Effects of Training on Employee Performance.
CHAPTER ONE
Objectives of the Study
In light of the above background, the aim of the study is to examine the effects of training on employee performance within the telecommunication industry in Ogun State Nigeria. The sub goals included are as follows:
- What training programs exist in the telecommunications sector?
- What are the training objectives ?
- What methods are used and do these methods meet the training objectives?
- How does training affect employee performance?
CHAPTER TWO
LITERATURE REVIEW
Conceptual Review
Human Resource Management
Human Resource Management involves the management of the human resources needed by an organization and also being certain that human resource is acquired and maintained for purposes of promoting the organization’s vision, strategy and objectives. In other words, HRM focuses on securing, maintaining, and utilizing an effective work force, which organizations require for both their short and long term survival in the market. In order for HRM to achieve its organizational objectives, managers should perform a number of basic functions which represent what is often referred to as the management process. It is worth noting that in the existing management literature, HRM functions have been differently classified by different researchers despite the fact that they all serve the same purpose of making available effective human resources. The basic functions being referred to above are human resource planning, organizing, staffing, leading, and controlling. In relation to the above and a focus in this study are Briscoe’s (1995, 19) core HRM functions: staffing, training and development, performance appraisal, compensation and benefits, union and employee relations and health and safety.
CHAPTER THREE
METHODOLOGY
This chapter presents a description of the methodology that is employed in the study. It spells out the techniques and methods of sampling, data collection, processing, analysis, and the area in which the study is carried out. The chapter also highlights the limitations and problems encountered while collecting data.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
This chapter presents the analysis and discussion of the findings to the study. The data is presented inform of Tables and Charts. Where data could not be quantified, it is explained. Presentation of findings has been organized in accordance with the study objectives.
CHAPTER FIVE
SUMMARY CONCLUSION AND RECOMMEDATION
Summary
The present study examined the influence of training on performance. It further presents that organizational performance is significantly determined by training imparted to the em-ployees or in other words training is an important anteced-ent of performance. Performance of an organization relies on the employee commitment which in turn depends on the HR policy of training and development. The study of relationship of the employees’ training with performance is important for today’s managers because the modern business trends demands more efficiency, accuracy and effectiveness in less time and cost and this can be achieved only through design, development and deployment of excellent training programs to the employees. By introducing more training programs in the organization employees become interested to get more knowledge about their jobs which eventually helps them in getting promotions among their peer groups. Since training has significant influence on employee’s work commitment and performance, it is important to reinforce and apply train-ing as part of organizational agendas in achieving organiza-tional goals.
Conclusion
The importance of training and development in the corporate world has been highlighted in the previous literature. Thus, it is essential to examine any issues related to training and development in any business sector. The purpose of this study is to examine the effects of training on employee performance within the telecommunications industry in Nigeria. Moreover, sub goals are developed to facilitate a clear achievement of the purpose of the study. These include (1) what training programs exist in the telecommunications sector, (2) what are the training objectives, (3) what methods are used and do these methods meet the training objectives, and finally (4) examine the effects of training on employee performance. The sample of the study is based on the three biggest telecommunication companies operating in Nigeria.
The findings reported in this study suggest that training and development have an impact on the performance of employees with regards to their jobs. This result is broadly consistent with prior management literature on training and development. In order to gain more specific knowledge of training and development from the sample companies, different questions are presented to the respondents and thus examined. These questions are focusing on employee participation in training, selection for training, methods of training and relevance of training to the work of the respondents. The above questions have been of particular interest because they facilitate an understanding of the training practice in the companies under study. The results from the questions on employee participation in training and selection for training indicate that these companies have good and perhaps clear policies regarding training and development as most of the respondents indicated that they have participated in training and that most of them were provided with opportunities to train under the compulsory practice of the company for all employees and/or on joining the company. In examining the question relating to the training programme quality, the results indicate that the sample companies’ programmes are relevant as considered by the respondents` opinions.
It may conclusively be stated that training to a big extent leads to an improved employee’s performance but still it is not the sole factor that leads to good performance rather it is a combination of factors. A lot of future research can be done on different factors in banking industry, but specifically in re-lation to employees’ performance factors like training needs assessment, training programs design, development, & de-ployment are important to study for knowing their effects on the resultant employees’ performance in banking industry. The role of managerial and leadership factors in employees’ training and performance is also of unique importance and thus required to be investigated because a good manager or leader either increase or decrease the efficacy of training which in end affect employees’ performance. The employee’s compensation also has significant effect on the performance because the employees which are not paid well often show poor performance.
Recommendations
- Since the study has revealed that training positively influences employee performance by having a positive influence on employee performance, training should be conducted time to time to ensure that employees have the necessary engagement to change processes, innovation; better performance and job enthusiasm for enhanced employee and organizational performance. The fact that the top level management and non-level management are more likely to be induced in taking new tasks compared to the middle level management staff indicates a gap in readiness of the middle level management in taking new tasks. Thus the organization should design specific training programmes that target this group of employee with the aim of enhancing their readiness in taking up tasks and accepting change. Further the organization should carry out an audit to find out why training most likely motivates the top level to be committed to taking initiatives in helping other employees but not the other cadres of employees.
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