STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR ACHIEVING

ORGANIZATIONAL OBJECTIVES

BACKGROUND OF THE STUDY

The human resources are the most dynamic of all the organization’s resources of all the
organization’s resources. They need considerable attention from the organization’s management; if
they are to realize their full potential in their work. Thus motivation, leadership, communication
work restructuring, payment systems and training and development may be included in the issue
which has to be faced by management today. Most of these issues will be considered in this
research work, but now it is time to consider the role of training and development activities in the
organization. Because of the changing nature of business environment due to modern technology,
workers need to adapt themselves to this new technology so, the need for effective training and
development ought to be seriously emphasized which will create an impartation of new skill,
knowledge etc. that an individual worker will need in other to lead to greater productivity and
higher performance, where there is training and development in an organization. It helps the
organization in achieving its goal and objectives. ]

Training and development however are matters for individual organization to sort out the rest of
this research look at how organizations set about meeting their training ad development needs.

FIRST BANK OF NIGERIA IN BRIEF

First bank of Nigeria Plc for over a century has distinguished itself as a leading financial
institution. The bank was incorporated as a limited liability company on March 31 1894, with
Head office in Liverpool by Sir Alfred Jones, a shipping magnate in it early years of operations the
bank recorded an impressive growth and worked closely with the colonial government.

To justify its West Africa coverage a branch was opened in Accra, Ghana in 1876 and in free town,
Sierra Leone in 1898. The second branch of the bank in Nigeria was in the old Calabar in 1900
and two years later services were extended to their Northern Nigeria. In 1957, it changed it names
from Bank of British West Africa to Bank of West Africa. In 1969, the bank was incorporated
locally as Standard Bank of Nigeria Limited in line with the companies decree of 1968. Changes
in the bank also occurred in 1979 and 1991, to First Bank of Nigeria Limited and First Bank of
Nigeria Plc, Respectively. In 1985, the bank introduced a decentralized structure with five regional
administrations. To further enhance the bank’s operational efficiency, this was reconfigured into
sixteen area offices in 2003. In view of the foregoing, it was therefore, a natural progression when
2001, the bank began the process of transforming its corporate identity reflects it rejuvenated
focus the bank expanding skill base has been extended by a range of training provided by a range
of training provided to its employees whose opportunity for career development within the bank
have thus been enhanced. Training is carried out at various levels through both in – house and
external courses.

STATEMENT OF THE PROBLEM

Most organizations has problems in one way of the other and first bank Plc is not an Exception
one of these problems encountered is that, workers are not motivated to work so as to put in their
best for the efficiency and effectiveness of the organization. This is due to the fact that most of
these workers are not being trained and developed, as they ought to be.

Training and development is very important because it removes deficiencies of employees in an

organization. If training is properly done, the organization will achieve its aims and objectives.
However, major interest to this study is staff training and development as important tools for
achieving an organization’s Objectives.

AIMS AND OBJECTIVES

The rational behind this research is to undertake an intensive investigation into staff training and
development with a particular reference to the banking sector in Nigeria and the problems facing
the sector on the subject matter, with a view to offer solution as to how these problems should be
solved.

It is the aim of the research is to see how effectively the banking sector utilizes training and
development strategies in achieving its goals and objectives. Among other aims and objectives of
this study are:

To improve the quality of work performance of employees

To reduce labour turnover, absenteeism and wastages.
To know the essence of training and development of employees in organization
Finally, the data collected by the researcher of this research will be analyzed in a more simplified
manner and all the technical items will as much as possible avoided and where they are
unavoidable, it must be explained within this research work, so that even a lay – man can
understand and benefit from this research work.

RESEARCH HYPOTHESIS
Kerlinger (1973) defines hypothesis as “conjectural” statement of the relation between two or
more variables” this research sets out to test hypothesis on staff training and development as
important tools for achieving an organization’s objectives the following are the hypothesis which
the researcher have in mind.
Ho: Staff Training and development have no impact on achieving an organization’s goals or
objectives
Hi: Staff training and development have impact on achieving an organization’s goals or
objectives.

SIGNIFICANCE OF THE STUDY

The significance of this study lies in the benefit that the findings would provide to many
individuals, groups and organization a very good source of literature review material for any study
relevant to the topic.

Secondly, organization, especially those that are of the banking sector will certainly find this
project very useful in understanding the nature of training and development and its relevance to
the employees.

Lastly, it is also believed that the study will be of benefit to the reader who like to have better
knowledge of training and

development of employees how to harness and reactivate these tools towards meeting the
challenges facing the banking sector and the world new economic order at the moment.

SCOPE OF THE STUDY

Although this project is attempting to review staff training and development as important tools for
achieving an organization’s objectives: but in the course of writing, the research will cover First
Bank Nigeria Plc Kaduna. The management and other levels of workers are considered as
population for this study. The study will also be limited to library review of relevant literatures and
based on collections of documents, books, projects, speeches and other facts through the media.

