THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE AS INDICES IN MEASURING ORGANIZATION PRODUCTIVITY


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THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE AS INDICES IN MEASURING ORGANIZATION PRODUCTIVITY (A CASE STUDY OF FIRST BANK NIGERIA PLC UYO AKWA IBOM STATE)

ABSTRACTThe impact of training on employees performance as indices in measuring organizational productivity cannot be overemphasized,  the purpose of this study was on how to introduce and recommend First Bank Plc, Uyo on how to train its employees on the job training and on the job training in order to acquaint, with the new modern technology so as to improve the work, there was a review of existing literature, there was a research design, there was presentation analysis and interpretation of data, and also summary recommendations and conclusion. The statistical tools used in analyzing the data were the simple percentage method and the chi-square. Training is short-term education in specific areas of operation and it is made for employees.

TABLE OF CONTENTTitle page     -    -    -    -    -    -    -    -    -    iCertification     -    -    -    -    -    -    -    -    iiDedication        -    -    -    -    -    -    -    -    iiiAcknowledgement    -    -    -    -    -    -    -    ivAbstract     -    -    -    -    -    -    -    -    -    vTable of Contents    -    -    -    -    -    -    -    vi

CHAPTER ONE 1.0    Introduction    -    -    -    -    -    -    -    11.1    Background of the Study    -    -    -    -    -    2 1.2    Research Problem     -    -    -    -    -    -    51.3    The Objectives of the Study    -    -    -    -    -    61.4    Research Question    -    -    -    -    -    -    71.5    Research Hypotheses    -    -    -    -    -    -    81.6    The Significance of the Study     -    -    -    -    -    91.7    The Scope of the Study     -    -    -    -    -    -    101.8    Definition of Terms    -    -    -    -    -    -    10

CHAPTER TWO     REVIEW OF RELATED LITERATURE2.0    Introduction     -    -    -    -    -    -    -    132.1    Induction and Orientation Procedure     -    -    -    132.2    Employee Performance Appraisal     -    -    -    -    142.3    Uses of Employee Performance     -    -    -    -    162.4    Requirements Of Appraisal System        -    -    -    172.5    Methods Of Employee Performance Appraisal        -    182.6    Training And Development Need    -    -    -    -    202.7    Training Needs Of Employers    -    -    -    -    232.8    Training Method Of Employees    -    -    -    -    242.9    Training Evaluation Of Employee    -    -    -    -    252.10    Current Development     -    -    -    -    -    -    28

CHAPTER THREE RESEARCH DESIGN AND PROCEDURES3.0    Introduction    -    -    -    -    -    -    -    303.1    Research Design     -    -    -    -    -    -    -    303.2    The Study Area     -    -    -    -    -    -    -    313.3    Population of the Study     -    -    -    -    -    323.4    Sampling Size Sampling Techniques     -    -    -    333.5    Instrument (s) For Data Collection     -    -    -    -    343.6    Validation of Instrument (s)    -    -    -    -    -    343.7    Administration of the Instruments     -    -    -    -    353.8    Method of Data Analysis     -    -    -    -    -    35

CHAPTER FOUR  DATA PRESENTATION ANALYSIS AND  INTERPRETATION    4.0    Introduction    -    -    -    -    -    -    -    364.1    Data Presentation and Analysis    -    -    -    -    364.2    Hypothesis Testing    -    -    -    -    -    -    434.3    Discussion of Findings     -    -    -    -    -    -    48

CHAPTER FIVESUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION    5.0    Introduction    -    -    -    -    -    -    -    505.1     Summary    -    -    -    -    -    -    -    -    505.2    Conclusion    -    -    -    -    -    -    -    -    515.3    Recommendation     -    -    -    -    -    -    52Appendix     -    -    -    -    -    -    -    -    53Bibliography    -    -    -    -    -    -    -    54

