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THE EFFECT
OF TRAINING ON EMPLOYEE PRODUCTIVITY
ABSTRACT
Training:
The Effect of Training on Employee Productivity is a very vital component
toward the growth and development organization with Training on Employee
Productivity, achievement of organizational goals wouldn’t have been possible,
as it shall be seen from the proceeding chapters such as objectives which
include: To determine the challenges associated with training on organizational
development, to examine whether off-the-job training affect employee
productivity and to assess the effect of on the job training on employee
productivity. The methodology include the study used or adopted the descriptive
and survey research design. This survey involved the use of quantitative
instrument questionnaire in the process of data collection. And also a policy
should be put in place for the employees of Access Bank to train and develop an
agreed number of personnel on annual basis. The mental capabilities of
individuals should be considered or given priority in selecting candidates for
employment into any position in the organization. Selecting of employees for
training should not be on the basis of friendship or familiarity. The
information gathered for this research work was gotten from Access Bank Wuse II
Abuja staff with their positive corporation, finding was made through
questionnaire.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY.
Training is
a crucial area of human resource management; it is the fastest growing segment
of personnel activities. Training which is referred to as a course of diet and
exercise for developing the employees effectiveness, cognitive and psychomotor
skills assist the organization to have a crucial method of developing employees
towards enhancing their productivity.
Man power
training and development is one of the most important organizational dynamics,
it constitutes the pivot in which organization survival is run. The training
process is one of the most pervasive methods for enhancing the productivity of
individuals and communicating organizational goals to personal (Ekaterini,
2009).
Man power is
the basis of all resources and it is the indispensable means of converting
other resource of mankind. Somehow, we
develop and employ human resources skills is fundamental in deciding how much
we will accomplish as a nation.
Manpower is
the pivot of every human institution. Even in the developed and industrialized
nations of the world where the use of machines and technology is at an advance
stage, manpower is still very essential (Comma, 2008).
Training
therefore, holds the key for unlocking the potential growth and development
opportunities to achieve a competitive edge.In this context, organizations
train and develop their employees to the fullest advantage in order to enhance
their effectiveness. (Devis and Shaik, 2012)
The importance
of training as a central role of management has long been recognized by leading
writers (Irene, 2013).
Training
both physically, socially, intellectually and level of productivity but also
the development of personnel in any organization (Olusanya et al, 2012). To
manage an organization both large and small requires staffing them with
competent personnel. The formal educational system does not adequately teach
specific job skill for a position in a particular organization. Few employees
have the requisite skill, knowledge, abilities and competencies (SKAC) needed
to work.
As a result,
many require extensive training to acquire the necessary SKAC to be able to
make substantive contribution towards the organizational growth (Barron and
Hagenty, 2001). In order to sustain economic growth and effective
performance,it is important to optimize the contribution of employees to the
aims and goals of the organizations.
In
developing a country like Nigeria, training and development of manpower
resources is highly needed in virtually all business organizations for its
effectiveness (Ezeani&Oladele, 2013). Deficiencies in knowledge skills and
ability among public personnel, particularly those of Asia, Africa and Latin
America area remarkable (Bahal,, Swanson &Eanber, 1992). Training is
necessary to ensure an adequate supply of staff that is technically and
socially competent and capable of career development into specialist
departments or management positions.
1.2 STATEMENT OF THE PROBLEMS
All
organizations be it political, religious or business have pre-determined goals
and objectives which they intend to achieve and these are the ends towards
which organizational activities are geared, organizations strive to achieve
their respective goals and purposes since this is used as a yardstick or
standard for assessing their success or failure. The major determinant of any
organization is the presence of capable men and women with the right skill and
knowledge to combine organizational goals and objectives. The managers and
employee must be well equipped in order to carry out these tasks or assignments
and skill can only be imparted through the training and development of
employees. In Nigeria, there is shortage of skilled labour and the major challenges
of the Nigerian management is to help develop the skills of the nation’s
existing staff and at the same time devise ways and means of utilizing the
surplus staff.
Both the
public and private sectors are besieged with the problem of inefficiency, low
capacity and other symptoms of poor job performance. These problems can be
avoided and solved by early identification of adequate trained and development
techniques and programmes for different level of managers, supervisors and
other employees.
1.3 OBJECTIVES OF THE STUDY
The broad
objective of the study is to assess the impact of staff training on
organizational development in access bank in Nigeria.
The specific
objectives include:
To determine
the challenges associated with training on organizational development.
To examine
whether off-the-job training affect employee productivity.
To assess
the effect of on the job training on employee productivity.
1.4 SIGNIFICANCE OF THE STUDY
The
significance of the study lies on the fact that it will be of immense benefit
as a reference point to policy makers and executors of staff training
programmes in Nigeria companies. It will also be of benefit to future
researchers who will be conversant with what training entails. This study will
also be of immense benefit to the management of organization, future
researchers and the general public.
1.5 RESEARCH
QUESTIONS
In carrying
out this project, the following questions were asked, they include:
How does
of-the-job training affects employee productivity in Access Bank?
Does on the
Job training contributeto employee productivity in Access bank?
Is the
design of staff training programme suitable to the staff needs of the company?
What is the
cost benefit of training programmes?
1.6 RESEARCH
HYPOTHESIS
Hi: Training
has effect on employee performance
Ho:Training
has no effect on employee performance.
1.7 SCOPE OF
THE STUDY
There is no
doubt that every organization or establishment needs effective employee
training in order to achieve the aims of the organization. Based on the
wideness of the topic, the researcher will only base the study on Access Bank
Nigeria and also the performance of the employees in the development of the
bank.
1.8
LIMITATION OF THE STUDY
In the
course of writing this topic, the underlined constructions were encountered:
Time: the
period in which the researcher was been given in order to carry-out the project
work was not enough.
Financial
Constraints: the researcher did not have enough funds to finance the
researcher; therefore the researcher had to meet other inevitable financial
obligations required of him.
Inadequate
Information: the researcher finds it difficult to gather relevant information
for the project.
Inability of
the respondents to respond very well to various questions.
1.9
DEFINITION OF TERMS
Development:
This can be defined as an organizational related learning experience preparing
an individual for the new future job and performance based on the possible
future direction for the organization.
Human
resource management: This can be defined as the process of accomplishing
organizational objectives by acquiring, retaining, terminating, developing and
properly using human resources in an organization.
Manpower:
This can be defined as the total number of available workers in an
organization. It refers to the total work force in an organization.
Manpower
planning: Manpower planning consist of putting the right number of people and
the right kind of people at the right place, at the right time and doing the
right thing for which they are suited for the achievement of the goals of the
organization.
Organization:
This can be defined as an enterprise floated by person or group of persons,
government or their agencies for the sole objective of providing goods and
services at the minimum needed profit.
Training:
This is defined as a related learning experience provided in order to improve
performance on a current job.
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