ABSTRACT
This project is a review of improving employee performance using training perspective. The Statement of Problem identified  were lack of qualified instructors  and consultants to undertake training courses, lack of essential training tools, lack of effective communication within  the  organization  which  makes  it  impossible  for  most employees  to  know  about training opportunities available to them and lack of effective employee training package.To meet  the  general objective,  the study will  focus  on the  following  specific  objectives:  to determine the effect of quality of instructors and consultants on training courses, to assess the impact of training tools on training programme, to examine the role of communication in a The descriptive survey method was used and the research tool was questionnaire. 250 staffs answered the  questionnaire.  Frequency percentages and criterion mean score of 7.51 were used in  data analysis using Chi-square  formula and presentation  was done by the use of tables. Yaro Yamani’s Statistical formula and Bourley’s proportion allocation formula were used for the sample size determination of 154 from a total population of 250  staffs. The findings from the study, it was discovered that training tools have a very strong impact on a training programme.  Finally,  solutions and recommendations  were  proffered  that periodic seminars and workshop  which are not too expensive should be  organized  for all staff to acquaint  them  with current  changes  in management  techniques  and  current  development programme. The write up is duly summarized.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any organization not everyone is fully equipped with the ability for handling every task he is assigned. Training has been developed by organizations as a means of empowering workers to achieve this task. It has been the main factor for influencing the employees’ skills and abilities. People working in any organization either individually or
in groups or in teams have never been able to handle their tasks on their own until and unless they provide healthy support to each other while working on their targets.
Manpower training and development must be based on a need analysis derived from a comparison of “actual performance’’ and behavior with “required performance’’ and behavior. Manpower training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.
Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce In turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.
Training is like sharpening an existing skill in order to reflect the trends in technology and other social cultural environmental changes of an organization. Performance is the goal of today’s competitive business world and training can be a spring board to enhance performance. The aim is to enable them contribute their full measure to the welfare, health and development of the organization. The main objective of training and development in service organization is to increase efficiency of employees with the
resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.
The principal intention of training is to equip people with the knowledge required to qualify them for a particular position of employment or to improve their skills and efficiency in the position they already hold.
Manpower training and development therefore, improves the effectiveness and efficiency of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of training and development used by organizations for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think training and development are expensive try ignorance’’. While training and development prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.
This study works to bridge the gap between employees’ abilities, skills and knowledge of work and organizational goals and objectives. It also necessitate that management should build their interest in continuously training their employees according to requirement of working environment and positively perceiving and responding their feedback.
1.2 STATEMENT OF THE PROBLEM
This study which deals with the training of employees in organizations is intended to find out the efficiency and effectiveness of training and development programme in employee performance improvement. For this reason, it encounters numerous problems which range from:
1) Lack of qualified instructors and consultants to undertake training courses,
2) Lack of essential training tools,
3) Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them,
4) Lack of effective employee training package.
1.3 OBJECTIVES OF THE STUDY
1.3.1 General Objective of the Study
The general objective of the study is to determine the factors that influence improvement of employee performance from a training perspective.
1.3.2 Main Objectives of the Study
To meet the main objective, the study will focus on the following sub objectives:
1) To determine the effect of quality of instructors and consultants on training courses,
2) To assess the impact of training tools on training programme
3) To examine the role of communication in a training programme
4) To establish the effects of training on employee performance.
1.4 RESEARCH QUESTION
1) To what extent does quality of instructors and consultants affect training courses?
2) What impact does training tools have on a training programme?
3) To what extent does communication affect training performance?
4) What effect does training have on employee performance?
1.5 RESEARCH HYPOTHESIS
Given the objective of the study, the following hypotheses are formulated:
Ho1. There is evidence to show that qualified instructors and consultants helps in the training course for employee performance improvement.
Ho2. There is evidence to prove that essential training tools influences employee performance improvement.
Ho3. There is a significant relationship to show that effective communication within the organization affects the employee performance improvement.
Ho4. There is evidence to show that appropriate measures could help effective employee training package.
1.6 SIGNIFICANCE OF THE STUDY
The research will be beneficial to all organization and their staff as it emphasized the need and encourage the establishment of policy guidelines on the efficient and effective training and development programme for employee performance improvement.
It will help managers of various organizations to generate ideas and solution to problems based on the best way to run training in their organization in order to achieve desired goals and objectives.
It will equally be useful to small scale business, large corporations, universities, college
of education and to the government.
It will also help researchers to know more about training programme as a tool for improving employees’ performance.
Finally, it will be of great value to students as a point of reference and will equally form
the basis for further research study.
1.7 SCOPE OF THE STUDY
The scope of this research is limited to improving employee performance using training perspective.
1.8 LIMITATION OF THE STUDY
Its major limitation was the problem of getting information from the institution under study. For organizations, there is always the fear of giving out information to the public as such, vital information needed was not readily available.
Inadequate Time- Time factor constituted the major limitation of this study. It related to the fact that the time for research work was short because it was combined with lectures, studies and examinations.
Negative Attitude of Respondents- The problem facing the researcher with regards to the respondents relates to the non-cooperation and uncompromising attitude of some respondents in giving out relevant information or facts. They looked upon the researcher as spy, resulting in withholding some of the useful information needed.
Disappointment from Respondents- The difficulty of getting the respondents to complete the questionnaires in time was another problem facing the researcher. This is because most respondents complained of inadequate time, since they are paid nothing to complete the questionnaires. Hence they never kept their appointments.
This material content is developed to serve as a GUIDE for students to conduct academic research
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