The Impact Of Staff Training And Development In Organizational Performance: A Case Study Of Niger Mills Company Limited, Calabar

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The Impact Of Staff Training And Development In Organizational Performance: A Case Study Of Niger Mills Company Limited, Calabar


Abstract


The study examined the impact of staff training and development in organizational performance with Niger Mills Company Ltd, Calabar as the case study. A sample population of 180 employees was used for the study. The data for this study was generated from well structured questionnaires administered on the sample population. Three of the formulated hypotheses were tested using the Pearon’s products Moments correlation coefficient techniques and t-test to validate the work. The result of the test revealed that training and development of employees in Niger Mills Company Ltd, Calabar nearly enhance greater growth and performance, a motivated employee training and development in Niger Mills Company Ltd, Calabar really lead to job satisfaction in this organization. It was recommended that staffing training and development should be handed by personnel manager in this organization, the training and development practices should be incorporated into this company’s policy framework, staff in this organization should be allowed to attend seminars/workshops as well as refresher courses regularly to update their knowledge/skills so as to boost level of productivity among others.


Chapter One


Introduction

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 wellinvested. 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 the Problem

Training is currently in a state of crisis around the world mostly due to the harsh economic climate. As a result, organizations are forced to cut down on training budgets as one of the first line of items to reduce expenses. This means that the lofty ideas about continuous learning and professional development of employees have to give way to concrete justification with convincing evidence that they will deliver bottom-line results and contribute to the achievement of organizational objectives (Kirkpatrick & Kirkpatrick, 2016). The current economic challenges and crisis in the training/development world can result in low-level productivity of employees, which invariably affects the performance of organization. Some organizations incur many losses inform of wastage arising from mistakes made by workers who lack the specific skills needed to perform their jobs effectively. This however influences employees job satisfaction.


1.3 Objectives of the Study

The general aim of this study is to investigate the impact of staff training and development in organizational performance.

Specifically, the study will;

  1. Identify the benefits of training and development.
  2. Ascertain if there is a significant relationship between training and development of employees and greater growth and performance.
  3. Determine if there is a significant relationship between a motivated employee training and development and job satisfaction in the organization.

1.4 Research Hypotheses

The following hypothetical statements will be validated in this study;

  • H01: There is no significant relationship between training and development of employees and greater growth and performance.
  • H02: There is no significant relationship between a motivated employee training and development and job satisfaction in the organization.

1.5 Significance of the Study

The outcome of this study is integral to management, members of staff, human resource management, and researchers in making informed decisions about employee training. Top management can make decisions that develop employee performance through organising training and performance development programs. Niger Mills Company Ltd, employees was used as a case study for the need for training and consistent participation as they have inside knowledge of Niger Mills business operations. This study will provide the human resource department with relevant information for appropriate planning and implementation of training and development programs. This study will also serve as reference material for additional studies into the subject matter.


1.6 Scope of the Study

The study is focused on investigating the impact of staff training and development in organizational performance. The study will however delve into identifying the benefits of training and development, ascertaining if there is a significant relationship between training and development of employees and greater growth and performance, and determining if there is a significant relationship between a motivated employee training and development and job satisfaction in the organization. The study will be carried out in Niger Mills Company Ltd, Calabar, Cross River State.


1.7 Limitation of the Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.


1.8 Definition of Terms

Employee:

A person who has been hired to do specific tasks.

Employer:

An employer is the authority which employs and pays employees for their labor. Employee Performance – This is an outcome of an employee to achieve a certain goal.

Organization:

An entity that involves one or more people coming together to accomplish a common goal or objective.

Performance:

The achievement of specific responsibilities graded against a pre-set standard of accuracy (Afshan et al. 2012).

Training:

An activity planned in a systematic fashion that results in a high level of enhanced skills and knowledge that is necessary to effectively and efficiently perform any task (Pace, Smith & Mills 1991).d

Development:

Munford and Gold (2004) an attempt to improve managerial effectiveness through a learning process


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the impact of staff training and development in organizational performance using Niger Mills Company Ltd, Calabar as case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was onthe impact of staff training and development in organizational performance using Niger Mills Company Ltd, Calabar as case study.The study is was specifically set to identify the benefits of training and development, ascertain if there is a significant relationship between training and development of employees and greater growth and performance, and determine if there is a significant relationship between a motivated employee training and development and job satisfaction in the organization.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 180 responses were validated from the enrolled participants where all respondent are employees of Niger Mills Company Ltd, Calabar, Rivers State.


5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. There is a significant relationship between training and development of employees and greater growth and performance.
  2. There is a significant relationship between a motivated employee training and development and job satisfaction in the organization.

5.4 Recommendation

Based on the findings the researcher recommends;

  1. Human Resource Managers and supervisors should make room for some input from employees regarding their training needs to ensure selection is fair and reflective of these needs.
  2. Stakeholders should ensure effective training design to enhance the status and self-fulfillment needs of the employees.
  3. Organizations and their training partners should adopt effective training delivery styles to ensure participants of training programs maximize the opportunity and contribute significantly to driving performance, growth, and competitiveness on the regional and global market.
  4. Management should ensure that training is considered a priority as it is a major confidence booster for employees and directly improves their overall performance.

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