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THE IMPACT OF STAFF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY, A CASE STUDY OF SOME SELECTED BANK IN IBUSA DELTA STATE.
1.1 BACKGROUND TO THE STUDY.
The unprecedented growth in staff training activities in the industrialized world since the Second World War tends to obscure the fact that the concept of management as a body of knowledge with its specialist skills only began to gain general acceptance between year 1925 & 1939.
Consequently, it is currently recognized that managers must receive continuous training throughout their working life to keep abreast of new performance, the fact that facilities for training are available does indeed help to some of the insecurity and frustration inherent in this situation. Only quote sophisticated companies have good rotation, planned, reading and special project committees.
My curiosity into this topic has emanated as a result of the rapid growth in the banking industries. According to Marcel Okere (1982:19) “Rapid multiplication of banks and their financial institution has raised the question of whether quality financial personnel are scarce” any training programme however should aim to make.
It’s possible for the people of industrial to realize maximum productive usefulness in his work as well as provide for the process of aiding the employee performance in gaining more through attitude action knowledge and skills.
Employees should be helped to grow into more responsibility by systematic staff training, who have not receive adequate training before being assigned with the responsibility that would lack the necessary confidence with which to carry out any job assigned to them. Also training for some banks industry and commercial is concerned with the acquisition of those knowledge, skills, techniques and experience or observation which may enable an employee to make his most effective contribution to the combined effort of the team of which he is a member. Its objective may be to prepare the individual to carry out his present job satisfactorily or to prepare him for greater responsibility. There could be only one justification for the investment of time, money and any other resource for the staff training and development on organizational productivity activities and this is that it can contribute to the profitability of the company staff training activities often lead to many other highly desirable side effects especially in the area of employee moral and individual relation. For example staff training activities properly planned, conducted and exhausted help to raise the productivity of the enterprise through the more effective use of human resource.
In the recent years, banks and other financial institution have been paying more attention to the training staffs. The primary reason for the establishment of career programme is to ensure that a sufficient supply of managerial technical and professional skills and talents is well maintained and well developed to meet the strategic needs of the company or organization in the future as regards changing environment, period of growth or maturity and uncertainty and market demand. Management needs to study and understand the ways in which individual grow develop.
Tracy (1974:813), the different parties interested in organizations training programme said and quoted “demands for more effective training comes from all sides, from the government which sees training as a means of solving critical social and economic problem from management, which sees training as a drain on enterprises resource with few return on investment and from other employees who may see it as means of advancing their career “since we know that training is the adjustment of the workers or employee attitude and skills as well, it is not so surprising therefore that some may either resist the change or fail to adopt well in the way other will. However, improvement or development, of organizational productivity does not always or seen to lead to the satisfactorily indicate that sound training has been given to the trainer or received by the trainee as well as “Sikula (1977:7) puts it “if organization invest in staff training and management development programmes it expects to derive considerable benefit from them.
The human resources is the most important and most costly resource of any organization and for this reason it is very necessary that this resource contribute effectively to the objective of the organization through improved performance, there is therefore need for training.
Thus, this is a function of every department of an organization through the immediate supervisor of employees as well as the secondary function of the personnel department not only for them to up data the wealth of knowledge of the worker, but also to teach them entirely the new techniques when the job demands for it.
1.2 STATEMENT OF THE PROBLEM.
The impact of staff training and development on organizational productivity has been a major concern in the country for some time (decade) a great deal has been said and written about the rote of personnel training human resources management of any organization.
In fact it is a source of high level manpower in an organization. This has been treated and touched as a problem in most countries. There has been hindrance in the process of achieving the organizational goals with regards to producing quality personnel for the organization or banks as the case may be.
As training is a very necessary factor in the development of personnel’s some identified major problems that would normally require the framing of staff include:
1. The negative attitude to work due to the poor knowledge of the work.
2. Lack of interest in ones job.
3. Low productivity without the training of staff in his area of the industry there be less in the profits making.
4. Excessive absentee son rate.
5. Excessive complaints.
7. High reject or low quality output.
8. High incidence of accidents.
1.3 PURPOSE OF THE STUDY.
The major purpose of this research study is to find out how staff training means to educate employee and to determine from this, the extent to which training programme contribute to the improvement in employee performances. The researcher tries to find out how to carry out training programmes for worker or employees. This study proceeds to explore the content relevance of the type of training package administered on the employees especially on the management staff and subordinate staff (junior staff).
