IMPACT OF STAFF DEVELOPMENT PROGRAMMES ON EMPLOYEE PRODUCTIVITY ( A CASE STUDY OF WEMA BANK PLC)
- Project Research
- 1-5 Chapters
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- Table of Content: Available
- Reference Style: Available
- Recommended for : Student Researchers
- NGN 3000
Background To The Study
Business is becoming more complex and human elements remain an indispensable component of its survival. Training is a sort of investment from which an organization expect some positive returns. It involves the development or modification of behaviour of employee in such a way that they become more effective at their duty post.
Flippo (2000) said that when employees have been selected, recruited and inducted, such employee must be developed to better fit the job and the organization since on one is perfectly fit at the time of hire. Soetan, (2005) also buttressed this point when he said that training is always necessary when requite skills, attitude and knowledge are either inadequate or completely lacking and when performance deficiencies that can be eliminated through training are identified.
However, training is often aimed at increasing performance, improving quality of work, raise moral as well as development of new skills, knowledge and attitude. Development on the other hand, is a hand is a learning activity which is directed toward future rather than present needs and which is concerned more with career growth than immediate performance. The focus of development tends to be from future manpower requirement and other growth needs of individual in the workplace.
Training and development are not synonymous. While training is the process of improving job behaviour of an employee in the immediate, development is future oriented often geared toward preparing an employee for greater responsibilities in the future.
Effective management of change calls for a dynamic human resources development policy to ensure that each staff in an organization possesses requisite knowledge, skills experience and expertise for the performance of his task.
The Administrative approach is based on the number of employees to be trained in one year at a particular period. The needs of the employee or the organization is not considered rather it depends on whose turn it is to go for training and the number of staff the budget can take care of. This approach, the employees is sent to improve his/her welfare either financially, academically or otherwise. The employees are sent for training for his/her personal benefit. In organization, a measure of polities exist as the employee interact with one another here, training selection is based on either or some of the following lobbying, setting rid of some troublesome employees and projection of individual’s personal image, his is know as political approach. The organization development approach is usually adopted where the management cadre in an organization are made to attend training programmes as a result of poor performance of a unit or division as the case may be.
In systematic approach, the need of the employee is identified from the gap between his actual performance and the desired performance. Periodic performance appraisal can provide very useful data to identify these need systematic approach to training is preferred in profit oriented organization because it is often job related and is directed toward the achievement of organization goals.
Training and development usually takes two forms namely:
· House training
· Off house training
In-house training is usually carried out within the organization, induction course, on-the-job training coaching programmes, etc here, the training is done in the normal work environment situation with the trainee using the actual tools, equipment and material that he/she will use when he/she is fully trained. On the other hand, off-house training takes place outside the organization, for instance management consultant and training institutions organized training programmes which employee attend evaluation training it decides whether training justifies it cost and whether it is doing what it set out to do.
1.2 Statement Of Problem
In line with recent changes in business circles, human resources department (HRD) have come to stay. This department is usually responsible for handling matters on training and development while personnel and administrative department which have been in existence are still in charge of all other matters. This is done to ensure that all employees are assisted with programmes to enable them acquire additional knowledge, skill and attitude with which to perform their jobs.
It is common knowledge that most companies recognize that most their principal asset lies within the skill of their employee at all level. Therefore, this research work is aimed at finding answer to questions relating to the impact of training on performance.
1.3 Research Questions
1. What type of training and development policies is available to workers in wema bank plc?
2. How often is development programmes mounted for workers in wema bank plc?
3. What are the impacts of training and development policies on the performance of the workers?
1.4 Objectives of the study
The main objective of this is to assess the Impact of staff development programmes on employee productivity in wema bank plc, Nigeria. Specifically, the study intends to:
- Identify the type of training and development policies available to the workers in wema bank plc.
- Ascertain how often the development programmes are mounted for workers.
- Determine the impact of training and development policies on the worker’s performance in the wema bank plc.
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 and development policies available to workers in wema bank plc.
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 workers in wema bank plc.
1.6 Scope Of The Study
Many organization spend a great deal time and money on training and development of their employee, however the management of some companies are often worried about the effectiveness of such training and development programmes in terms of content, method usefulness and desired to content, this research effort attempt to evaluate the impact of training and development on employees performance of term in the banking industries.
1.7 Significance Of The Study
Training can result in improve individual dedication and job satisfaction as performance when training requirement are determined by analyzing the work to be done the manpower resources available and the present and future environmental demand or organization.
All new employees, regardless of their previous training, education and experience, need to be introduced to their new employee’s work environmental and to be taught how to perform specific tasks, moreover specific occasion, for training arise when job changes, and new skills must change introduced by advancing automatic.
As some employees respond to continue training, they can be progressively increase their value to organization and prepare themselves for promotion continue training can help employee to develop their ability to learn, adapting themselves to work methods, learning to use new kinds of equipment and adjusting to method changes in job content and work relationship.
1.8 Limitations Of The Study
The bank under investigating, Guaranty Trust Bank had about 3,000 employee in the entire organization, it also has about 15 branches in Lagos due to the monetary and time constraints, the researcher limit the research to the Allen Avenue branch and training center also situated and it head office.
The study also does not intend to look into other factors that are known to improve employees job performance such as motivation of staff in terms of monetary reward fringe benefit etc.
1.9 Operationalisation / Definition Of Variables
For the purpose of this study, a number of concepts would feature prominently and attempts will be made to define them within the frame work of this project.
TRAINING: This is the systematic acquisition of skill, concept or attitude that results in improved performance in an organizational setting.
Training needs: This represent the gap between the kind of performance an employee has and the kind of performance which is expected to have which can otherwise be bridged by systematic training.
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