THE
EFFECT OF TRAINING AND DEVELOPMENT ON EMPLOYEE’S PERFORMANCE IN SMALL SCALE
BUSINESS (A CASE STUDY OF SELGIC VENTURES NIGERIA LIMITED)
ABSTRACT
This
study titled “The effect of training and development on employee’s performance
in small scale business” is aimed at finding out the adequacy of training and
development programme provided to the staff of Selgic Ventures Nigeria Limited,
Abuja. The success of any organization is not only determined by the quality of
personnel available, but how adequate these human resources are harnessed and
co-ordinate towards achieving the goal of the organization. The importance of
training and development is more obvious given the growing complexity of the
work environment, the rapid change in organizations and advancement in
technology. Training and development assist the organizational members to
posses the knowledge and skills they need to perform their job effectively,
take a new responsibilities and adapt to ever changing conditions. The study is
a descriptive research and adopted the system theory. To guide the study,
design and a simple random sampling technique. Questionnaire was the instrument
used for data collections. The data collected was analyzed using the t-test
statistics. The finding indicated that: There is significant positive
relationship between training and development on employee performance. The
study recommends that organizations should make training and development of
their employees a regular activity. Training has to involve more than just
basic skill development. That is, to use training to gain a competitive
advantage organizations should view training broadly as a way of creating
intellectual capital. The organization should be effective in integration of
resources, physical and human capital. The organization should be effective in
integration of resources, physical and human will to yield high output or
productivity.
CHAPTER ONE
INTRODUCTION
1.1
INTRODUCTION
Training
and Development is a function of human resource management concerned with the
organizational activity aimed at bettering the performance of individuals and
groups in an organization.
Training
is the activity that is focused upon and evaluated against the job an employee
is currently holding.
Development
focuses upon the activities that the organization or employer as well as the
employee may partake in future and it’s almost impossible to evaluate.
The
effect of training and development in an organization cannot be over
emphasized, as it is the bedrock of organizational efficiency, proficiency and
profitability. Any organization that wants to stand the test of time must
engage both management and staff in training and development which is the
essence of this research work.
1.2
BACKGROUND
TO THE STUDY
Training
and development plays significant role in achieving organizational objectives
by keeping in view the interest of employees and organization (Stoner, 2002).
To achieve the organizational goals employee performance is important that
depends on a variety of factors. But training receives high importance as it
improves the skills, capabilities, confidence and competencies. Training
include ‘soft’ skills such as software training, management training. Whereas
development focuses upon the activities that enhances employees skills for
future. Employee development is a long term process that comprises, mentoring,
succession planning, coaching etc.
In
short to achieve the organization goals, role of human capital lead to
organization growth and development and human capital is totally related with
training, if your employee is trained he/she can perform better in
organizations. The main purpose of this study is to determined the effect of
training and development on organizational performance. Organizations should
focused more on training than on cost control and efficiency because
organization cannot get effectiveness without training and development.
1.3
STATEMENT
OF RESEARCH PROBLEM
Considering
the important role of training and development in bringing small scale business
to an enviable height, if those that are expected to execute policies of the
organization and manage public affairs are not trained and knowledgeable, there
would definitely be a problem. Obviously the achievement of the objectives for
which they were employed might be affected. As the popular adage says, “if a
naked man promises you clothes, ask him which one”. Where the human capital is
not planned, organizations will be confronted with the inability to deliver
quality service, inability to attract and retain the people required and
difficulty in the development and training of highly talented personnel.
Training on the job and some form of in-service training are examples of training
being designed or intended to develop the knowledge or expertise, greater
confidence and a higher degree of performance. 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. Staff development, on the other hand, implies
growth and the acquisition of wide experience for future strategies advantage
of the organization. Training is therefore a key element for improved
organizational competences. It helps to reconcile the gap between what should
happen and what is happening – between desired targets or standards and actual
levels of work performance. Thus the study focuses on the effect of training and
development on employee’s performance in small scale business.
Training
and development has a lots of employee’s performance. One of the factors which
are a point of hesitation for the employers is “cost”, used for the training
and development. Otherwise there is always a positive result from training and
development. Another factor is how the employee’s performance is being
influenced by training and development in context of Selgic Ventures Nigeria
Limited.
1.4
OBJECTIVE
OF THE STUDY
The
broad objectives of the study is to assess the effect of training and
development on employee’s performance in small scale business. The specific
objectives of the study are to:
1. To
ascertain the effect of training and development on employees performances
2. To
determine the challenges associated with training and development in small
scale business.
3. To
highlight the benefits of training and development in small scale business.
1.5 RESEARCH
QUESTION
In
this study, attempt will be made to provide answers to the following questions
Does
training and development influence the employee’s performance?
Is
there positive relationship between on-job training and employee performance?
Is
there positive relationship between training and development on employee
performance?
1.6 STATEMENT
OF THE HYPOTHESIS
In
order to justify the purpose of the
study and make answers available to the questions raised, the following
three hypotheses are formulated:
Hypothesis One:
Ho:
There is no significant positive
relationship between training and development on employee performance.
H1:
There is significant positive
relationship between training and development on employee performance.
Hypothesis Two:
Ho: Training and development does not
influence the employee’s performance
H1: Training and development do influence the
employee’s performance
1.7 SIGNIFICANCE
OF THE STUDY
It
is expected that the study will inform the Management of Selgic Ventures
Nigeria Limited and other organizations that to enhance employee’s performance
and increase productivity, there is the need to have and retain well trained
and motivated employees. It is also to help develop and maintain a quality work
life, which will provide an opportunity for employees’ job satisfaction and
self-actualization. Finally, it is to aid management of Selgic Ventures Nigeria
Limited to introduce modern schemes for training and development, to be able to
meet the challenges of change in the future.
