The Effect Of Training On Worker’s Performance In An Organization

Project and Seminar Material for Human Resource Management (HRM)

Abstract

A survey research design was used for this study. The survey design was appropriate for this study because it allowed investigation of possible relationships between variables as well as data collection from broader category and comparisons between variables. The study population was 25workersat Lagos FM, Lagos.

All the workers were sampled for data collection making the sample size 25. The data was collected by use of a questionnaire. The data analysis involved frequencies, means, percentages, analysis of variance and bivariate analysis in form of cross tabulations. The findings were presented using Tables and figures.
On the role of training on employee performance the study showed that in general training enhances employee performance in change processes.

Training most likely motivates the top level to be committed to taking initiatives in helping other employees. This case may not apply for the middle level management and the non-management worker. Secondly the study also showed that training enhances employee engagement in innovation. Thirdly, the study showed that training enhances better performance among employee and lastly the study showed that training enhances employee enthusiasm to work.

On the role of training on employee motivation the study showed that training enhances employee motivation as it allows for employee recognition within the organization. Likewise training aligns employees to the organizational goals at Lagos FM. On the other hand training enhances positive leadership traits in the organization’s leaders. Lastly training facilitates motivation for work performance.

Chapter One

Introduction

1.1 Background to the Study

An organizational strength could be improved teaming works for effective performance. The development of human resources has spanned through some period of time in history. It began with the process of transforming skills and knowledge to younger generation through apprenticeship.

Today the transfer process has become broader and more sophisticated; this is because of the completion and dynamic environment where increase in technological advancement is. Therefore, as the environment especially business environment changes with people present in such environment have to change with it in order to move the pace of the responsibility of training and developing their workforce so that they can fit the jobs they are given in order to perform efficiently.

One of the ways by which an organization responds to change is manpower training, training in most cooperate organizations not only in this but other profit and non profit. By manpower, we refer to the human resources of an organization. It refers to the totality of workforce or employees regardless of their classification or designation. In a broader sense, an organizational manpower encompasses the skills, energies, knowledge and talent available in the organization including the individual goals. Training constitutes a major aspect of the job performance of any worker as it affects the way they behave and perform their job in the organization. The process of training in an organization is a continuous one and organizational money spent on the training of the worker is money well invested. Workers, who have not received adequate training before being assigned with responsibility, lack the necessary confidence with which to carry out their job. Worker should be helped to grow by systematic training. Job training can bring about confidence and enthusiasm among workers, people are trained to have confidence and improve their level of performance of the job. Both the federal and state government recognized the importance of training in the development of the nation and the entire workforce.

Therefore, efforts have been make to raise the standard in the country, some of these efforts include expansion of facilities in higher institution like college of education, Polytechnics and Universities for training of both senior and middle level management. Establishment of Nigeria Council of Management and Administrative Staff College of Nigeria (CASCON) established in 1971, 1972 and 1913 respectively. There are also appreciable effort on the part of cooperate bodies such as Nigeria Institute of Management (NIM), Center for Management Development and the Administrative Staff College where provided facilities for training.

1.2 Statement of Research Problem

The significant aspect of human resources in any organization cannot be overemphasized. They constitute a basic element in meeting and attaining the goal or success of the organization. They are the pivot on which an organization revolves. Modern day organizations are now becoming complex as a result of technological advancement that have resulted to changes in the organization. The dynamic nature of the organization made the manager to always embark in decision and evaluation in order to attain the predetermined goals. In this study, the following problem areas shall be addressed.

To examine the necessity for training in an organization.
To examine the challenges of staff training.

1.3 Research Questions

Does effective training improve worker’s performance?
Does staff training contribute to the attainment of corporate objective?
Is there any significant difference between the trained and untrained staff in the performance in an organization?

1.4 Objective of the Study

To identify existing training programs at Lagos FM , Lagos
To evaluate the effectiveness in improving worker’s performance.
To find out if the training programs have impacted on employee morale and the firm’s overall performance.

1.5 Research Hypothesis

The hypotheses for the study are:

H0: There is no significant impact of job training on employees performance.
Hi: There is significant impact of effective job training on employees performance.
H0: There is no significant impact of effective orientation training on employees performance.
Hi: There is significant impact of effective orientation training on employees performance.

Chapter Five

Summary, Conclusion and Recommendations

5.1 Summary of Findings

With respect to the objectives of this study, the following findings were revealed by the researcher.

Data collected revealed that Lagos FM , Lagos started introducing its training program at the time the company began its operations, till date. Most employees have had some form of training.

The research also revealed that the purpose of training and development activities at Lagos FM , Lagos is to achieve both individual and organizational performance. However the basic purpose of training as shown from the introduction is to improve the knowledge and skills of employees. It is also to change the attitudes and behavior of the employees for the purpose of enhancing the effectiveness of the organization as a whole and increase performance.

The rapid changes in technology also require that employees possess the knowledge, skills and abilities needed to handle the new processes and production techniques in order to be ahead of other competing organizations. Thus, there was the need to find out the major purposes for which Lagos FM , Lagos trains its employees because reasons may differ per organization.

