CHAPTER ONEINTRODUCTION1.1 BACKGROUND OF STUDY Training and development of staff have become a major pre- occupation in modern objective of growth and profitability. And to achieve this basic objective meant that management as well as staff must improve their input into the organization. This is because; the performance of an organization is a function of the collective performance of workers. This alone implies that the success of an organization depends on who work to objective that is the presence of qualified manpower. The internal and external environment of any business and non business organization, are very dynamic. They change as time changes. For instance, there have been changes in the ways of doing things in Organizations over the years. These changes could be accounted for by advancement in science and technology, intensified patterns of completion quest for competitive advantages brought about by closer customer relationship, devolved decision-making, qualify improvement of product and services to mention just a few. This dynamic nature of organization’s environment triggered the thought of improvement in the performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important. Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired. One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important. Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired. One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of management function relating to operational and efficiency and effectiveness. This is because an organization, which puts great emphasis on the employee’s training and development, is directly planning for its survival and steady growth. Experts have asserted that the most important and most costly resources of any organization is the human resources and costly recourses and such as is expected human resources contributed effectively to organizational objective by improved performance. Update skills and knowledge are necessary for this improved performance, the need for employee training and development could therefore be deduced from this assertion. This need is thus an inspiration is of this study
1.2 STATEMENTS OF THE PROBLEM The main problem of this research project is the effect of training, and human capital development as a means of improving staff performance. Experience has shown that most staff in organization undergoes training and yet fails to perform to expected standard set by the company. In other situation, most staff that are trained are greeted with an entirely difference environment in real work situation. Also basic facilities required for the effective performance of staff after training, is lacking in most companies. Other training in content is quality but really does not match the training need for the trainee, which makes the training objectives not successful. More so, they have been cases of sending wrong staff to undergo training, such people find it very difficult to cope with the training exercise. All these are addition problem to be solved in the course of this study.
1.3 OBJECTIVES OF THE STUDY
The objectives of this study are:
1. To identify existing training programs at MTN Asaba
2. To evaluate the effectiveness of these training programs.
3. To find out if the training programs have impacted on employee and the firm’s overall performance.
1.4 RESEARCH QUESTIONS
The following research questions were developed to guide the study:
1. What training programs does MTN Asaba have?
2. Are the training programs in MTN Asaba effective?
3. What is the impact that these training programs have had on employee performance?
1.5 RESEARCH HYPOTHESIS
The hypotheses for the study are:
1. Ho: Training programs of MTN Asabais not effectively administered to staff of the bank.
Hi: Training programs of MTN Asaba is effectively administered to staff of the bank.
2. Ho: There is no significant impact between staff training and employee performance in MTN Asaba.
Hi: There is a significant impact between staff training and employee performance in MTN Asaba.
1.6 SIGNIFICANCE OF THE STUDY
The study will help firms understand the importance of training programs. It will also enable them structure their training programs to make them more effective in terms of helping to improve the efficiency of the workforce and lead to better performance. This also ensures the existence of a pool of skilled workforce who could be utilized for national development. Labour is a major input to the success of the company. If labour is efficient it will help improve the performance of the company. As companies perform better they are able to increase output and contribute more to the economy. They are also able to grow and hire more people thus helping to decrease the level of unemployment. As companies perform better, they are also able to compete better enabling the economy to remain vibrant.
The study will also be of great benefit to student researchers who wish to explore more into the impact training has had on the overall performance of employees in various organizations. The study will serve as a guide to these students who may further get more insights into the recommendations and findings from the study thereby, forming an empirical literature for them.
1.7 SCOPE OF THE STUDY
The study is limited to the role and impact that training have on the performance of employees of MTN Asaba, using their branch office in Asaba, Delta State as the focus point. The branch office constitutes an important location of MTN Asabaand holds a large population of employees.
1.8 DEFINITION OF TERMS
Training: Training could be seen as an Organizational effort aimed at helping an employee to acquire basic skills required for the efficient and effective execution of the function for which he/she is hired for.
Planning: Is a strategy by which Organization ensures that right number of employees with the right talent/skill occupy the right position of the Organization. It is a deliberate effort put in place to attain a target goal.
Efficiency: This refers to an input-output relationship that is maximum work achieved for a minimum time or result. It is a notion of ‘Optimization’ whereby maximum satisfaction is obtained for a given out lay of resources.
Effectiveness: This is referred to how frequently and perfectly human or machine are able to carry out a task leading to a required output that always resulted to an Organizational efficiency. Effectiveness is therefore a means to an end”.
Organization: This is referred to as two (2) or more people working together in a co-ordinated manner to attain group results.
Performance: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
Productivity: Productivity is the ratio of output to inputs in production; it is an average measure of the efficiency of production. Efficiency of production means production’s capability to create incomes which is measured by the formula real output value minus real input value.
Output: Output is the term denoting either an exit or changes which exit a system and which activate/modify a process. It is an abstract concept, used in the modeling, system(s) design and system(s) exploitation.
Employee: An employee is anyone who has agreed to be employed, under a contract of service, to work for some form of payment. This can include wages, salary, commission and piece rates.
Seminar: This is, generally, a form of academic instruction, either at an academic institution or offered by a commercial or professional organization. It has the function of bringing together small groups for recurring meetings, focusing each time on some particular subject, in which everyone present is requested to actively participate.
Workshop: a gathering of small group of individuals for academic conference or job training.
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