CHAPTER ONE1.0    INTRODUCTIONThe impact of training on Employee’s performance as an indices of measuring organizational productivity a case study of First Bank Oron Road, Uyo, Akwa Ibom State. Even in the days of old, the impact of training on employees performance was one of the criteria for a successful organization that have aims of impacting the society and also to achieve their set up goals and objective. It is through training on Employees performance that leads to division of labour and also specialist in particular field of operation and it was through the aids of training on employees performance that lead to effectiveness and efficiency in productivity, it is because the worker is exposed to new knowledge of skill and techniques in a specific area of job. (Nouha1994).    Basically, one on the primary or cordially duty of management is to create a conducive avenue for training and performance of work in an organization in order to attained its set up goals and objectives. There must be effectiveness and efficiency performance in the part of the worker in a working place and for this to occur, some measures must be put in place whereby management should provide provision procedures for training on employee’s performance and organization. It is through the training on employee’s performance that organization will be able to achieve it asset up goals and objectives. (Adamolatati 1994).1.1    BACKGROUND OF THE STUDY For more than a century, First Bank of Nigeria Plc has distinguished itself as a leading Bank institution and a major contributor to the economic development of Nigeria. Founded in 1894 by Sir Alfred Jones, a shipping magnate from liver pool, the Bank started out as a small operation in the office of Elder Dempster and company in Lagos. The Bank was incoperated as a limit liability company 31st March 1894, with a head office. It began training under the corporate name of the Bank for British West Africa (BBWA) with a paid-up capital of E 12,000, after absorbing its predecessor, the African Banking Corporation which had been established earlier, in 1892. BBWA went on to establish a leading position in the banking industry in West Africa, recording impressive growth and working closely with the colonial Government in its role as a Central bank. To respond successfully to changing conditions over the years, the Bank has restructured several time. in 1957, it changed its name from Bank for British West Africa to Bank of West Africa, and in 1969 it was incorporated locally as the Standard Bank of Nigeria Limited in line with the companies Decree in 1968. In March 1971, the Bank obtained a listing on the Nigerian Stock Exchange. Further name changes took place in 1959 and 1991 to First Bank of Nigeria Limited, the First Bank of Nigeria Plc in 1985, the Bank introduced a decentralized structure with five regional administrations, and this was reconfigured in 1992 to enhance operational efficiency. Over the years the Band has experienced phenomenal growth from a share capital of N55.6 million in 1980, to N2.619 billion in March 2006. Also in March 2006, the Bank’s total asset base was NN540.2 billion it deposit based was N390.8billion, and market capitalization stood at N193.81 billion(N37,000 per share).The Bank has developed impressively, based on key criteria such as number of branches, growth in deposit base, asset size and size of loans and advances. A strong track record of profitability and reliability in sound banking has also helps it maintain a leadership position. As it keeps moving forward in its second century of banking to the nation, the Bank will change and adapt as necessary, to fulfill its mission statement, “to remain true to our name by providing the best financial services possible” :- First Bank Plc, UYo (2010 Manual Report).1.2    RESEARCH PROBLEMSince the inception of First Bank of Nigeria Plc. Training on Employee’s Performance had always be the problems and this tend to low productivity output. It is generally note that through the aid of Training on Employee’s Performance some problem seems to arise which are:- ⦁    Lack of effectiveness and efficiency in workers. ⦁    Low productivity output due to lack of technical knowhow in part of the Employee’s and the supervisors or manager in term of their performance (input).⦁    Lack of proper delegation of duties to the subordinate because the subordinate are not trained on how to handle the job. ⦁    It leads to high cost of production in part of the management for service of the specialist by inviting them to carry out certain specialist.  1.3     THE OBJECTIVES OF THE STUDY The objectives of this study is to find the possible measures that management should adopt cost that is affordable as a result of inter-relationship exist in a work place in attaining its setup goals and objectives. The objectives will include among others:-⦁    To find out whether training on employee’s performance has aids or contribute to the growth of the organization so as to attain its goals and objectives. ⦁    To find out what are the significance of Training on Employee’s Performance towards the attainment of organizational goal. ⦁    To determined the extent to which the training on employees performance has impact on the development of First Bank.⦁    Identifying the problem associated with training on employee performance.⦁    To find out what are the positive effect if training on employee performance are not consider. 1.4    RESEARCH QUESTIONSFor the purpose of achieving the target of the research work, the following research question was formulated. 1.    Will staff training improve the level of productivity in First Bank of Nigeria Plc?2.    Will in-serve training and on-the job training forms another structure for better job performance in First Bank?3.    Will training of employee increase knowledge and skills of staff in an organization? 4.    Will behaviour and attributes of employee’s increases organizational goals? 1.5    RESEARCH HYPOTHESES 1.    Ho:    There exists no relationship between the impact of training on employee’s performance / indices in measuring organizational productivity. Hi:    There exists a relationship between the impact of training of employee’s performance / indices in measuring organizational productivity. 2.    Ho:    Poor educational standards of the employee’s does not contribute to the low performance in an organization.Hi:    Poor educational standard of the employee’s contribution to the low performance in an organization. 1.6    THE SIGNIFICANCE OF THE STUDYThe impact of training on employee performance plays a serious role in sustaining the economic growth as well as development in First Bank of Nigeria Plc. This research will serve as a reliable source of information or reference material to other students who would wish to conduct a further research on similar topic. It is also aim at helping the staff of the First Bank of Nigeria Plc to improve upon their performance. The study is intended to help the First Bank of Nigeria Plc. To know the appropriate ways of adopting training on employees performance. 1.7    THE SCOPE OF THE STUDY This study is based on the impact of training on employee’s performance as an indices in measuring organizational productivity. The scope of this study is limited to First Bank of Nigeria Plc, Oron Road, Uyo, Akwa Ibom State. The project researcher will be equally held responsible to defend or answering questions within the topic scope as mention above. 1.8    DEFINITION OF TERMSFor clarification of some terms used in this research project will be defined as follows:i.    Employee: One who work for an employer. ii.    Employer:    One who uses and pays for the service of others. iii.    Training:    Are courses designed for short term specific purpose such as operation of some equipment and it is designed for anon managerial personnel.iv.    Productivity: Is an average measure of the efficiency of production. v.    Performance:    The act of doing a job, an activity, etc.vi.    Management:    Is the process that involves planning, controlling, co-ordinating, commanding and Organizing through the used of man, money, materials, machine and method to achieve organization goals and objectives.vii.    Organization:    As group of persons bound together to achieve common goals.viii.    Organizing:    Is a managerial process of designing and maintaining a structure of roles to achieve an organizational objective. ix.    Motivation:    Is the ability for a manager to include Employee’s to work at a more productive level towards the objective of the organization. This means that when a worker is motivated the satisfiers will the individual to higher level of performance. x.    Delegation: The act of assigning task or job to subordinate by the superior. xi.    On Job Activities: These include job rotation in which the employee over a period of time, work in series. xii.    Off Job Activities: This often takes place outside the actual working environment. xiii.    Manager: Is the person in charge of the certain organization. xiv.    Employee Appraisal: It means the evaluation of the job performance of employees and their potential for development.

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THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE AS INDICES IN MEASURING ORGANIZATION PRODUCTIVITY


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