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ABSTRACT
This research seeks to examine Training as a mechanism for organizational effectiveness. In this study therefore, we have employed the survey study design that is cross sectional. Results of the study will now form the basis for generalization. The population of the study consists of the staffs of Plantegeria Company Limited Port Harcourt. From the researchers statistics, there are 120 employees in the firm. Using the Taro Yemen formular the researcher arrived at 96 respondents making the sample of the study. The structure questionnaire was used to collect data from respondents for this study. This study utilizes both descriptive and inferential statistics. Mainly, the chi- square statistical tool will be adopted, to ascertain the level of correlation between the independent variable and the dependent variable. The descriptive statistics was used to describe the demographic information of respondents. Ultimately, the chi-square tool is a non-parametric tool. The study concluded that Training had an effect on organizational effectiveness in the organization. Based on the conclusion, the following recommendations are made: That management should emphasize frequent training of employees to enhance skill development, since Training had a positive effect on organizational effectiveness and that management should ensure continued and adequate supply of relevant knowledge and skill to the service.
TABLE OF CONTENTS
COVER PAGE i
ABSTRACT ii
CERTIFICATION iii
DEDICATION iv
ACKNOWLEDGEMENT v
TABLE OF CONTENTS vi
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 4
1.4 Research Questions 4
1.5 Research Hypotheses 4
1.6 Significance of the Study 5
1.7 Scope/Delimitation of the Study 5
1.8 Definition of Terms 6
CHAPTER TWO 7
REVIEW OF RELATED LITERATURE 7
2.1 Conceptual Framework 7
2.1.1 Concept of Training 7
2.1.2 Dimensions of Training 13
2.1.3 Organizational Effectiveness 14
2.1.4 Measures of Organizational Effectiveness 15
2.1.5 Training and Organizational Effectiveness 16
2.2 Theoretical Framework 18
2.2.1 Human Capital Theory 18
2.3 Empirical Framework 19
CHAPTER THREE 23
RESEARCH METHODOLOGY 23
3.1 Research Design 23
3.2 Population of the Study 23
3.3 Sample and Sampling Techniques 24
3.5 Method of Data Analysis 26
3.6 Questionnaire Design 26
3.8 Reliability and Validity 27
CHAPTER 4 28
DATA PRESENTATION AND ANALYSIS 28
4.1 Data Collection and Presentation 28
4.2 Data Analysis 29
4.3 Discussion of Findings 36
CHAPTER FIVE 38
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 38
5.1 Summary 38
5.2 Conclusions 38
5.3 Recommendations 39
REFERENCES 40
APPENDIX I 43
APPENDIX II 44
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training is one of the most important mechanisms to improve effectiveness in every organization in today’s world. The importance of effective training cannot be overemphasized.
In this rapidly changing world, improvement is imperative. Nobody can afford to remain static. The various professions are changing rapidly and experience need to be introduced to their employer’s work environment and to be shown how to perform specific tasks. This is because in many institutions and companies, the cost of wages and salaries is so high that it is quite uneconomical to leave people to master their jobs by themselves as it takes too long. The cost of plant and equipment which is at every worker is so high that companies cannot to allow people to use such plant or equipment unless are capable of using it effectively, safely and Productivity and it is not safe or the worker to learn himself.
Training is a planned effort by an organization to facilitate the learning of job related to knowledge and skills by its employees to improve employee’s performance and further organizational goals, Hall and Goodale (1986) in Nwachukwu (2011).
Baridam (2003) sees training as the systematic process of altering the behaviour of employees towards the attainment of organizational goals. Training is the process of increasing the knowledge and skills of employees in a given organization.
Nnaa (2011) sees training as the organized procedure by which an individual systematically acquire knowledge, skills and attitudes required to perform a given task or job adequately. It helps in developing employee’s capacity in order to make them perform effectively.
It is a short-term educational process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is made for supervisors, managers, executives and also develop new talent and to upgrade new ones.
Training in organization constitutes an appropriate institutional base for teaching the various professions and helping to improve them in practice.
Training is viewed as a body able to generalize experience to both would be and current practitioners and help increase the learning and problem solving capacity of organization.