1.8 JUSTIFICATION
OF THE S TUDY
Human
resource capital which is a vital factor that determines the success of every
organization can be achieved based on the kind of training and development
programmes such organization has in place. This study will be a significant
endeavour in promoting training and development at work place to motivate
employees’ as well as acquire skills and knowledge that will enhance
productivity. This study will be beneficial to the employer, employee and
people that hold strategic management positions. Effective training and
development in various organizations will lead to the use of effective human
resources. By understanding and improving training and development needs of
workers, organizations are assured of a competitive advantage.
Moreover,
the study will provide recommendations on how to evaluate training and
development programmes in organizations to ensure human resources development
and the achievement of organizational goals.
1.9 SCOPE
OF THE STUDY
Though,
the concept of training and development is so broad and significant to the
continuous survival of any organization. The small scale industry is service
oriented and constantly required customers satisfaction, the researcher shall
limit the study to Selgic Ventures Nigeria Limited.
1.1
DEFINITION
OF TERMS
1.
Training:
Training is the organized way in which organizations provide development and
enhance quality of new and existing employees. Training is viewed as a
systematic approach of learning and development that improve individual, group
and organization.
2.
Development:
Development refers to activities leading to the acquisition of new knowledge or
skills for purposes of growing.
3.
Employee
Development: Employee development is gaining an
increasing critical and strategic imperative in organizations in the current
business environment. Thus organizations need to invest in continuous employee development
in order to maintain employees as well as the organization success.
4.
Performance:
This is about employee effort. Employee performance is measured in terms of
input – output relationship. It is the measure of the efficiency with which
inputs or resources are utilized to create outputs. Performance is employee
productivity.
5.
Job
Performance: The work related activities expected of
an employee and how well those activities executed.
6.
Job
Satisfaction: This is the level of contentment
employees feel about their work, which can affect productivity.
7.
Job
Training: This is a method of preparing an employee to
perform task by providing them with information about the task, a demonstration
of its performance, an opportunity for employee to imitate the demonstration
and subsequent feedback.
8.
Motivation:
Motivation actually describes the level of desire employees feel to perform,
regardless of the level of happiness. Employees who are adequately motivated to
perform will be more productive, more engaged and feel more invested in their
work. When employees feel these things, it helps them, and thereby their
managers, be more successful.
9.
Organizational
Performance: This comprises the actual output or
results of an organization as measured against its intended outputs (or goals
and objectives).
10. Human Capital:
This refers to the skills, knowledge, and experience possessed by an
individual, viewed in terms of their value or cost to an organization.
REFERENCE
Armstrong,
M. (2003). Handbook of Human Resource Management Practice. 9th
Edition, U.K. London, Cambrian Printers Ltd.
Akuezuilo
and Agu (2002). Human Resources Management in Nigeria, Business Science Books,
Lagos.
Stoner,
J. and Gilbert, D. (2001). Management, New York: Prentice Hall Incorporation
FOR
THE REMAINING CHAPTERS OF THIS PROJECT PLS CALL; ADEFOLARIN OLAMILEKAN;
08134232272 OR 08073814436
TABLE
OF CONTENTS
Title page - - - - - - - - - i
Declaration - - - - - - - - - - ii
Approval page - - - - - - - - - - iii
Dedication - - - - - - - - - - iv
Acknowledgement - - - - - - - - - v
Abstract - - - - - - - - - - vi
Table of content - - - - - - - - - vii-viii
List of figure - - - - - - - - - - ix
CHAPTER
ONE
1.1
Introduction - - - - - - - - -
1.2
Background to the study - - - - - - -
1.3
Statement of the Problem- - - - - - - -
1.4
Objectives of the study- - - - - - - -
1.5
Research Question- - - - - - - - -
1.6
Statement of the Hypothesis- - - - - - -
1.7
Significance of the study- - - - - - - -
1.8
Justification of the study - - - - - - -
1.9
Scope of the study- - - - - - - - -
1.10
Definition of Terms - - - - - - - -
CHAPTER
TWO
REVIEW
OF RELATED LITERATURE
2.0 Introduction - - - - - - - - -
2.1 Conceptual Clarification - - - - - - -
2.2 Theoretical Framework - - - - - - -
2.3 Literature on the Subject Matter - - - - - -
CHAPTER
THREE
RESEARCH
METHODOLOGY
3.0 Area of study - - - - - - - - -
3.1 Research Design and Sources of Data - - - - -
3.2 Study Population and Determination of
Sample Size - - - -
3.3 Instrumentation - - - - - - - -
3.4 Procedure for Data Collection and Data
Analysis - - - -
3.5 Limitations of the Study- - - - - - - -
CHAPTER
FOUR
DATA
ANALYSIS, FINDINGS AND DISCUSSIONS
4.0 Data Analysis, Findings and Discussion - - - - -
4.1 Findings of the study - - - - - - - -
4.2 Discussion of the study - - - - - - -
4.3 English - - - - - - - - -
CHAPTER
FIVE
CONCLUSION
AND RECOMMENDATIONS
5.0 Summary of findings - - - - - - - -
5.1 Conclusions - - - - - - - - -
5.2 Recommendations - - - - - - - -
5.3 Proposal for further studies - - - - - - -
References - - - - - - - - -
Appendix - - - - - - - - - -
LIST
OF FIGURES
Figure 1: Research
Model
Figure 2: The Effect of
Training and Development Model
No comments:
Post a Comment