- PROJECT TITLE: THE IMPACT OF TRAINING AND DEVELOPMENT ON ORGANISATIONAL PERFORMANCE: A STUDY OF SOME SELECTED FIRMS IN THE SERVICE INDUSTRY DEPARTMENT: BUSINESS ADMINISTRATION
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This research investigated the impact of training and development on organizational performance mainly in the service industry. The investigation focused on the impact of training and development on employee performance, job satisfaction and employee motivation. The study employed library and internet research, especially in literature review.
The descriptive method of were collected using questionnaires and interview method four hypotheses were tested using chi-square (x2) statistical method of analysis. The results from the findings show that training and development improve employee performance, job satisfaction, employee motivation, and organizational performance. Base on the findings, the conclusion is that training and development received by the staff of First Bank Nigeria Plc and Zodiac Hotels Ltd have improved employee performance, job satisfaction, employee motivation and organizational performance. The recommendation of the study is that training and development should continue since there is significant relationship between training and development and employee performance, job satisfaction, employee motivation, and organizational performance.
1.1 BACKGROUND OF THE STUDY
Studies have shown that the success of most organization does not depend entirely on how well such organizations are financed but also on how well the individuals working in the organization are experienced. The experience acquired by these individuals does not simply come out of the blues, but as a result of the opportunities given to them to acquire such experience through training and development. It has been noted that in every organization whether in the public or private sector, individuals who are found to be more productive are those have a wealth of experience on their jobs which they have acquired through training and development. This is why in the contemporary times; many employees in Nigerian organizations who were initially averse to the concept of training and development embrace the idea, as they had realized the importance of training and developing their employees.
The above explained why Ubeku (1984) maintains that the process of training and development is continues one.
Money spent on training and development is money well invested. He noted that in organizations, employees who have not received adequate training before being assigned responsibility lack the necessary confidence with which to carry out the responsibilities of the job. This is so because it is only then that the employee believes he knows what is expected of him regarding the job, and because he can do it, his enthusiasm for the job increases. Consequently, as noted by Donnelly (1992) and employee in this position is more likely to originate ideas as to how best to carry out the task of job. And employees who are not trained tens to cling to the methods they are frightened of doing the job in a different ways, because something might go wrong and that risk they cannot take.
The concept of training and development is not task of educational institution alone. This explains why in December 1976, (according to Ubeku 1984) the then federal commissioner for labour in his address to the 4th Annual General meeting of the Nigeria Employee consultative Association stressed the role of employers in training their employees to be able to carry out their responsibilities effectively. He explained among other things that:
The development of staff cannot be entirely the concern of our educational institutions. It is also the responsibility of other institution. Every enterprise, whether public or private, necessarily does considerable on the job training, some of which organized and some haphazard and accidental. You as employees must realized. You as employees must realize or recognize the overriding importance of the development of human resource , without which we cannot overcome the continuing shortage of trained people as we strive to throw off the bonds of economic backwardness and seek to achieve the social and economic objectives of our development plans.
The anxiety of the government and other private organizations over the scarcity of trained manpower in the country has been translated into action in the form of institutions with the Nigeria economy.
However, one may be tempted at this juncture to ask what exactly is training and development? According to Armstrong (2006), training is the modification of behaviour through experience, and development is a change toward the better. Based on this, it then shows that an organization which has in its policy, the concept of training and development has paved way for its success and survival, and subsequently employment of optimal performance on the part of the employees or workers.
Considering the benefits of staff training and development, one can categorically state that, it is in dispensable necessary for attainment of organizational goals. It plays a large part in determining the effectiveness and efficiency.
1.2 STATEMENT OF PROBLEM
The inherent problems of inefficiency, poor job standard and other symptoms of poor job performance as a result of inadequate skills and low man power in the organizations under study can be improved by investigating.
1) How training and development improve employee performance.
2) How training and development improve job
3) How training and development improve organizational performance.
4) How training and development improve employee
1.3 THE OBJECTIVES OF THE STUDY
1. To find out how training and development improve employee performance
2. To investigate how employee motivation through training and development improve employee
3. To find out how training and development improve job satisfaction.
4. To find out how training and development improve organizational performance.
There is no significant relationship between training and development, and employee performance.
There is no significant relationship between training and development and employees jobs satisfactions.
There is no significant relationship between training and development and organizational performance.
There is no significant relationship between training and development and employees’ motivation.
1.5 SIGNIFICANCE OF THE STUDY
Training and development of employees constitutes the very foundation upon which the success of a business firm depends. This study is necessary to educate entrepreneurs, managers on the need to formulate well articulated employees training and development policies for the firm. This study is designed to help the human resources department understand the necessity for proper implementation of the training policies of their
It is also to expose employees to the benefits they stand to gain if they are properly trained and developed their employees.
The study is also geared towards giving customers excellent services when training and development of employees are effective, customers will be satisfied and continuous patronage will be achieved.
The study seeks to emphasize the need for which the human resources department must seriously embark on post training and development evaluation on a regular
1.6 MOTIVATION OF THE STUDY
The interest of the researcher is to have a deep understanding of the study as a master in business administration and to discuses in detail the training and development programmes in the industry. Since most twenty first century fast investment geared towards services industries.
1.7 SCOPE AND LIMITATIONS OF THE STUDY
A study of training and development is limited to staff training function of the personnel managers in the Hotel
Industry and Banking Industry using First Bank Nig Plc and Zodiac Hotel Limited Enugu as the case study. The project intends to use the staff training problems in the study organizations to identify, analyze and present the importance of staff training under the personnel management in the service industry.
In the course of this research, the researcher encountered some problems, which one of them was inability to get the attention of the staff of the study organization. The research also was constrained by
1.8 FORMATE FOR THE STUDY
The format for the study is presented below:
Review of related literature
Data presentation and analysis.
Summary of findings, conclusion
1.9 DEFINITION OF TERMS
According to Armstrong (2006), training is the use of systematic and planned instruction activities to promote
Munford and Gold (2004) an attempt to improve managerial effectiveness
through a learning process.
Stoner, Freeman and Gilberth (1999) performance is the measure of how
effective and efficient an organization is in achieving its objectives.
Stoner, Freeman and Gilberth (1995) define efficiency as the ability to minimize the use of resources in
achieving organizational objectives.
Stoner, Freeman and Gilberth (1995) it is ability to determine appropriate
objectives “doing the right thing”.
According to Onwuchekwa (1993)
technology is a set of actions by a
business organization to achieve its stipulated goal.
Churchman (1968) defines environment as something that lies outside the organization or system that is outside the systems control but determine in part how the system performs.
According to Scott (1981) organization is a system of coordinated activities of groups of people working co-operatively towards a common goal under authority and leadership.
Robbins (1998) defines productivity as a
measurement of performance in term of its effectiveness and efficiency.