According to Hardesty (2003), organizational effectiveness is defined in many ways depending on the organizations goals and objectives in today’s market and also is dependent on the industry. In today’s market, organizational effectiveness is dependent on seven to ten attributes/characteristics. He further stated ten characteristics those highly effective organizations exhibits. They are, clarity of the organization’s mission, the power of leadership vision, adherence to shared values throughout the organization, cohesive, balanced team of leaders, clear and measurable goals and objectives, mechanisms for external feedback and input, a desire to learn continuously, pursuit of excellence, competent planning and decision-making processes, periodic celebrations of nobility of the work and collective accomplishments. Fitz-Enz (1997) concluded there are eight practices of highly effective organizations. They entail balanced values, commitment, culture, communication, partnering, collaboration, innovation and risk, and competitive passion. Stating what an organization is supposed to look like and how it should function is easy. The hard part is how to get there and practicing the characteristics of an effective organization.
1.2 Statement of the Problem
Training play a vital role in any organization today. Plantegeria Company Limited is one of the fastest growing mall in Rivers State. It is also among the top-job creating sectors because its labor intensive nature and the significant multiplier effect on employment in other related sectors. There are various forms of training carried out in Plantegeria Company Limited, Port Harcourt; this study however seeks to examine how the various training has helped in developing staffs and also improving their commitment on the job. Debra and Ofori (2001) explained that despite the increasing effects on training of organizational employees, there is still limited literature on human resource development issues in developing countries. Despite the fact that Training is well planned and systematic in Plantegeria Company Limited, Port Harcourt, it still have issues of employees still not performing up to standard operating procedure in the work environment. Some of the employees have not enhanced their skills and abilities to enable them to be effective and efficient on their job duties. Overtime, there have been complaints from the management and some of the clients about some employees‟ commitment and attitude towards the job, it has however been an issue to ponder on that despite several training undergone in the organization there are still some employees that their level of commitment to work has not improved. The motive behind this study is to understand and know the reasons why Training do not have any impact on some workers effectiveness in Plantegeria Company Limited, Port Harcourt, Rivers State.
1.3 Objectives of the Study
The main objective of this study is to examine the relationship between Training and organizational effectiveness.
In specific terms, the study seeks to:
1. Examine the relationship between off-the job training and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
2. Examine the relationship between on-the job training and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
3. Examine the relationship between delivery style and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
1.4 Research Questions
1. To what extent does off-the job training influences organizational effectiveness in Plantegeria Company Limited, Port Harcourt?
2. To what extent does on-the job training influences organizational effectiveness in Plantegeria Company Limited, Port Harcourt?
3. To what extent does delivery style influences organizational effectiveness in Plantegeria Company Limited, Port Harcourt?
1.5 Research Hypotheses
HO1: There is no significant relationship between off-the job training and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
HO2: There is no significant relationship between on-the job training and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
HO3: There is no significant relationship between delivery style and organizational effectiveness in Plantegeria Company Limited, Port Harcourt.
1.6 Significance of the Study
The study will serve as guide to the management of Plantegeria Company Limited Port Harcourt as a whole in determining the best way of getting the best output from their employees who are presently demoralized in the face of the prevailing socio-economic hardship.
The study is also aimed at contributing to the literature in human resource management particularly with reference to Training in an organization. In addition, this work after completion will aid and provide a guide to students who has interest to this study through the provision of related literature.
1.7 Scope/Delimitation of the Study
This study is delimited in two aspects: contextually and geographically. Contextually, the study is delimited to examining the relationship between Training and organizational effectiveness. The independent variable, Training is measured by off-the job training, on-the job training and service delivery while the dependent variable, organizational effectiveness is measured by Adaptability, Innovation and Competitiveness as it measures.
Also, geographically speaking, the research is delimited to staffs in Plantegeria Company Limited, Port Harcourt to ascertain their response on the extent to which Training has necessitates their commitment in the organisation.
The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study. 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 difficulties, encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project.
1.8 Definition of Terms
Development: this is the systematic use of scientific and technical knowledge to meet specific objectives or requirements.
Organizational effectiveness: this is simply employees’ attitude to organization.
On-The-Job Training: it is the kind of training that takes place while doing the job.
Off-The-Job Training: This method of training takes place outside the organization.
Training: this is the act that involves growing the knowledge and skill level of an employee in order to perform a specific job”.