CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The importance of Training and Development is obvious given the growing complexity of the work environment, the rapid change in organization and advancement in technology, among other things. Training and development helps to ensure that organizational members possess the knowledge and skill they need to perform their jobs effectively; take on new responsibilities, and adapt to changing conditions. Despite the recognition of the importance of training by management experts and government as expressed in white papers on various reforms in Nigeria, the experience of manpower training and development in the Nigerian public service has been more of ruse and waste. Until recently there has been a general resistance to investment in training in the public service because of the belief that “employee hired under a merit system must be presumed to be qualified, that there were already trained for their job, and that if this was not so, it was at fault” (Stahl, 1976).
According to Ejiofor (1987), training is indispensable to employee efficiency especially with the growth and modernization in the banking industry. He added that, they are essential for better labour utilization and planning of organizational goals. Also, cloyd (1964) viewed that the evolution of training and development signal the wisdom of man desired toward industrial revolution couple with determination to pursue their national development. He said further that through this they invented tools, weapon, clothing and shelters to meet their standard of living. In 1957, there was sudden fallout of knowledge due to proportion of uncertainty, and absolute information which becomes invalid for human use. He concluded that training and development is an instrument for reduce deterioration and improved efficiency. According to Cole(1997), Training was indispensable to the attainment of organizational goals because, employee who have not adequate training before assigned responsibilities lack the necessary confidence to execute its jobs. He cited example the aspect of difference in training between polytechnic and universities, which the polytechnic acquire more practical knowledge while, the universities is more of theoretical.
1.2 PROBLEM STATEMENT
Some organizations in Nigeria do not engage in proper training and development of its staff, resulting to low productivity and poor organizational performance. In most cases, these organizations are not fully aware of the impacts of employee training and development on the performance of their organization, and thus they do not undertake training and development exercises for their employees. According to Cole (2002), ill trained employees will definitely be less productive, as they do not have the necessary and complete skills and knowledge to achieve maximum performance in the organization. Training of employees must be implemented in every organization that wishes to succeed, since training enhances skills, knowledge, attributes and competencies and ultimately worker performance and productivity in organizations.
1.3 OBJECTIVES OF THE STUDY
The objectives of this study are:
1. To identify existing training programs at RoseMore Hotels
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 RoseMore Hotels have?
2. Are the training programs in RoseMore Hotels 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 RoseMore Hotelsis not effectively administered to staff of the bank.
Hi: Training programs of RoseMore Hotelsis effectively administered to staff of the bank.
2. Ho: There is no significant impact between staff training and employee performance in RoseMore Hotelsbank.
Hi: There is a significant impact between staff training and employee performance in RoseMore Hotelsbank.
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 RoseMore Hotelsbank, using their branch office in Umuahia, Abia State as the focus point. The branch office constitutes an important location of RoseMore Hotelsand 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.