In addition, the researcher attempts to relate the staff training environment to that of the work place including facilities in order to see how this affects employee’s performance.
1.4 RESEARCH QUESTION.
This research study centers on staff training and employee performance but specifically on senior staff management in this banking sector in Delta State, mostly in Ibusa. In order to address these issues that is involve in this research study, some research question are posed. They include:
1. How does the staff training affect the the organizational productivity?
2. How can the organization improve on their organizational productivity with the impact of staff training and development?
1.5 SIGNIFICANCE OF THE STUDY.
This study will challenge the manage in today’s Nigeria demand that he should no longer sit down and watch, but must act to ensure that wind of change does not blow away the business.
This study is significant, because it finds out the determinant of staff training programme in our organization especially in banking industry. How those programmes are run and the effect they have on employee’s performance since performance is a function of individual attitude and attribute work effort and organization. The study focuses the attention of the manager on those factors whose absence irrespective of sound staff training skill result in low employee performance with the finding of the study manager and trainer would be able to design the content of their training programmed to reflect the training need of employee.
Training will then bear relation with what the employee will be expected to perform after the training.
With this study, one can say that is useful for both the personnel manager and all those who have subordinate in carrying out all very important aspect of the function of training.
The result of this study would enable managers at the top management level to understand usefulness of the development of the career as a beneficial tool for a corporate success.
1.6 SCOPE OF STUDY.
The scope of the study is therefore narrow down to the senior staff and junior staff management in banking sector in Ibusa, Delta State.
The study has been restricted to any selected banks from the banking industry in Ibusa, Delta State. Choice of the banking industry is due to the fact that has accessibility of this sector is easier than most large business and multi-national as well.
1.7 LIMITATION OF THE STUDY.
In the course of conducting this research work, the research encounters some hindrance that stood as limitations to the study.
* Human Factors: In this limitation of the study is that many of the respondent were reluctantly or discourage to fill the questionnaire and the researcher had to take time to explain to them why they should fill it, some gave no certain or definite response which was very difficult for the research to analyze summaries and draw up conclusion.
* Time Factor: One of the restrictions was that there was no time from the period the research started the study to the deadline of the study to be submitted.
* Limitation: This research study was also faced with many other problems chiefly was that there were inadequacy of time and financial resources to enable the researcher to move round the city and distribute more questions to move bank ahead.
1.8 OPERATIONAL DEFINITION OF TERMS.
This is to enable easy understanding of some research report the following concepts have been defined as they are used in this study.
1. Training: This helps educate someone narrowly mainly by instruction, drill and discipline, it is regarded as applying principally to the improvement of skill and hence to learning how to perform specific tasks.
2. Employees: This is the human factor of the organization. Thus, this is the life of any organization and it is with life of any organization and it is with the help of those people and other factor of production that the attainment of the organization objective is possible.
3. Performance: This simply refers to the ability of an organization to achieve a stated standard efficiently the best way to measure performance is to set specific objective to save as standard for measuring performance. This is a measure of the employee’s contribution to the achievement of the organization goal.
4. Management: This is get a positive result and it is a process planning, Controlling, Coordinating and organizing the work force in order to get a positive results and it is a process of controlling and making of decision in a business or similar organization.
5. Organization: This is the condition or state of being organizing and it is an organizing group of people in am efficient way.
6. Programme: This simply means a series of item in a concert or a course of study. It is also a plan of future event, activities etc.
7. Production: This simply means the act of manufacturing, growing, extracting etc things in large quantities in order to get to the final consumer.
8. Corporate: This simply means the process of uniting people of group of persons.
9. Bank: This simply means an organization or a place that provides a financial service.
10. Industrial: These are those things that are related to the industry.
11. Leadership: This is a social influencing process for the attainment of goal and objective.
12. Communication: This is a process of transferring ideas or information from the sender to the receiver through a medium, in order to get a feed back.
13. Development: This is a process of improvement of an individual or company to a level of achievement.
14. Business: This is an act of any inter related activities that is aimed and directed in profit making.
15. Motivation: This is the energizing force that induces or compels and maintain behaviours of employees work.
16. Context: This is a technical body and a technical knowledge of skills worker or person.
17. Satisfactory: This is an acceptance native or standard, good enough for a purpose.
18. Career: This is the time one spends and the process one makes in a particular job.
19. Respondent: This simply means a person to whom a question is to be answered.
20. Questionnaire: This simply means a written or printed list of questions that is to be answered by a number of people or individuals.