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The Impact of Training and Development on Organizational Performance
ABSTRACT
This research investigated the impact of
training and development on organizational performance mainly in the service
industry. The investigation focused on the impact of training and development
on employee performance, job satisfaction and employee motivation. The study
employed library and internet research, especially in literature review. The
descriptive method of were collected using questionnaires and interview method
four hypotheses were tested using chi-square (x2) statistical method of
analysis. The results from the findings show that training and development
improve employee performance, job satisfaction, employee motivation, and
organizational performance. Base on the findings, the conclusion is that
training and development received by the staff of First Bank Nigeria Plc and
Zodiac Hotels Ltd have improved employee performance, job satisfaction,
employee motivation and organizational performance. The recommendation of the
study is that training and development should continue since there is significant
relationship between training and development and employee performance, job
satisfaction, employee motivation, and organizational performance.
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
Studies have shown that the success of
most organization does not depend entirely on how well such organizations are
financed but also on how well the individuals working in the organization are
experienced. The experience acquired by these individuals does not simply come
out of the blues, but as a result of the opportunities given to them to acquire
such experience through training and development. It has been noted that in
every organization whether in the public or private sector, individuals who are
found to be more productive are those have a wealth of experience on their jobs
which they have acquired through training and development. This is why in the
contemporary times; many employees in Nigerian organizations who were initially
averse to the concept of training and development embrace the idea, as they had
realized the importance of training and developing their employees. The above
explained why Ubeku (1984) maintains that the process of training and
development is continues one.
Money spent on training and development
is money well invested. He noted that in organizations, employees who have not
received adequate training before being assigned responsibility lack the
necessary confidence with which to carry out the responsibilities of the job. This
is so because it is only then that the employee believes he knows what is
expected of him regarding the job, and because he can do it, his enthusiasm for
the job increases. Consequently, as noted by Donnelly (1992) and employee in
this position is more likely to originate ideas as to how best to carry out the
task of job. And employees who are not trained tens to cling to the methods
they are frightened of doing the job in a different way, because something
might go wrong and that risk they cannot take. The concept of training and
development is not task of educational institution alone. This explains why in
December 1976, (according to Ubeku 1984) the then federal commissioner for
labour in his address to the 4th Annual General meeting of the Nigeria Employee
Consultative Association stressed the role of employers in training their
employees to be able to carry out their responsibilities effectively. He
explained among other things that: The development of staff cannot be entirely
the concern of our educational institutions. It is also the responsibility of
other institution. Every enterprise, whether public or private, necessarily
does considerable on the job training, some of which organized and some
haphazard and accidental. You as employees must realize. You as employees must
realize or recognize the overriding importance of the development of human resource,
without which we cannot overcome the continuing shortage of trained people as
we strive to throw off the bonds of economic backwardness and seek to achieve
the social and economic objectives of our development plans. The anxiety of the government and other
private organizations over the scarcity of trained manpower in the country has
been translated into action in the form of institutions with the Nigeria
economy.
However, one may be tempted at this
juncture to ask what exactly is training and development? According to
Armstrong (2006), training is the modification of behaviour through experience,
and development is a change toward the better. Based on this, it then shows
that an organization which has in its policy, the concept of training and
development has paved way for its success and survival, and subsequently
employment of optimal performance on the part of the employees or workers. Considering
the benefits of staff training and development, one can categorically state
that, it is in dispensable necessary for attainment of organizational goals. It
plays a large part in determining the effectiveness and efficiency.
1.2 STATEMENT OF PROBLEM
The inherent problems of inefficiency,
poor job standard and other symptoms of poor job performance as a result of
inadequate skills and low man power in the organizations under study can be
improved by investigating.
1). How training and development improve
employee performance.
2). How training and development improve
job satisfaction.
3). How training and development improve
organizational performance.
4). How training and development improve
employee motivation
1.3 THE OBJECTIVES OF THE STUDY
1. To find out how training and
development improve employee performance
2. To investigate how employee
motivation through training and development improve employee
performance.
3. To find out how training and
development improve job satisfaction.
4. To find out how training and
development improve organizational performance.
The Impact of Training and Development on Organizational Performance
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