According to the Human Resources Manager, employees at Lagos FM , Lagos are trained in order to improve their skills, knowledge, abilities, competencies, behavior and confidence. The ultimate objective however is to help improve both individual and organizational performance.

Concerning the second objective of this study, the following findings were made:

It is very essential that the employees who undergo the training know the objectives for each training program they undertake. Employees’ knowledge of the reason for which they undergo training will help them be focused and enable them appreciate the program. It will in the long-run also reflect in the growth of the radio station through the profits, reduced time periods on the job among others. The radio station however is also certain and confident of a strong employee base who are ready to work under changes in the radio station sector that may occur and also replace the experienced employees who may retire or leave the business. The Human Resources Management manager stated that the objective for which their employees undergo training is to help them improve on their performance, acquire more skills, meet the required standards in the organization, as refresher courses to learn their processes and procedures so they become more efficient. The respondents also affirmed this, all the respondents said the objectives are to improve on their performance an also enable them acquire new skills. Some out of the 25 also added that the training programs are to enable them work on a higher task based on a promotion; learn a new advancement in the industry and also an opportunity for them to brainstorm in order to develop strategies for the radio station.

Effects of Training on Employee Performance

Employees are motivated to work better on the job if they are made to feel their employers think of their well-being. Training is one strategy that employers can however adapt to make employees feel this way. When employers put in place training programs for their employees, they become aware of the desire of their employers to see them improve, thus will be motivated to work better. Therefore, the study sought the opinion of the respondents whether they are motivated and satisfied with the training program of the radio station.

The results shows that, majority of respondents are motivated and satisfied with the training programs provided by the organization. It is very important that the employees are motivated and satisfied with the training programs put in place by the organization. This is because being motivated will boost their morale thus enabling them to work hard to achieve the corporate goals and mission of the organization and help them live up to the institutions corporate values.

It is vital in accessing the effectiveness of the training programs provided by the organization to not only obtain the perspective of management but the trainees (employees) as well. The data revealed that employees were able to identify specific improvements to their development as a result of the training they have obtained and were also able to clearly state that the training provided over the years has been beneficial to them in terms of the improvement as well as the acquisition of new skills and knowledge, improved efficiency and also believed that training had enabled them contribute to the growth of the institution. Their ability to clearly identify these things highlights the effectiveness of the training provided. Labour is a major input in the operations of any entity.

Efficient labour has a direct impact on the output of the firm and productivity of the firm. Analysis of productivity can be simplified by accessing the output per unit of input. The more output per unit of input the more productive a firm is. The main focus of this study is on employee training and development and the impact of such skills, knowledge, efficiency and performance on the performance and productivity of the individual employees. This is based on the basis that employees do not perform well until they have become aware of what they are to do and how to do it.

It is therefore essential to note that it is the knowledge, skills and efficiency gained that will make the individual employees more effective. The data revealed that training results in improvement of Skills, Knowledge, Efficiency, and Performance.

It is interesting to note that De Cenzo and Robbins (2001), stated that “training is basically a learning experience, which seeks a relatively permanent change in an individual’s skills, knowledge, attitudes or social behavior.” The elements they highlighted seems to be similar to the aspects of the employee the training program provided by the firm seems to have tackled.

The difficulty has always been the basis for evaluating the impact of employee training on the performance of the firm. The initial approach was to use the productivity approach by evaluating the contribution of each unit of labor to the company’s profit. If each unit of labor was contributing more to profit over time then one could conclude that labor was more efficient and could thus connect it to training. However, the non-availability of information on labor makes this approach difficult to utilize. Thus the new approach to be adopted though not the most efficient but the most expedient based on available information would be to analyze the growth of profit. If profit has indeed grown then we go further to analyze the basis. This could either be an increase in income or decrease in expenditure. I analyzed income per unit invested in the company. If every unit invested is resulting in more income then we can conclude an improvement in efficiency. Since the entity’s main input is labor then we can go further to conclude that labor is thus contributing more to the performance of their firm and then also go further to state the contribution training would definitely have made.

5.2 Conclusion

Lagos FM , Lagos has training programs for its workers.. All employees no matter their qualification, age or rank consistently go through training. Training has been effective with its core objective being to improve individual and organizational performance as can be seen from the improvement in returns per unit invested in expenditure as well a consistent increase in income and profit. The training program is structured, planned and systematic and has resulted in improvement in skills, efficiency and performance as well as the acquisition of new skills and knowledge. Training has had an effect on the performance of the firm with increased profits and income as well as an increase in income per unit of expenditure invested. Lagos FM , Lagos however, should consider the possibility of other training programs besides

Since it was discovered that not all employees were motivated with the current training programs an increasing of available options can help to tackle this. Competition in the radio stations in Nigeria continues to increase with the continuous emergence of new players. Thus, it is important for radio stations to invest if they intend to stay ahead of their competitors.

5.3 Recommendations

Lagos FM current in-house training program is effective but the company should also consider enabling employees to further their studies to improve their qualifications.
Lagos FM should also continue with its training with periodic analysis of the program to ascertain its effectiveness, the certainty that the program caters to the specific needs of its employees and that program is in line with developments of the time.
Lagos FM should increase transparency to let the public know their contribution to the Nigerian system at large

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