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Abstract
The study examined the relationship between staff training and organizational productivity in UBA Plc Port Harcourt; the objectives of the study are to examine the relationship between apprenticeship and organizational productivity in UBA PLC Port Harcourt, to examine the relationship between induction/orientation and organizational productivity in UBA PLC Port Harcourt and to examine the relationship between internship and organizational productivity in UBA Plc Port Harcourt. The descriptive statistics was adopted. The population was made up of 100 staff of UBA PLC Port Harcourt. The Taro Yemen’s formula was used to determine the sample size of 80. A Self-designed questionnaire on staff training and organizational productivity, the simple percentage was used to analyze the research question. Findings reveal that there is a significant relationship between staff training and organizational productivity. Based on the findings of the study the following recommendations were made amongst others that subordinates should also try to communicate their work related problems to their supervisor, and when this is done, clarification will then be made hence, training effectiveness is enhanced, employees should be allowed to have worked with the a means of identifying the needs of training that employee and the promotion of employees should be strictly on merit this criterion for employees is a standard judgment in terms of improved performance.
Table of Contents
Title Page i
Cover Page ii
Certification iii
Dedication iv
Acknowledgements v
Abstract vi
Table of Contents vii
List of Tables ix
List of figures x
CHAPTER ONE 1
INTRODUCTION 1
1.1Background of the Study 1
1.2Statement of the Problem 3
1.3Objective of the Study 4
1.4Research Questions 4
1.5Significance of the Study 5
1.6Scope of the Study 6
1.7 Limitations of the Study 6
1.8Definition of Terms 7
CHAPTER TWO 9
LITERATURE REVIEW 9
2.1 Conceptual Framework 9
2.1.2 Concept of Staff Training 9
2.1.3 Dimension of Employee Training 12
2.1.4 Concept of organizational productivity 14
2.1.5 Measures of Employee Job Performance 15
2.1.4 Effect of staff Training on Organizational productivity 16
2.2 Theoretical Framework 18
2.2.1 Maslow’s Hierarchy of Needs Theory 18
2.2.2 Alderfer’s Need Modified Theory 19
2.2.3 Herzberg’ Two Factor Theory 20
2.2.4 McGregor Theory X and Y Theory 20
2.2.5 McClelland’s Achievement Motivation Theory 21
2.2.6 Vroom’s Expectancy Theory 22
2.3Review of Empirical Study 23
CHAPTER 3 25
RESEARCH METHODOLOGY 25
3.1 Research Design 25
3.2 Population of the Study 26
3.3 Sample and Sampling Techniques 27
3.4 Source and Method of Data Collection 29
3.5 Data Analytical Method 30
3.6 Reliability and Validity 30
CHAPTER 4 31
DATA PRESENTATION AND ANALYSIS 31
4.1 Questionnaire Administration and Retrieval 31
4.2 Data Analysis 32
4.3 Discussion of Findings 36
CHAPTER FIVE 39
SUMMARY, CONCLUSION AND RECOMMEDATION 39
5.1Summary 39
5.2Conclusion 40
5.3Recommendations 41
Reference 44
Appendix I 46
List of Tables
Table 4.1 Questionnaire administration and retrieval 31
Table 4.2: show age bracket of respondents 32
Table 4.3: show sex of respondents 32
Table 4.4: Academic qualification 33
Table 4.5: Marital status 33
Table 4.6: If apprenticeship influence organizational productivity in UBA Plc Port Harcourt. 34
Table 4.7: If induction/orientation influences organizational productivity in UBA Plc Port Harcourt. 35
Table 4.8: If induction/orientation influence organizational productivity in UBA Plc Port Harcourt. 36
List of figures
Fig. 2.1 A Conceptual Framework Showing the Relationship between employee training and Job Performance 9
CHAPTER ONE
INTRODUCTION
1.1Background of the Study
Employees are the backbone of the organization. The accomplishments or issues experienced by the organization are contingent to the performance of its employees (Mwema&Gachunga, 2014). Therefore, it is vital for organizational leaders to recognize the importance of training and development in organizational productivity and evaluation. Enhanced capabilities, knowledge, and skills are the foundation for the organization’s competitive advantage in today’s global market. Although a large number of research have been accomplished in the field of training and development in organizational productivity, it appears that organizational leaders still experience gaps and challenges in this regard. For this reason, the goal of this provide concise information about the concept of employee training, development, performance, and evaluation, as well as the reasons, impacts, approaches, benefits, and guidelines when implementing effective employee training and development opportunities, which ultimately enhance organizational productivity.
