(A CASE STUDY OF NIGERIA AGIP OIL COMPANY NAOC)
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ABSTRACT
This study was to identify the impact of employee training and development on Job performance. A research survey method using questionnaire and interview was adopted, the study was carried out in the Nigeria Agip Oil Company (NAOC). The sampling techniques was used to select the respondents of the study. A total of one hundred and twenty (120) respondent were administered. A sampling percentage method of eighty six percent was used in the analysis of the data collected.Some of the Nigeria Agip oil Company Limited (NAOC) port Harcourt, training an organized and systematic procedures for acquiring new manipulative skills, technical knowledge and problem solving ability for the better performance of a job. At the end recommendation were made for a clear view users of the research.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There is a need in every organization to enhance the job performance of the employee. The implementation of training and development are one of the major steps that most companies need to enhance employee performance. With organizations having better trained develop employees, organization are able to avoid wasteful spending and poor performance. In today’s environment, employees or staffs are increasingly demanding change, flexibility, as well as variety in their work. The value of the organization increase with better trained employees and also, employees who are trained properly are highly motivated, and have a sense of responsibility as captivating the organization as their own.
An organization may have employee that are determined with appropriate equipment and machine and managerial support, yet, employee performance falls below standard. The missing factor in this case may result from lack of adequate skills and knowledge of the work, which can possibly be acquired by training and development. It is therefore of great importance, that the need for training and the development of employee is an indispensable function of every existing organization as it achieves operations efficiency and effectiveness.
Thus, an organization which puts great emphasis on employee training and development is directly planning for its survival and improved growth. And this is so because, whilst training enable an employee to perform a certain job, development seeks to help him assume more task and responsibility.
According to Bottonby (1988, p. 117); development is changes in attitude and behavior which tend to enhance employee commitment and performance”. Yet Nwachukwu (1988 p: 121); state that development deal with the activities undertaken to expose an employee to perform additional duties and assume position of importance in the organization hierarchy.
In view of the above saying, we conclude that development is a system of preparing the employee so as to move with organization when there is a need for change. Through, the level of economic development of any nation can be overstated countries such as west Germany, Korea, Japan, Italy etc, are said to have attained a sustained level of economic growth and development as a result to improved quality of their work force. However, the most important and costly resource in the organization is human being which with their improved performance, necessitates the achievement of the organization objective therefore, the need for training and development is a relevant activity toward attaining employees performance, and thus, increase organization productivity and profitability.
Sequel to the above discussion, it is noted that much have been said about the impact of training and development on employee performance in Nigeria, but not much have been done on the impact of training and development on employee performance in Nigeria. Therefore, this research will look into the impact of training and development in Nigeria.
1.2 STATEMENT OF THE PROBLEM
A firm which invest on its employee in the term of training and development then, in this regard, Newton (1974) put forward that “if an organization invest it employee in training and developing programmes, it expects to deriving considerable benefit from them” and as such, organization will voluntarily utilize a huge amount of financial resource to train and develop its staffs both within and outside the working environment.
It is conceived out of experience that most employees undergo training and yet fail to perform to the expected standards. Such employees and trained but when faced with the actual working situation, it turn up become low. There is also the problem of how to measure the outcome of the training programmes.
The question now is “how and what organization should do to ensure improved performance after training? How effective are the training and development programmed embarked upon in Nigeria? Why have some business organization in Nigeria reluctantly refused to introduce training and development to its employee despite the over seen benefit? The research however tends to provide answers to the above question.
1.3 OBJECTIVE OF THE STUDY
Measure through which training and development provides means of menstruating employees moral; and help to execute organizations plans enthusiastically.
This research work for the purpose of its priority (i.e. In Nigeria) will investigate and assemble information’s to be effectively analyzed and finally, interpret the impact of employee training and development on job performance in special regards to Nigeria A gip oil company (NAOC) Port Harcourt.
1.4 RESEARCH QUESTION
For the purpose of training about the effectiveness of this research work, various questions were asked about the impact of training and development on the performance of the employee. This research question includes:
- What are the effects on an organization performance having better trained and developed employee?
- What are the actions of the organization in doing the training of employee?
iii. What are the problems that usually called for training and developing employee?
- What are the desired outcomes of training?
- What are the major objective of training and developing the employee
- What are the problems facing these employees when they are not met well or constantly trained in the organization?
1.5 SIGNIFICANCE OF THE STUDY
Employee training and development is one of the most frequently discussed concept in the field organization; and personnel administration is been appreciated by most business organization in Nigeria as an important area to the efficient running of the economic sector.
Since high job performance emanates from the training and development of employee which leads to increased profitability. Therefore, this research work specifically examined the employee training and development programmes within the organization.
1.6 SCOPE OF THE STUDY
The research work focuses on the impact of employee training and development on job performance, referencing the Nigeria Agip oil company (N.A.O.C) Port Harcourt.
1.7 LIMITATION OF THE STUDY
This research work encountered time factor as a great limitation to the project which to complete the project. The short period of time as a constraint also disenabled the researcher to investigate access and obtain data’s from other organization. The researcher was also met with the problem of finance which result to the use of simple structured questionnaire, data collection, and other method could have being used. The sample size is not also enough to give the complete picture of all the department functioning in the Nigeria Agip oil company (N.A.O.C) Port Harcourt.
Not with standing, the validity of this study depend on the truthfulness of the respondents based on the questionnaire distributed and collected about the working procedures of the employees, and the personnel interview from the manager on his perception about training and development in relation to the job performance of the employees. Therefore the limitation of this study does not invalidate the reliability of the findings and the generalization made.
1.8 DEFINITION OF TERMS
In order to possibly achieve the uniqueness of this work, the following variables are operationally defined as follows:
- TRAINING: is the organization conscious effort to improve the skills of the workers or employees by providing him or her with additional knowledge for the purpose of getting a particular job done, or improve a given job.
- DEVELOPMENT: Is any activity which is directed toward future rather than present needs and which is concerned more with career growth than immediate performance.
- MANAGEMENT: is a group of people within an organization who are primarily concerned with the planning, organizing, directing and controlling of the activities towards attainment of the organization set goals and objectives
- MAN POWER: refer to the total number of working personnel or those available to get a particular job done.
- MOTIVATION: is the energizing force that seems to induce, initiate, guide and maintain people to live toward goal oriented behavior. Motivation can be defined also as an external or internal factor that stimulate human beings to desire something or willingly accept to do something.
- PRODUCTIVITY: is the ratio of output to input it refers to the volume of goods produced (output) from a given volume of service or resources (input).
- JOB PERFORMANCE: is the actual complete of the task assigned to an employee, ie the level of the understanding of a student can be measured to the performance of the class teacher.
- EVALUATION PROCESS: is the systematic procedure used in accessing employee’s performance, and the measure involved in implementing and development the employees.
- ORGANIZATION GROWTH: refers to the physical compatibility of any organization (i.e. business) to ascent in market outfit and accelerate in size.
- HUMAN RESOURCE MANAGEMENT: is an internal function of an organization that focuses on strategic and approaches toward managing the most valuable assets the people.
- EMPLOYEE MORAL: is the exert description of employee’s emotion, attitude, satisfaction and overall outlook of its social benefit in the organization.
- ORGANIZATION: is a socialized unit of people, who are systematically structured and managed to meet or pursue a desired need collectively.
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