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Effect Of Training And Development On Employee Performance
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CHAPTER ONE
INTRODUCTION
1.0 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 productivity, 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 is 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.
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ABSRACT - [ Total Page(s): 1 ]This research examined Effect of Training and Development on Employee Performance with special reference to Guaranty Trust Bank Plc. The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample, this was used to eliminate biasness in the selection process of the respondents.Data garnered were presented on table using percentage and the formulated hypo ... Continue reading---
