Effect Of Training Practices On Employees’ Performance

1.0 INTRODUCTION

Background to the Study

Organizations are known to exist and function in complete dynamic, competitive and global business environment. For organizations to survive the turbulent complete dynamic, competitive and global business environment, they must pay serious attention to their training practices. Organizations with a productive workforce (i.e. effective and efficient employees) hardly experience insolvency. This organization should have employees that have the capability of adjusting to the swift ever dynamic business environment (Oshishepo, Ahmed & Genda, 2021). The success of any organization is largely dependent on its knowledgeable, skilled as well as experienced workforce. Paradise (2007), in his report stated that U.S organization alone spent more than 126 million U.S dollars annually on employee training. Therefore, to maintain sustainability and effective performance organizations must see continuous employee training as valuable.

Training is considered fundamentally important to human capital development. It could be described as vehicle that takes organization to their destination within a stipulated time (Oforegbunam & Okarafor, 2018). They went further to state that for any organization to survive the competitive business world; it must train and retain its human resources in consonance with its immediate and remote operational environment. Most important among the response options to environmental dynamics is the organization’s focus on development and improving the human resources base. Training is very essential because it is regarded as organization’s life wire that improves the human element that moves the organization in the direction of meeting its objectives (Ozoya, 2019). Thus, training in modern work environment has become an important aspect of employers’ duty if the organization’s set objectives are to be achieved.

The importance of manpower training is more obvious given the growing complexity of the work environment, the rapid change in organizations and advancement in technology among other things (Okotoni & Eroro, 2018). They illustrate further that training ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities, and adapt to changing conditions. Until recently there has been a general resistance to investment in training in the public service because of the belief that employees hired under a merit system must be presumed to be qualified, that they were already trained for their jobs, and that if this was not so it was evidence that initial selection of personnel was at fault (Oshishepo et al., 2021). Like Nigeria, with its rich natural resources and the necessary financial support, many organizations can also experience such economic success if the appropriate attention is given to manpower training of their human resources.

Training as a function of human resource management, is one of the operations most critically affecting employees performance. While it is understood and accepted that training methodology is not properly enforced, it will influence employees’ performance, organizational efficiency and restrict goal accomplishment, we can readily identify which sort of training is appropriate for the specific worker. Acquiring and maintaining high-quality talented worker is critical to the success of an organization. As job security there is need to upgrade our understanding through a competitive technique of training efficiency and the accessible skills increase in diversity, training helps to establish a skill matrix. The knowledge and skills of employees is measured by the training programmes attended. The newly recruited employee are indirectly trained through trail of their performance, self – assessment of an employee and by asking questions. Well experienced employees learn from on the job through the way of their experiences. Yet this type of informal, unscheduled training can lead to simply unusable time and difficulty in workflow.

To improve employee enhancement, job performance, skills and moral within a particular organization, training is considered as critical part and function. Training gives motivation, purpose and the drive for the employees to move forward to improve their careers and increase performance which in turn will benefit the organization. Thus, today many organizations are considering employee training as an important area in Human Resource Management. According to Tahir, Yousafzai, Jan, and Hahim (2018), training is one of the imperatives of human resource management as it can improve performance at individual, collegial and organizational level. Employee job performance is measuring an individual performance against his target or set goal, with emphasis on whether outcomes match the expected goal. (Yang & Hwang, 2020).

Training has become one of the necessary functions in most organizations, because they lead to high performance in the same field and are important part of human resource department, it has a significant effect on the success of an organization through improving employee performance (Mozael, 2018). Training is very essential at all employee levels, due to the reason that skills erode and become obsolete over some time and must be replenished (Nishtha & Amit 2020). Additionally, employees who are more productive can obtain better wages/ salaries, better working conditions, and favourable employment opportunities. Moreover, higher productivity tends to maximize organizational competitive advantage through cost reductions and improvement in high quality of output (Wright, 2020). All these benefits have made employee productivity worthy of attention.

Training is of much significance in achieving the objectives of the organization by keeping in view the interest of employees and organization (Stone, 2020). Training encompass long term education process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. Training proves to be a parameter for enhancing the ability of the workforce for achieving the organizational objectives. Training is seen as a useful means of coping with changes fostered by technological innovation; market competition, organizational structuring and most importantly it plays a key role to enhance employee general performance.