Staff Training & Development As A Tool For High Employee Performance In An Organization

Staff Training & Development As A Tool For High Employee Performance In An Organization

Abstract

Most banks in Ikeja in Nigeria, in recent years are facing the challenges of labour turn over due to lack of job training of their employees. More so, most banks in Ikeja keep downsizing their employees and recruiting new ones as a result of changes in their services and work processes driven by technological trends and competitive environment. Therefore, it is logical for employees to keep changing their methodologies, thus giving room for continuous training and development. The objective of this study was to examine whether employees’ training and development enhances work efficiency in Zenith bank in Ikeja and aimed at finding out the adequacy of training and development programme provided to the staff of Zenith bank. Primary data were used for the study, which were generated through the use of questionnaires. The study is a descriptive research method and adopted the system theory. To guide the study, three research questions and hypotheses were posed. The study took a sample of 154 respondents from a population of 250 from the total population of staff in Zenith bank, Ikeja, used as case study. The study also reveals that inadequate skilled personnel, equipment and gross corruption especially on the part of health workers gravely affect the performance of Zenith bank. The study therefore concluded that for training and development to have significant impact on organizational performance, employees need to be motivated during training programs. It was recommended that organization should introduce reward system for outstanding performance so as to motivate employees to always put in their best during each training session.

Chapter One

Introduction

1.1 Background of the Study

Training refers to the teaching or learning activity carried on for the primary purpose of helping members of an organization acquired and apply the knowledge, ability, skill and attitude needed by the organization.

Training and Development of an employee cannot be overlooked especially in the bank sector as it forms the umbilical cord of proficiency and greater efficiency which remain the trademark of any organization. Broadly speaking, training is the act of increasing knowledge and skill of an employee in doing a particular job.

According to M.C. Far Land (2006) training is the term used to describe the process through which organization build the skill and abilities of non-managerial employee. Development on the other hand includes the process by which manager and executives acquire not only the skill but competence in their present job but also capacity for future managerial task increasing scope.

Development is not as specific that, it is more general in application. In this context, it is used in the relation to the process of helping management improve the managerial administrative skills and decision making process, qualities, competencies and achieving motivational and consequently productivity of employer, by wing training to motivate employees, it will definitely result in increase in productivity. Training tends to be connected with non managerial employee while development refers to managerial staff.

1.2 Statement of the Problem

Competition has affected employees effective and efficient performance hence they are not having required needed skills, knowledge, attitude and the technical know-how to enhance their professional performance at their job level.

The level of performance of most staff has been very low and discouraging thereby having negative effect on the overall performance of corporate objective of the bank. These are the problems that prompted this research work:

• Low level of performance in service delivery
• Competition in the banking sector

1.3 Research Questions

1. What type of training programmes is available to employees in selected banks in Ikeja?
2. How often is development programmes mounted for employees in selected banks in Ikeja?
3. What are the impacts of training and development programmes on the productivity of the employees in banks in Ikeja?

1.4 Objectives of the Study

The main objective of this is to find out the adequacy of training and development programme provided to the employees in selected banks in Ikeja, Lagos State of Nigeria.

Specifically, the study intends to:

1. Identify the type of training schemes available to the employees in selected banks in Ikeja in Lagos.
2. Ascertain how often the development programmes are mounted for
   employees in these banks in Ikeja.
3. Determine the impact of training and development programmes on the employee’s performance in the selected banks in Ikeja.

1.5 Statement of Hypotheses

The under listed null hypotheses were tested in this study at 0.05 level of significance.

H01: There is no significance difference between the mean ratings of senior and junior employers regarding the type of training schemes available to employees in banks in Ikeja.

H02: There is no significance difference between the mean ratings of experience and inexperience employers in respect of how often the development programmes are mounted for employees in selected banks in Ikeja.

1.6 Significance of the Study

In Nigeria today, the desire of rapid economic development and technological advancement make this study a subject of significance. To this end, various debates, researches, Conferences and Seminars have been conducted by workers.

This study will be of invaluable assistance to Management Development Institutes, employers of labour, the government, policy makers, politician, administrators, human resources personnel, researchers, students and future administrative leaders.

It is expected that the study will inform the heads of organizations that to increase workers performance, 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 employee’s ‟ job satisfaction and self- actualization”.

Nonetheless, 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. Finally, the study will aid management to introduce modern schemes for training and development; to be able to meet the challenges of change in the future.

1.7 Scope and Limitation of the Study

The study centers on workers in the banking sector in Ikeja, Lagos state, focusing mainly on Zenith bank, Ikeja branch. Workers who have at one time or the other been a part of the training conducted by the bank’s training school. This study is limited to Zenith bank, Ikeja, because; it cannot cover all the branches across Nigeria. The scope of this study covers the period of 2007 – 2011

It is a big branch, with a considerable staff strength that could facilitate adequate reliability and validity of the study. Moreover, accessibility and/or availability of data to the researcher coupled with time and financial constraints can limit the scope.

1.8 Definition of Concepts

Effects were made at defining the following terminologies used in this study to avoid ambiguity and elicit proper understanding.

