknowledged the profitability of developing their human resources through various forms of training (Berge, 2001; Salas and Cannon, 2001). Human resource capital of any organization plays an important role, thus training and retraining helps in fortifying employees (Khan, 2011).

Many organizations in Africa and especially Nigeria perform training activities in an ad hoc and haphazard way. Training in these organizations is more or less unplanned and unsystematic and even where there is a planned training programme, financing becomes a problem. Training which normally starts off in this unplanned manner may provide general knowledge to employees but may not help in solving real job related problem. The problem with training in our part of the globe stems from the fact that there is less competition in the market, rate of growth of technology is low and most employers see training of their employees as a favour to the employees.

Despite the obvious significance of training, the enormous expansion in the content of training programs over time has largely been taken for granted. Some Human Resources Departments rarely question the necessity and appropriateness of training a particular employee at a particular time. Often times, there are ulterior motives why employees are sent on training. Mourdoukoutas (2012) found out that some of those organizations that neglect employee training do so because of the huge cost of training and the fear of losing those employees after training them.

The training and development of the employees has direct contributions in the high achievements of organization which shows better performance. Training increased the organizational performance which was predicted by many researches (Peteraf, 1993; Niazi, 2011). Performance of an organization is defined as how effective and efficient managers use organizational resources to satisfy customers and achieve organizational goals and objectives. Ideally, the more employees are trained and are satisfied with their work and environmental conditions, the more they can help enhance their organizations' performance.

The resource based view theory supported that any training designed for the organization is based on the creation of values and enhancing the capabilities for continued organization performance (Barney, 1991).

This research was embarked upon to investigate the  Effect of employee training on organizational performance in deposit money banks vis-à-vis the processes of employee training and the challenges faced by the Human Resource Department in the selection of employees for training with reference to the employees of Nigeria deposit money bank.

1.2 Statement of the Problem

The perception of employees on training has a greater impact on the success of any organization. If the employees are satisfied with the training policies of the organization, this will have a positive impact on the organization’s performance. The perception or attitude of employees is transformed into positive or negative behaviour. How do the employees see employee training policies of the organization? How seriously does the Management take the Training Policy of its organization? Some see training and development as a waste of time and resources that would have been employed in the production of goods and services that will yield profit to the organization. Sometimes, the fear that an employee could leave the organization after training affects the employees training and sometimes makes it unplanned and unsystematic.

The procedure and process usually adopted by some Human Resource Departments in the identification of those employees that require training are worrisome. Employees sometimes go for training for personal reasons which include enriching themselves; preparing themselves for other positions in other organizations; power play/politics; because he/she knows the person in-charge of training and not necessarily because there is an identified skill gap which needs to be filled through training. Often times, the Human Resource Department does not conduct training needs assessment. Employees’ training selection criteria ought to be systematic and free from bias. It must follow a laid down procedure to ensure that the right candidates are sent for training for positive effect on organizational performance.

It was found that previous researchers have concentrated on the importance and benefits of training but little or none has been carried out on the challenges faced by the Human Resource Departments of Nigeria Deposit money Banks in the selection of employees for training. In order to fill this gap, the researcher is compelled to conduct a study on the Effect of employee training on organizational performance in Nigeria deposit money banks with focus on processes and procedures of identifying skill gaps, training design and delivery style and employee perception towards training in First Bank of Nigeria.

1.3 Objectives of the Study

The main objective of the study is to investigate the effect of employee training on organizational performance. However, specific objectives of the study are to:

1. Determine the extent to which training design affects organizational performance;
2. Ascertain the extent to which training delivery style affects organizational productivity;
3. Ascertain the extend to which employee perceptions of training affects organizational productivity; and
4.  Determine the extend to which employee training affects organizational performance

1.4 Research Questions

The research questions were drawn in line with the objectives as to:

       i.        What extent does training design affect organizational performance?

      ii.        What extent does training delivery style affect organizational performance?

     iii.         What extent does employee perception of training affect organizational productivity?

     iv.         What extent does employee training affect organizational performance

TOPIC: RELATIONSHIP BETWEEN EMPLOYEE TRAINING AND ORGANIZATIONAL PERFORMANCE

Format: MS Word

Chapters: 1 - 5
Delivery: Email

Number of Pages: 87

Price: 3000 NGN

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