Effect Of Training And Human Capital Development On Staff Performance

This study examines the impact of Training and human capital development on effective performance of workers in Yaba Local Government Area. A study of the First bank Plc, it becomes imperative because of the poor selection of personnel"s, lack of proper assessment and evaluation of employee"s performance in the organization and the need to tackle the problems for efficient and effective performance.

The findings discovers that majority of the staff of Yaba Local Government Area understood what Training and Development meant; believed that Training programmes have paramount increase effect on their skills in some particular jobs as well as having a positive contribution to the economic wellbeing of the organization.

It is recommended that the importance of training and development is a vital and very indispensable tool in achieving an organizational efficiency and effectiveness. At this vantage point, it is necessary to embrace training and development concept to achieve effectiveness and efficiency in every organization to match with the current technological change and sophistications in the world.

Introduction

1.1 Background of Study

Training and development of staff have become a major pre- occupation in modern objective of growth and profitability. And to achieve this basic objective meant that management as well as staff must improve their input into the organization. This is because; the performance of an organization is a function of the collective performance of workers. This alone implies that the success of an organization depends on who work to objective that is the presence of qualified manpower.

The internal and external environment of any business and non business organization, are very dynamic.
They change as time changes. For instance, there have been changes in the ways of doing things in Organizations over the years. These changes could be accounted for by advancement in science and technology, intensified patterns of completion quest for competitive advantages brought about by closer customer relationship, devolved decision-making, qualify improvement of product and services to mention just a few. This dynamic nature of organization"s environment triggered the thought of improvement in the performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.

Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired.

One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization"s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee"s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.

Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired. One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization"s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee"s performance fall below expected standards.

The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of management function relating to operational and efficiency and effectiveness. This is because an organization, which puts great emphasis on the employee"s training and development, is directly planning for its survival and steady growth. Experts have asserted that the most important and most costly resources of any organization is the human resources and costly recourses and such as is expected human resources contributed effectively to organizational objective by improved performance. Update skills and knowledge are necessary for this improved performance, the need for employee training and development could therefore be deduced from this assertion. This need is thus an inspiration is of this study

1.2 Statements of the Problem

The main problem of this research project is the effect of training, and human capital development as a means of improving staff performance. Experience has shown that most staff in organization undergoes training and yet fails to perform to expected standard set by the company. In other situation, most staff that are trained are greeted with an entirely difference environment in real work situation. Also basic facilities required for the effective performance of staff after training, is lacking in most companies. Other training in content is quality but really does not match the training need for the trainee, which makes the training objectives not successful. More so, they have been cases of sending wrong staff to undergo training, such people find it very difficult to cope with the training exercise. All these are addition problem to be solved in the course of this study.

The problem of this study therefore, is to analyze the inherent disadvantages that has followed this lack of in -service training of personnel and proper solutions that if religiously adopted, would enhance employee effectiveness, world capacity output as well as place the country among the community of industrialized nations with adequate trained wealth personnel for the improvement of health service generally. In-service training have become a "sin qua non" for higher productivity.

To carry out this research, the researcher posed the following research questions:

How often does Yaba local government commission conducted in-services training programmes for her workers?

Does Yaba local government have staff training programmes?

Has staff on in-services training any contribution to the development of local government?

How adequate is the existing training programmes of Yaba local government.

1.3 Objective of the Study:

The objective of the study is to:

Ascertain the extent to which Yaba local government commission organize in-services training and development programme for its workers.

Examine the extent- to which the in-service and development programmes organized by Yaba local government commission have positively influence higher productivity.

Identify the hindrances to effective training generally and Yaba local government in particular; and

Determine the extent of damage done by inadequate manpower training in local government.

1.4 Significance of the Study

This research work will help the local government any organization as well as individuals in assessing the effect of training and development on employee productivity.

The research finding would also helps policy marker and management consultants to adopt adequate strategies in employee training and development.

It will help the Yaba local government in general and local government commission in particular to appreciate the importance of training and development to employee productivity. The study will guide the goods government of Yaba to identify areas of training needs to improve workers productivity.

Finally, the work would highlight the effect of training and development on employee productivity to the administrators of various ministries in the local government who do not give service attention on training and development of employee.

1.5 Scope of the Study

The researcher is aware of the existence of other agencies that train employee in Nigeria. It is outside the focus of this study to research other agencies. The main focus of this study if find out the impact of in-service training and development of employee in Yaba local government commission. The interest of the study is relevance to training and development, the extent of achievement and the extent to which these have helped to improve employee productivity.

The geographical coverage of the study is Yaba local government commission. The local government is located south east of the country. The study will focus on the activities of in-service training and development in the commission. The effect of training needs in other ministries or agencies in Yaba local government and other local government in federation can only be alluded to as a way of using such impacts to classify what happens in Yaba local government. However, such performances in other part of the state will not in themselves constitute subject for study.

1.7 Hypotheses

Hypothesis 1.

H0: There has not been a significant effect of training and development on employee"s productivity.

Hi: There has been a significant effect of training and development on employee"s productivity.

Hypothesis 2

H0: There has not been improvement of training and development in on employee"s productivity.

Hi: There has been improvement of training and development in on employee"s productivity.

Hypothesis 3

Hi: Staff training in Yaba local government exist as a matter of government polices.

Hypothesis 4

H0: Lack of in-services training has adversely affected the job performance of workers in Yaba local government.

Hypothesis 5

H0: Insufficient budgetary allocations have militated against government training programmes in Yaba local government.

Hypothesis 6

H0: Political influence affect staff training in Yaba local government.

Hypothesis 7

H0: Ethnic or geographical location affect staff training in Yaba local government.

Hypothesis 8

H0: On -the- job training is the most popular training programme in the Yaba local government.

1.8 Definition of Terms

It has become necessary to define certain concepts, term and acronyms used in this project in order to gained ear audience on what we used these terms for in this project. Local government: A local government is a system of subordinate government made up of elected representative of people which has territorially defined constituency, corporate personality, power and functions to exercise in their locality.

In-service training is education for employee to help them develop their skills in a specific discipline or occupation. In-service training take place after an individual begins work responsibilities.

Job performance is how the employee is carrying out its job and ability to operate efficiently in relation to consider how successful it is.

Employee: Is a person who works for somebody or company in return for wages.

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