Human Resource Management:

This is the way organizations manage their staff and help them to develop (McCourt & Eldridge 2003, 2) in order to be able to execute organizations’ missions and goals successfully.

Human Resource Development:

This is the integration of individual, career and organization development roles in order to achieve maximum productivity, quality, opportunity and fulfillment of organizations members as they work to accomplish the goals of the organization (Pace, Smith & Mills 1991, 6).

Training:

This is a type of activity which is planned, systematic and it results in enhanced level of skill, knowledge and competency that are necessary to perform work effectively (Gordon 1992).

Development:

This is a broad ongoing multi-faceted set of activities (training activities among them) aimed at bringing someone or an organization up to another threshold of performance, often to perform some job or a new role in the future (McNamara 2008).

Manpower:

Total supply of personnel available or engaged for a specific job or task (Business Dictionary)

Planning:

This is an act of formulating a program for a definite course of action (Financial Dictionary)

Employee Performance:

This is defined as the outcome or contribution of employees to make them attain goals (Herbert, John & Lee 2000) while performance may be used to define what an organization has accomplished with respect to the process, results, relevance and success Uganda National Development Program (1995). Afshan et al. (2020) define performance as the achievement of specific tasks measured against predetermined or identified standards of accuracy, completeness, cost and speed. Employee performance can be manifested in improvement in production, easiness in using the new technology, highly motivated workers.

Chapter Five

Summary, Conclusions and Recommendations

5.1 Summary

The aim of this study is to determine whether motivation is effective in achieving higher productivity among workers in Zenith bank, other relevant areas which the study highlighted are: the reaction of the workers towards their duties when motivation is employed by the employer and how the managers can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goals of their establishment.

The general description of the area of study, which depicted the inevitability of motivation in achieving higher productivity in an organization, was stated. In the course of the study, statement of problem such as; workers leaving the organization due to poor motivation, their unwillingness to perform their duties well and how to motivate them to achieving desired productivity level were pointed out. To ascertain the application of the motivational techniques by the organization concerned and to know the problem inhibiting the success of the employees’ motivation in the organization forms essential part of the objectives of the study. Questions relating to the objectives and problems were also looked at.

The study looked into some review literatures that covered different models and theories on motivation by different scholars, various definitions given by several management scholars, different means of motivating workers or simply type of motivation and the importance of motivation. Various textbooks, journals, articles and other scholarly materials were used to get terms, ideas, concepts and academic as well as professional viewpoints.

The management team of Zenith bank, together with important officers of the organization were selected as the study population with the use of simple random sampling. Both primary and secondary data were also used for this research work. The primary data was based on questionnaire while the secondary data was based on published and unpublished works. The data collected were processed and analyzed through the use of t-test statistics.

5.2 Conclusion

Human resources (personnel) in any organization remain the most invaluable asset for growth and development, hence training and retraining is essential components of manpower development. Training and personnel development is a mixture of activities aimed at improving the performance of personnel in organizations for the attainment of continuous improvement in productivity. Training and human development assists employees to learn how to use the resources in an approve way that allows organization to meet its desired output. Staff are required to perform varied competences in their profession that will make then saleable in the labor market. It is the possession of these skills needed by the labour market that will enable them contribute maximally to banks in Ikeja and national development of the Nigerian nation. However, for the organization and government to make training and personnel development to become effective in the service cycle, they have to tackle the challenges of introducing new orientations on training contents, training evaluation, attitudes to training and training utilization.

5.3 Recommendations

The essence of training and development in banks in Ikeja cannot be over emphasized. It has been observed that training is very important in every aspect of an organization. It enhances the efficiency of staff, increases output and motivates employees for better performance.

It has been discovered that training and human development are not isolated from human resources. Even in the advanced countries and in most computerized organization, training and development cannot be overlooked because; human are the ones to operate this equipment.

From the findings, the following recommendations were made:

Organization is seen to be effective and efficient if there is demonstrable increase in productivity, therefore, any training and personnel development must be based on proper analysis of its contribution to the effectiveness and efficiency of an organization. Staff should be expose to regular professional training areas such as foundation, career or development, preservice and off-the-job-pupilage training as to enhance their productivity in the organization. It is also necessary for the staff to be exposed to seminars, conferences and workshops to enable them keep abreast with the challenges posed by modern business offices.

The development programmes of managers should be done on yearly or regular basis; hence training involves systematic, professional and development of skills, knowledge and attitude necessary for performing specific schedule of duties. There should be free flow of information to enable all the staff aware of the training and development programme available both internally and externally.

There should be effective utilization of integration of resources, physical and human will to yield high output or performance. Also, on-the-job and in-house methods of training should be used extensively by organizations and government, especially in the training of junior staff as they tend to be cheaper and more effective.

Zenith bank should also introduce reward system for outstanding performance so as to motivate employees to always put in their best during each training period. This will assist them in identifying those staff that has special skills and talents. Zenith should expose all their staff to training at least once in every year. This will make the employees to meet up with the changes in their services and work processes as may be driven by the competitive environment.

Instead of downsizing those employees with years of experience and recruiting new ones, banks in Ikeja should rather invest in (committed to) training and development of their experienced staff. This will help them to reduce the cost of frequent recruitment and selection.

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