The Impact of Training on Workers’ Performance
Chapter One
OBJECTIVE OF THE STUDY
This study hopes to achieve the following objectives:
- To look at the impact of training on workers’ performance in the organization.
- To look at the various strategies of training in organizations.
- To identify the various ways of evaluating programmes in organizations.
- To find out the problems associated with the training of workers in organizations and suggest solutions to such problems by way of recommendations.
- To enhance people’s knowledge of training as an important phenomenon in the management of human resources in organizations.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPTUAL AND THEORETICAL REVIEW
Chandrasekar (2011: P.17) explained that, workplace have two types of impact on employees‟ moral, productivity and engagement positive and negative, if you give a good work environment the effect will be positive. According to Garavan (1997: P.32) without any pre-training employee cannot perform easily. According to Flynn et al. (1995:659) organizational goals can be achieved effectively if employees of those organizations are provided sufficient training and development. Training and development should have significant role for the development of employee‟s performance. According to Drucker (1999: P.69), the one contribution a manager is uniquely expected to make is to give others vision and ability to perform. Training is the organized procedure by which people learn knowledge or skills for a definite purpose. Cole (2002: P.330), defines training as a learning activity directed towards the acquisition of specific knowledge and skills for the purpose of an occupation or task. Gordon (1992: P.235), defines training has the planned and systematic modification of behaviour through learning events, activities and programs which results in the participants achieving the levels of knowledge, skills, competencies and abilities to carry out their work effectively. Grobler et al (2006: P.125) described training as the use of specific means to inculcate specific learning, using techniques that can be identified and described. These techniques and methods should be continually improved. Armstrong (1996: P.11), emphasizes that training should be developed and operated within an organization by appreciating learning theories and approaches if the training is to be well understood. Training refers to the acquisition of the skills, knowledge and competencies required to perform a task, by means of teaching. Noe et al. (1986: P.49) defines training as, a planned effort to facilitate the learning of job-related knowledge, skills, and behaviour by employees. Training therefore can be explained as a planned and systematic effort by management aimed at altering behaviour of employees, in a direction that will achieve organizational goals. Armstrong (2001: P.32) defines training as the use of systematic and planned instruction activities to promote learning. Reynolds (2004: P.16) defined training as a set of activities which react to present needs and is focused on the instructor and contrasts with learning as a process that focuses on developing individual and organizational potential and building capabilities for the future.
Training is the systematic development of the attitude and skill behaviour pattern required by an individual in order to perform adequately a given task. It develops their skills, changes their attitude towards work and builds their loyalty to the company hence improved performance. Training is aimed at helping the employees obtain knowledge and skills required in performing and being able to develop their abilities to the full, within the areas that are relevant to the organization. For training to be effective, it should improve the performance and ability of the trained employee. Training addresses gaps between an ideal and an optimal stage of development. Rothwell (2006: P.234), categorize them into two sets, to fill up a performance gap (identified during the performance management process) and to fill up growth gap, (to be promoted or to be able to fill another open position in the organization). Schmidt et al. (1992: P.208) refers to three methods for identifying training needs: the generic methods, performance analysis, and competency assessment. Training can only be performed when it has determined which employees should receive training, their current levels, knowledge and skills. Trainers identify how employee should perform and then design a training program to fit the employees required skills. However, the assessment of the individual will indicate the range of skills and knowledge that is to be acquired.
BENEFIT OF TRAINING
The purpose of training is mainly to improve knowledge and skills, and to change attitudes or behaviour. It is one of the most important potential motivators which can lead to many possible benefits for both individuals and the organization. According to Cole (2002: P.330) training can achieve:
- a) High Morale: Training not only improves the basic skill and knowledge of employees but also moulds their attitudes towards organization’s activities and generates greater loyalty.
- b) Higher Productivity: Training provides opportunities for employees to learn different skills, knowledge and technical know-how. This enables them for better performance in the actual work place thereby leading to increase quantity and quality of output.
- c) Quick Learning: A well planned and systematic training program provides opportunity for trainee for quick learning because, it reduces the time and costs involved in training.
- d) Better Management: A manager can make the use of training programs for better management of organizational activities. It facilitates overall management functions by providing efficient and capable human resource.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to impact of training on worker’s performance
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information on impact of training on worker’s performance. 200 staff of Nigeria Telecommunications, Nigeria Prison Service, Power Holding Company of Nigeria (PHCN) and the Federal Road Safety Corps in Benin, Edo state were selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in 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 on worker’s performance
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 on worker’s performance
Summary
This study was on impact of training on worker’s performance. Five objectives were raised which included; To look at the impact of training on workers’ performance in organization, to look at the various strategies of training in organizations, to identify the various ways of evaluating programmes in organizations, to find out the problems associated with the training of workers in organizations and suggest solutions to such problems by way of recommendations, to enhance people’s knowledge on training as an important phenomenon in the management of human resource in organizations. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Nigeria Telecommunications, Nigeria Prison Service, Power Holding Company of Nigeria (PHCN) and the Federal Road Safety Corps in Benin, Edo state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up electricians, human resource managers, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
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 organizations, 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 organizations 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.
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. Most employee development occurs through job experiences. Development is most likely to occur when there is a mismatch between the employee‟s skills and past experiences, and the skills required for the job. There are several ways that job experiences can be used for employee these include the enlargement of current job, job rotation, and promotion to positions with greater challenge.
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