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The Impact Of Training On Workers Performance
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HYPOTHESIS
The following hypotheses shall direct the thrust of this study:
A satisfactory training programme will improve the performance of the workers.
Training geared towards workers’ job, will improve their performance.
Workers perceptions of the criteria of selecting people for training will affect their performance.
Management’s attitude towards workers’ training will affect success of training in the organization.
LIMITATION OF THE STUDY
In
the course of the study, the researcher encountered a lot of problems.
The problem encountered in the course of this study was time. This
resulted from the nature of the semester, being short and full of
academic and social activities, it was not an easy task combining
classroom activities with going to field to collect materials for the
research.
Secondly, the attitude of the respondents towards the
researcher was also a problem. Many of the respondents were unwilling
to cooperate with the researcher. This can be seen from the fact that
18% of the respondents did not return the questionnaires distributed to
them and this further reduced the sample of workers included in the
study.
Finally, getting the material for the research was also a
problem because it was not an easy task getting materials for the
research. Thus, the researcher spent a lot of money going from one
library to another collecting materials for the research, and this
further worsen the limited financial state of the research as a student.
OPERATIONAL DEFINITION OF TERMS
This
is done for clearer understanding of this project, some of the key
terms used are defined below in order to bring out their operational
meanings in the context in which they are used.
HUMAN RESOURCES: The
term is used to refer to persons who provides labour in an organization
by making use of both their energies and skills to achieve the goal of
the organization.
TRAINING: Training is the systematic modification
of behaviour through learning which occurs as a result of education,
instruction, development and planned experience required by an
individual to perform a given task or job adequately. A person
impacting information, often increases the capabilities of an individual
in performing a given task in the organization.
LEARNING: It is the
act by which the individual acquires skills, knowledge and ability,
which results in a relative performance change in his or her behaviour
or potential behaviour.
TRAINEE:This is the person who undergoes some form of training.
TRAINER: This is the person who trains worker in the organization.
TRAINEE’S
NEED: This is a situation whereby something is lacking or requiring
some course of action. It is the identification of trainees’ need that
set the course of training.
MOTIVATION: This term refers to the
inner driving force, desire or which in one that makes him to put in his
best efforts towards the attainment of organization goal. It becomes
manifested only when the external influences are favourable.
PERFORMANCE:
This is the aggregate result of the efforts of the workers towards
achieving the organizational goals or objective.
ORGANIZATION: This
is an entity that is made up of various departments coming together to
achieve a common goal. It is a structured process in which people
interact for objectives.
GOAL: This is a target set in which all efforts are directed in order to achieve it.
PERCEPTION:
This is the process by which the individual receives and interpret
information about his environment. It is the way people view things
around them in the organization.
SKILLS: The term skill implies an ability, which is manifested in increase and effective performance under varying conditions.
EFFICIENCY: This means the extent to which the expected result is achieved.
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