Impact of Training and Development on Employee Job Satisfaction in Nigeria a Case Study of First Bank of Nigeria Plc Asaba Delta State
CHAPTER ONE
Objective of the study
- To assess the effectiveness of current T&D programs implemented in various organizations within Nigeria, focusing on their design, delivery, and outcomes.
- To quantify the relationship between T&D initiatives and employee job satisfaction, identifying key factors that influence this relationship.
- To identify the main barriers and challenges faced by organizations in Nigeria in implementing effective T&D programs.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
INTRODUCTION
Training and development are two complementary processes that are interdependent, rather than sequential or hierarchical. Both are essential for employees, the organization, and their impact (Fashola & Osinbanjo, 2014). Training and development refer to techniques that equip employees with the relevant skills, knowledge, and competence required to improve their performance on current and future jobs. Similarly, training is a process that develops employees’ effective, cognitive, and psychomotor skills to enhance their productivity and assist organizations in developing employees (Ezeani & Oladele, 2013). To staff an organization with competent personnel, both large and small organizations require extensive training to acquire the necessary skills, knowledge, abilities, and competencies (SKAC) required to contribute substantially to an organization’s growth (Gbemi, Alegelege, Unegbu & Babalola, 2020). Leading writers have long recognized the significance of training as a central role of management (Wayne, 2015). Training, both physical, social, intellectual, and mental, is critical in facilitating not only the level of productivity but also personnel development in any organization (Otoo, Abledu, & Bhardwaj, 2019). Training and development play a crucial role in the impact of an organization. According to Obi-Anike and Ekwe (2014), the aim of training and management development programs is to enhance employee and organizational capabilities. A training need arises when there is a gap between an employee’s existing performance (or group of employees) and the desired performance. Skill analysis is required to assess whether such a gap exists. Training is essential for leadership development success. The goal of training and development is to enhance employees’ skills, and traditional or conventional training may be formal or informal. To sustain economic growth and effective performance, it is vital to optimize employees’ contribution to the organizations’ aims and goals through training and development.
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 constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine Impact of training and development on employee job satisfaction in Nigeria. First bank of Nigeria plc Asaba Delta State 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.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Impact of training and development on employee job satisfaction in Nigeria. A case study of first bank of Nigeria plc Asaba Delta state. 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 Impact of training and development on employee job satisfaction in Nigeria
Summary
This study was on Impact of training and development on employee job satisfaction in Nigeria. A case study of first bank of Nigeria plc Asaba Delta state. Three objectives were raised which included: To assess the effectiveness of current T&D programs implemented in various organizations within Nigeria, focusing on their design, delivery, and outcomes, to quantify the relationship between T&D initiatives and employee job satisfaction, identifying key factors that influence this relationship and to identify the main barriers and challenges faced by organizations in Nigeria in implementing effective T&D programs. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from first bank, Delta state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
This study examined the impact of training and development (T&D) on employee job satisfaction at First Bank of Nigeria PLC in Asaba, Delta State. The findings underscore the critical role that T&D programs play in enhancing employee job satisfaction. The study found a significant positive correlation between the availability and quality of T&D programs and the level of job satisfaction among employees. Employees who participated in well-structured and relevant training programs reported higher levels of job satisfaction. T&D programs were found to improve employees’ skills, knowledge, and competencies, leading to better job performance and higher satisfaction. Employees valued opportunities for professional growth and felt more competent and confident in their roles. Employees who benefited from T&D programs exhibited stronger organizational commitment. They felt more valued and appreciated by the organization, which translated into greater loyalty and reduced turnover intentions. Despite the positive outcomes, the study identified several challenges in implementing effective T&D programs, including limited funding, inadequate infrastructure, and variability in the quality of training. These challenges can hinder the full realization of the benefits of T&D. The case study of First Bank of Nigeria PLC provided sector-specific insights, highlighting the importance of tailored T&D programs that address the unique needs and challenges of the banking sector.
Recommendations
Based on the findings of this study, the following recommendations are proposed to enhance the impact of T&D on employee job satisfaction at First Bank of Nigeria PLC and other organizations in Nigeria: Organizations should allocate sufficient resources to develop and implement comprehensive T&D programs that address both immediate job requirements and long-term career development goals. Ensuring that these programs are well-funded and supported is crucial for their effectiveness.
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