Effect of Training and Development on Employees Job Performance in an Organization: a Case Study of First Bank Plc, Headquarter Marina, Lagos.
CHAPTER ONE
OBJECTIVES OF THE STUDY
The objectives of this study are:
1. To identify existing training programs at First bank Plc, Headquarter marina, Lagos
2. To evaluate the effectiveness of these training programs in First bank Plc, Headquarter marina, Lagos
3. To find out if the training programs have impacted on employee and the firm’s overall performance.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
CONCEPTUAL FRAMEWORK
Concept of Training
Training is the methodical gaining and improvement of knowledge, skills, and behaviours imperative for employees to complete the job responsibilities or to perform better in their work environment. (Tharenou, Saks and Moore, 2007). Based on various other studies training can also be interpreted as, intentionally improve attitude, knowledge or skill via learning in order to attain improved performance in a specific task or variety of tasks (Beardwell and Holden, 2001:324). Its major goal is to improve individual competences and to be equipped to meet the current and future needs of the organisation. EMPLOYEES TRAINING TRAINING DESIGN · Pretest trainees · Select training methods · Plan training content TRAINING DELIVERY · Schedule training · Conduct training · Monitor training The exponential rate of technological advancement of information and technology reduces the time frame which knowledge and skills become out-dated. This makes it impossible for skills required by employees for work to remain stagnant. As a result, it is paramount for employees to align their personal development goals to that of their organisation and their own future growth. It is also important for the Human Resources Department to take into consideration the current and future requirements and goals of the organisation when designing, planning and implementing employee training programmes (Holden, 2001). Despite these different views, it is important to note that the reviews by all the scholars imply that training helps in the improvement of employee performance. Consistent profitability of any business venture is largely determined by the level of employees’ quality and their performance improvement via training and continuous learning. Human Resources experts agree that organisation strengths lie in the best of its employees indicating the importance of training being in tandem with employee training needs (Noe, 2008). In the same vein, Bratton and Gold (2000) confirm that effective cooperate leaders understand that their competitive edge in today’s market place is their workforce.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried to effect of training and development on employees job performance in an organization using Selected first bank Plc, Lagos as case study form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
TEST OF HYPOTHESIS
HO1: Training programs of first bank Plc, headquarter marina, Lagos is not effectively administered to staff of the bank.
H1: Training programs of first bank Plc, headquarter marina, Lagos effectively administered to staff of the bank.
HO2: There is no significant impact between staff training and employee performance in first bank Plc, headquarter marina, Lagos.
H1: There is significant impact between staff training and employee performance in first bank Plc, headquarter marina, Lagos.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effect of training and development on employees job performance in an organization
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of training and development on employees job performance in an organization
Summary
This study was on effect of training and development on employees job performance in an organization. three objectives were raised which included: To identify existing training programs at First bank Plc, Headquarter marina, Lagos, to evaluate the effectiveness of these training programs in First bank Plc, Headquarter marina, Lagos and to find out if the training programs have impacted on employee and the firm’s overall performance.. The study adopted a survey research design and conveniently enrolled 80 participants in the study. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from first bank plc, Lagos state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
On the whole, the study sought to investigate the impact of training and development on employee performance using first bank pls as a case study for findings and recommendations provided. First bank plc will need to take action to correct its training and development package, and make sure the processes involved are duly followed. The findings of this research indicates that the various training undergone in first bank plc has impact in employee performance but the management needs to look into the training package. From the results of the study, it can be concluded that first bank plc as invested in the training and development of employees, however the management needs to look into the various training programmes
Recommendation
Identification of training needs should be done more professionally in conjunction with the line manager as well as the individuals involved together with the HR/Training manager. Everyone involved should agree exactly to what the trainees are lacking.
There is need for a well structured training calendar which can be used monthly at the first ban plc to inform/prepare employees ahead about trainings that are likely to hold for the month. The training calendar will also help the Training manager to keep proper track of the training package
It is vital to evaluate training in order to assess its effectiveness in producing the learning outcomes specified when the training intervention is planned, and to indicate where improvements or changes are required to make the training even more effective. The basis upon which each category of training is to be evaluated should be determined at the planning stage while considering how the information required to evaluate learning events would be obtained and analyze
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