Employee performance is defined as the outcome of individuals with respect to process, results, relevance, and success (Nassazi, 2013). According to Arinanye (2015), the measures of success are focused on productivity, efficiency, effectiveness, quality, and attendance of work. It is the overall achievement of a particular task measured against pre-selected standards of accuracy, cost, and speed; or the strategic approach to enhancing organizational effectiveness by improving the performance of individuals who work in the organization.
Organizational productivity is measured in terms of outcomes and behaviors, according to predetermined standards set by the organization. Organizational productivity outcomes may be determined on personal, organizational, environmental, motivation, skill level, aptitudes, or role perceptions factors. Nassazi (2013) and Arinanye (2015) provided four examples of organizational productivity assessment metrics used in organizations: (1) Productivity which is the amount of input resources converted into goods and services. (2) Efficiency and effectiveness which is the capacity of producing outcomes with minimal resources in order to achieve particular objectives. (3) Quality which is a distinctive trait of a product or service that fulfills a need. (4) Profitability which is the capability to consistently earn profit during a time period.
Organizational productivity evaluation is an important element in enhancing the quality of work (Shaout&Yousif, 2014). It is one of the most applied techniques organizational leaders use in the workplace (Long, Kowang, Ismail, &Rasid, 2013). According to Kirovska and Qoku (2014), it is a formal, structured system of assessing the characteristics of employee behavior in regards to outcomes. It is a process that examines particular performance objectives over a period of time.
1.2Statement of the Problem
Training is currently in a state of crisis around the world mostly due to the harsh economic climate. This means that the lofty ideas about continuous learning and professional development of employees have to give way to concrete justification with convincing evidence that they will deliver bottom-line results and contribute to the achievement of organizational objectives (Kirkpatrick & Kirkpatrick, 2016).
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 current economic challenges and crisis in the training world can result in low-level productivity of employees. Some organizations incur many losses inform of wastage arising from mistakes made by workers who lack the specific skills needed to perform their jobs effectively.
1.3Objective of the Study
The main objective of the study is to examined the relationship between employee training and organizational productivity. The specific objectives are as follows;
i. To examine the relationship between apprenticeship and organizational productivity in UBA Plc Port Harcourt.
ii. To examine the relationship between induction/orientation and organizational productivity in UBA Plc Port Harcourt.
iii. To examine the relationship between internship and organizational productivity in UBA Plc Port Harcourt.
1.4Research Questions
The following research questions are posed to guide the study:
i. Does apprenticeship influence organizational productivity in UBA Plc Port Harcourt?
ii. To what extent does induction/orientation influence organizational productivity in UBA Plc Port Harcourt?
iii. Does internship associate with organizational productivity in UBA Plc Port Harcourt?
1.5Significance of the Study
The outcome of this study will be of immense benefit to a wide range of people. First, to the government and public policy makers, this study will help them appreciate the strategic importance of training and policies that can fast-track job performance for business to serve, hence, promote friendly investment climate which is an impetus for increased foreign direct investment.
The academicians will benefit because it will widen their horizon of knowledge regarding the motivating factors behind total quality management as the strategy of effective productivity.
This study is a complex, multidimensional one. It will add to the existing stock of knowledge in management and administrative science generally.
Thus, this study will be useful to other researchers especially students who want to know more about managerial controls and organizational efficiency. And performance would be adopted for decision-making at the co-operate level. Other managers and workers in general could fall back upon this work as a guide for better organizational efficiency.
1.6Scope of the Study
The study is delimited under the following headings: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves on investigation to examine the relationship between employee training and job performance. The dependent variable is job performance measures by productivity, effectiveness and efficiency while independent variable is employee training measure by apprenticeship, introduction/orientation and internship.
Geographical Scope:This study is delimited in Rivers State with special reference to UBA Plc Port Harcourt.
Unit of Analysis: The unit of analysis in this research involves the selected staff at the time the study was carried out.
1.7 Limitations of the Study
In carrying out this research work, the researcher was constrained by lot of factors which include but not limited to the following:
The attitude of respondents toward the researcher’s questionnaire was limited, thus the study cover a small portion of the survey population.
The fund available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.
Another limitation is the difficulty, encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project
1.8Definition 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.
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, is the level of the understanding of a student can be measured to the performance of the class teacher.
Apprenticeship: Is a system for training a new generation of practitioners of a trade or profession with on-the-job training and often some accompanying study.
Induction: Is the process of introducing a new employee to the company culture and processes with the aim of bringing them up to speed as quickly as possible as well as making them feel socially comfortable and aware of their professional responsibilities.
Internship: Is an opportunity offered by an employer to potential employees, called interns, to work at a firm for a fixed period of time.