LIMITATIONS OF THE STUDY

The research have some limitations like other research studies. Some of the limitations
encountered are as follows:

One of the chief limitation of the study is inadequate resources (Finance) to conduct a satisfactory
and detailed study of an organization on their training development policies in the organization.
Staff of the organization who are in good position to assist in the acquisition of data, will not be
willing to give information or data on the basis of security. So, much was not disclosed by them
Also difficulty was experienced in getting material like textbooks that will also give relevant
information to the researcher.
The time frame in which this research work is to be completed has placed a barrier to how far the
researcher can go into sourcing for information.
The school being an academic environment gathering of information was not an easy task
considering number of books in the library, couple with other academic activities which must be
taken into consideration.
DEFINITION OF KEY TERM
TRAINING: This usually implies preparation for an occupation or for a specific skill; it is
narrower in conception than either education or development. It is also defined as an organized
process by Which Skill and Knowledge are learnt for specified purposes.
Development: Thus usually suggest a broader view of knowledge and skills acquisition than
training. It is concerned more with employee potential than with immediate skill.
Organizations: Organization is intricate human strategies designed to achieve certain objectives
(Argyris 1960). It is also defined as system of interdependent human being (Pugh 1971).
Staff (Employees): These are group of people working together under a manager or a head. Staff
can also be seen as persons employed in any work place.
Training Needs: This is deficiency in skill, knowledge or experience that requires to be taught to
enable an employee performs a particular job or task to the required standard.
On the Job Training: Is the training program that is given to worker as he is performing the job
Off the Job Training: This is the training programme that is given to an employee outside the
organization.
Banking Sector: It is a financial institution established for keeping money and valued safely, the
money being paid out on the customer’s order
Career Development: Career development is individual’s perceived sequence of attitude and
behaviours associated with work related experience and activities over the span of the persons
work life.

Research Proposal On Employee Training And Development

The impact of training and development on employee performance

Abstract:

In today’s dynamic environment the stipulate for professional and highly skillful workforce are
necessary for every organization to perform well in this environment. The employees need to be
trained and the development of an employee to be highly skilled is essential. The research
proposes how the employee performance can be enhanced by proper training and development.
For the purpose of research two companies are selected “Ericsson Pakistan” and “Shell Pakistan”.
A questionnaire was distributed among the employees of both organizations with people from
different departments within the same organization. A total of 50 questionnaires were distributed
among both organizations including two department heads of the organizations. The completed
questionnaire forms the foundation of this research.

Introduction:
There is a need in every organization to enhance the job performance of the employees. The
implementation of training and development are one of the major steps that most companies need
to enhance employee performance. With organization having better trained and developed
employees organizations are able to avoid wasteful spending and improved performance.
In today’s environment employees or staffs are increasingly demanding change,
choice, flexibility, as well as variety in their work. The value of the organization increases with
better trained employees and also employees trained properly are highly motivated and have a
sense of responsibility as captivating the organization as their own.
Objectives of the study:
i. The purpose of the study is to investigate how effective the employee training and
development is for any organization.
ii. To discuss the current practices in organizations for training and development that are
supposed to contribute to the enhancement of the employees’ skills and employee performance
iii. To evaluate the views of management personnel on effective employee training and
development program as enhancing the employee performance.

Research questions:
ž What is the effect on a company's performance having better trained and developed employees?
ž What are the actions of the companies in doing training of the employees?
ž What are the greatest problems that usually call for training and development of employees?
ž What are the major objectives of the training and development for the employees?
ž What are the desired outcomes of the training?
Research significance:
The purpose of the research is to conduct a descriptive study on the impact of training and
development to employee performance. The research specifically examines the employee training
and development program within an organization.

Limitation:
Following are the some limitation of the study
i. The sample size is not enough to give the complete picture of all organizations
functioning in Pakistan.
ii. Data is collected thorough simple structured questionnaire and other method could
have been used for collecting data
iii. Time factor as a constraint as did not have enough time to investigate other
organizations

Literature review:
An organization survives if it is performing well in the environment by being profitable but if it
fails to do so the organization may not survive. And worse is the decay of both human and
physical structures (Manguènnandongo, 2002). The rationale of training and development is not
only on the ordinary employees but as well as to their executives, to develop skills required in the
diversification and competitiveness by making the organization successful. The benefits fall
entirely for the employees and for the private companies. The target of the program being
implemented in the companies is ultimately expected to contribute in the achievement of the
objectives of the companies, increase the competency in the market, and improve the living
conditions of the employees (ADBG, 2008). Under the participation of the stakeholders, the
guidelines and implementation of training in the employees can achieve positive results. The
workforce development is focused on attracting, developing, and retaining, the best of the people
from the broadest business practices to meet the objectives or goals of the companies.
Intentionally, training and development are provided for the employees with best of the career
opportunities in different industry and encourages their individual growth and achievement
(Kruger, 2008).

Theoretical frame work:

Based on the literature review, the relationship between “training and development” and
“employee performance” were conceptualized, with “training and development” being the
independent variable and “employee performance” being the dependent variable. With reference
to the interview with the management personnel it has been noted that “culture and environment”
and “employee motivation” serve as moderating variables.

