The Role of In-Service Training and Development in Employee Performance

The Role of In-Service Training and Development in Employee Performance.

ABSTRACT

The purpose of this research work is to highlight the role of in-service and development in employee performance.

Specifically, the study aimed to pursue the following objectives: to determine the relationship between in-service training/ development and organizational performance.

To evaluate the relations between in- service training and employee productivity, to determine the extent to which in- service training/development affect growth and promotion  of employee,  to ascertain how in-service/development increase  specialized  knowledge  of  employee.

The study had a population size of 458, out of which a  sample  size of 214 was realized using Taro Yamene formula at 5% error to tolerance  and  95% level of confidence. Instrument used for  data  collection  was  primarily questionnaire and interview.

The total numbers of 214 copies of the questionnaire were distributed while 201 copies were returned. The descriptive research  design was adopted to this study. Four hypotheses were tested using Pearson’s product moment correlation coefficient Z-test and Pearson chi-square statistical tools

. The findings indicate that there was a significant relationship between in-service training/development and organizational performance. There was a significant relationship between in-service training and employee productivity.

In-service training/development significantly affect the growth and promotion of employee. The study concluded that human asset is the engine in the organization and should  be properly maintained.

The study recommends that employees should be send on in-service training and development based on the staff job specification.

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TABLE OF CONTENTS

Title page – – – i
Certification – – – ii
Approval – – – iii
Dedication – – – iv
Acknowledgments – – – v
Abstract – – – vi
Table of Contents – – – vii

CHAPTER ONE INTRODUCTION

1.1 Background of the Study – – – 1
1.2 Statement of the Problem – – – 3
1.3 Objectives of the Study – – – 3
1.4 Research Questions – – – 4
1.5 Research Hypotheses – – – 4
1.6 Significance of the Study – – – 5
1.7 Scope of the Study – – – 5
1.8 Limitations of the Study – – – 5
1.9 Operational Definitions of Key Terms – – – 6
References

CHAPTER TWO LITERATURE REVIEW

2.1 Concept of Training – – – 8
2.2 Concept of Development – – – 9
2.3 In-service Training and Staff Development – – – 10
2.4 The Purpose of Training and Development – – – 12
2.5 Types of Training and Development Programmes – – 14
2.6 Evaluation of Training and Development Programmes – 21
2.7 Problems and Mistakes in Training and Development Programmes 21
2.8 Concept of Employee Performance – – – 22
2.8.1 Factors Affecting Performance – – – 23
2.9 The Theory on Performance Management – – – 24
2.9.1 Performance Criteria – – – 25
2.9.1.1 Trait based criteria: – – – 25
2.9.2.2 Behaviour based criteria – – – 25
2.9.2.3 Outcome based criteria – – – 25
References

CHAPTER THREE RESEARCH METHODOLOGY

3.1 Introduction – – – 29
3.2 Research Design – – – 29
3.3 Sources of Data – – – 29
3.4 Population of the Study – – – 30
3.5 Sampling Procedure – – – 30
3.6 Sample Size Determination – – – 30
3.7 Validity and Reliability of Instrument – – – 32
3.7.1 Validity of Instrument – – – 32
3.7.2 Reliability of Instrument – – – 33
3.8 Data Treatment Techniques – – – 33
References

CHAPTER FOUR DATA PRESENTATION AND ANALYSIS

CHAPTER FIVE SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

5.1 Summary of Findings – – – 54
5.2 Conclusion – – – 54
5.3 Recommendations – – – 54
5.4 Area of Further Study – – – 55
Bibliography

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INTRODUCTION

1.2 Background of the Study

Human resource is the  very important and  the backbone of every organization and  it is also the main resource of the organizations.

So organisations invest huge  amount on the human resource capital because the performance of human resource will ultimately increase the performance of the organization.

Performance  is  a major multidimensional construct aimed to achieve results and has a strong link to strategic goals of an organization (Mwita, 2000:15).

Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce  (Stone,  2002:85).

Now a days training is the most important factor in the business world because training increases the efficiency and the effectiveness of both employees and the organization.

The employee performance depends on various factors. But the most important factor of employee performance is training. Training is important to enhance the capabilities of employees.

The employees who have more on the job experience have better performance because there is an increase in the both skills  and competencies because of more on the job experience (Fakhar 2004:92).Training also has impact on the return on investment (Richard 2005:63.).

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BIBLIOGRAPHY

Agu, O. A (2001) Small Business Management and Entrepreneurship, Enugu: Queens Press.
Aikhomu (2007) Human resource Management : A tool of Competitive advantage, Cincinnati South Western College publishing
Alagha, V. M. (2004). In-service training and staff development. In B. E. Swanson (Ed.), Agricultural extension: A reference manual. Rome: FAO.
Anyanwu, A. (2000), Research Methodology in Business and Social Sciences Owerri: Cannon Publishers.
Asika, N. (1991), Research Methodology in the Behavioural Sciences, Ibadan: Longman Publishers.
C.A Ezigbo (2003:177) Advance management Theory, Enugu, Immaculate Publication Limited.