Training Types and Their Impact on Employee Job Satisfaction
Chapter One
Objective Of The Study
- To identify existing training types at First Bank PLC, Delta State.
- To evaluate the effectiveness in improving employee’s performance.
- To find out if the training types have impacted on employee morale and the firm’s overall performance.
CHAPTER TWO
LITERATURE REVIEW
CONCEPTUAL FRAMEWORK
CLARIFICATION TRAINING
As one of the major functions within Human Resource Management, training has for long been recognized and thus attracted great research attention by academic writers (see e.g. Gordon 1992, Beardwell, Holden & Claydon 2004). This has yielded into a variety of definitions of training. For example, Gordon (1992, 235) defines training as the planned and systematic modification of behavior through learning events, activities and programs which result in the participants achieving the levels of knowledge, skills, competencies and abilities to carry out their work effectively. It is worth nothing that, as researchers continue with their quest into the training research area, they also continue their arguments into its importance. Some of these researchers argue that the recognition of the importance of training in recent years has been heavily influenced by the intensification of competition and the relative success of organizations where investment in employee development is considerably emphasized (Beardwell et al. 2004). Related to the above, Beardwell et al. (2004) add that technological developments and organizational change have gradually led some employers to the realization that success relies on the skills and abilities of their employees, thus a need for considerable and continuous investment in training and development. 3.2 Benefits of training The main purpose of training is to acquire and improve knowledge, skills and attitudes towards work related tasks. It is one of the most important potential motivators which can lead to both short-term and long-term benefits for individuals and organizations. There are so many benefits associated with training. Cole (2001) summarizes these benefits as below: 22
- High morale – employees who receive training have increased confidence and motivations;
- Lower cost of production – training eliminates risks because trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste; 3) Lower turnover – training brings a sense of security at the workplace which in turn reduces labor turnover and absenteeism is avoided;
- Change management – training helps to manage change by increasing the understanding and involvement of employees in the change process and also provides the skills and abilities needed to adjust to new situations;
- Provide recognition, enhanced responsibility and the possibility of increased pay and promotion;
TRAINING AND DEVELOPMENT METHODS
Nadler (1984:1.16) noted that all the human resource development activities are meant to either improve performance on the present job of the individual, train new skills for new job or new position in the future and general growth for both individuals and organization so as to be able to meet organization’s current and future objectives. There are broadly two different methods that organizations may choose from for training and developing skills of its employees. These are on-thejob training given to organizational employees while conducting their regular work at the same working venues and off-the-job training involves taking employees away from their usual work environments and therefore all concentration is left out to the training. Examples of the on-the-job training include but are not limited to job rotations and transfers, coaching and/or mentoring. On the other hand, off-the-job training examples include conferences, role playing, and many more as explained below in detail. Armstrong (1995) 25 argues that on-the-job training may consist of teaching or coaching by more experienced people or trainers at the desk or at the bench. Different organizations are motivated to take on different training methods for a number of reasons for example;
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
A research design means the instrument aimed at identifying variable and third relationship of one another, this is used for the purpose of obtaining data.
For this study work, survey research design was adopted, couples of questionnaires were personally distributed to the respondents and the same method adopted to collect the completed copies of the questionnaire distributed.
Population of the Study
The target population of this study comprises 25 employees of First Bank PLC, Delta. The aggregate number of employees which formed the population of First Bank PLC consists of 25 employees. The population to be observed will cover entire employee of First Bank PLC, Delta.
Sample Size and Sampling Technique
Sample is the part of the population diocese for the study. Sampling Technique is referred to the process used in selecting participants for a research project. Thus, the sampling technique adopted in this study is the census sampling technique which is the process of taking a sample data of a population has equal chance of being selected without bias.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Demographic Characteristics of Respondents
A total of 25 copies of the questionnaire were issued. Therefore data contained in 25 copies of the instrument that were correctly completed were adopted.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
SUMMARY OF FINDINGS
With respect to the objectives of this study, the following findings were revealed by the researcher.
Data collected revealed that First Bank PLC, Delta state state started introducing its training types at the time the company began its operations, till date. Most employees have had some form of training.
The research also revealed that the purpose of training and development activities at First Bank PLC, Delta state is to achieve both individual and organizational performance. However the basic purpose of training as shown from the introduction is to improve the knowledge and skills of employees. It is also to change the attitudes and behavior of the employees for the purpose of enhancing the effectiveness of the organization as a whole and increase performance.
The rapid changes in technology also require that employees possess the knowledge, skills and abilities needed to handle the new processes and production techniques in order to be ahead of other competing organizations. Thus, there was the need to find out the major purposes for which First Bank PLC, Delta state trains its employees because reasons may differ per organization.
According to the Human Resources Manager, employees at First Bank PLC, Delta state are trained in order to improve their skills, knowledge, abilities, competencies, behavior and confidence. The ultimate objective however is to help improve both individual and organizational performance.
The difficulty has always been the basis for evaluating the impact of employee training on the performance of the firm. The initial approach was to use the productivity approach by evaluating the contribution of each unit of labor to the company’s profit. If each unit of labor was contributing more to profit over time then one could conclude that labor was more efficient and could thus connect it to training. However, the non-availability of information on labor makes this approach difficult to utilize. Thus the new approach to be adopted though not the most efficient but the most expedient based on available information would be to analyze the growth of profit. If profit has indeed grown then we go further to analyze the basis. This could either be an increase in income or decrease in expenditure. I analyzed income per unit invested in the company. If every unit invested is resulting in more income then we can conclude an improvement in efficiency. Since the entity’s main input is labor then we can go further to conclude that labor is thus contributing more to the performance of their firm and then also go further to state the contribution training would definitely have made.
CONCLUSION
First Bank PLC, Delta state has training types for its employees.. All employees no matter their qualification, age or rank consistently go through training. Training has been effective with its core objective being to improve individual and organizational performance as can be seen from the improvement in returns per unit invested in expenditure as well a consistent increase in income and profit. The training types is structured, planned and systematic and has resulted in improvement in skills, efficiency and performance as well as the acquisition of new skills and knowledge. Training has had an effect on the performance of the firm with increased profits and income as well as an increase in income per unit of expenditure invested. First Bank PLC, Delta state however, should consider the possibility of other training types besides
Since it was discovered that not all employees were motivated with the current training types an increasing of available options can help to tackle this. Competition in the banks in Nigeria continues to increase with the continuous emergence of new players. Thus, it is important for banks to invest if they intend to stay ahead of their competitors.
RECOMMENDATIONS
- First Bank PLC current in-house training types is effective but the company should also consider enabling employees to further their studies to improve their qualifications.
- First Bank PLC should also continue with its training with periodic analysis of the program to ascertain its effectiveness, the certainty that the program caters to the specific needs of its employees and that program is in line with developments of the time.
- First Bank PLC should increase transparency to let the public know their contribution to the Nigerian system at large
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