Methodology:
Primary data is collected through survey which consist a questionnaire which contains closed
ended questions. Surveys provide quick, inexpensive, efficient and accurate means of assessing
information about the population. Also surveys are considered quite flexible. Statistics are used to
analyze the data. Secondary data is obtained from articles, books and internet.
For this study, descriptive research method is utilised. In this method, it is made possible that the
study be cheap and quick. It can also suggest unanticipated hypotheses. Also this method is very
hard to rule out alternative explanations and especially deduce causations. This descriptive type of
research utilises observations in the study.
The purpose of employing this method is to describe the nature of a situation, as it exists at the
time of the study and to explore the cause of particular phenomena.
To come up with pertinent findings and to provide credible recommendations, this study utilizes
two sources of research: primary and secondary. Questionnaire survey and in-depth interview was
conducted. On the other hand, the secondary research data was obtained from previous studies on
the same topic.
Study population:
This study is conducted with help of two organizations “Ericsson Pakistan” and “Shell Pakistan”.
The employees of the organization were the sample size. This study encompasses the employees
of both organizations and two management personnel of both organizations.
Sampling:
Human resource at “Ericsson Pakistan” and “Shell “Pakistan” is the population. Fifty employees
from different departments of both organizations is the sample size.

Type of investigation:
Co relational study
Instrument:
Structured questionnaire
Population:
“Ericsson Pakistan’
“Shell Pakistan”
Sample size:
50 employees
Scale:
Ordinal
Sampling technique:
Quota sampling

Ordinal scale is used as I am measuring knowledge, feeling, and experience of employees. Quota
sampling technique is used as to cover all the business level from clerical to managerial level from
different departments.

Correlations

Company’s performance having better trained and developed employees

Actions of companies in doing training of employees
Greatest problems calling for training and development of employees
Major objectives of training and developing employees
Desired outcomes of training
Employee performance
Pearson Correlation
1
0.3
-0.5
0.6
0.4
Sig. (2-tailed)

.289
.805
.430
.421
N
50
50
50
50
50
Essential or not
Pearson Correlation
-0.5
0.3
0.3
0.6
0.4
Sig. (2-tailed)
.287

.224
.681
.624
N
50
50
50
50
50
High turnover
Pearson Correlation
1
0.3
-0.5
0.6
0.4
Sig. (2-tailed)
.800
.220

.285
.323
N
50
50
50
50
50
To increase productivity
Pearson Correlation
1
.3
0.5
0.6
0.4
Sig. (2-tailed)
.422
.689
.285

.362
N
50
50
50
50
50
Better organization performance
Pearson Correlation
1
-0.5
0.6
0.4
0.3
Sig. (2-tailed)
.424
.624
.323
.362

N
50
50
50
50
50

The above mentioned correlation results are explained in the analysis for forming the conclusion
and recommendations of the study.

Analysis and recommendations:

Based on the results it is evident that training and development enhances the employee
performance. Through the training and development of people, the responsibilities and the roles
they play inside the organization is emphasized. There is a great effect not only in the performance
but also in the cost control and managing of the employees. The need for the improvement in the
employees’ skill is emphasized by different business executives among the private companies.
An organizational culture where employees are considered an integral part of the growth process
of the organization fosters employee commitment towards the organization. They align their goals
and objectives with those of the organization and feel responsible for the overall well-being of the
organization. As their efforts are in turn appreciated by the management and are better trained and
developed, have immense job satisfaction. In such organizational cultures, the employees are
committed to achieving their goals and thus have a positive effect on the overall performance of
the organization.
Organizational culture to a large extent determines the performance of the employees. Therefore,
it is in the interest of organizations to eliminate negative factors that slow down employee
performance in order to foster a positive workplace environment or a positive organizational
culture.

Conclusion
Training and developmedevelopmentnt is a popular action that runs in the mind of the business
leaders and Human Resource manager. Through intensive training, the development both can
contribute in the overall performance of the employee and the organization.

Questionnaire:
Questionnaire for research study on
“The impact of training and development on employee performance”
INSTRUCTIONs:
· Please read each question CAREFULLY
· ENCIRCULE the best option
· ENCIRCULE only one option

ž What is the effect on a company's performance having better trained and developed employees?
• Enhanced employee performance
• Decreased employee performance
• Demotivated employee
• High employee turnover
• No effect

ž What are the actions of the companies in doing training of the employees?
• Providing detailed description of job
• Providing facilities to improve performance
• Providing benefits
• Providing specialized courses
ž What are the greatest problems that usually call for training and development of employees?
• Demotivated employees
• High turnover
• Decreased organization performance
• Organization not being profitable
ž What are the major objectives of the training and development for the employees?
• To enhance employee performance
• To increase productivity
• To enhance organizations performance
• To make organization successful
ž What are the desired outcomes of the training?
• Employee performance
• Skilled workforce
• Better organization performance
• Less turnover rate