TRAINING TYPES AND THEIR IMPACT ON EMPLOYEE JOB SATISFACTION

ABSTRACT

This study was conducted to determine the impact of Training types on employees’ job satisfaction of First Bank Nig. Plc in Asaba metropolis of Delta State. The sources or data that constituted this research work were primary and secondary data. A structured likert scale questionnaire was the instrument adopted to generate respondents’ views. The stratified sampling technique was also adopted in order to adequately generate information from respondents. The findings revealed that training types such as vestibule, on the job training, role modeling and other training methods are currently the strategic option service firms pursue so as to develop their organizational asset (human resource), it was concluded that training programs have a direct relationship with employees’ job satisfaction in that their individual potentials are equipped and developed through training, it was therefore recommended that for First Bank Nig. Plc to maintain her competitive position in her designated industry, she has to consistently invest in her human resource (employees) in order to develop the internal resource capability when compared to that of rivals thus enhancing job satisfaction.Key words: Training Types, Vestibule, on the job training and Employees Job Satisfaction

TABLE OF CONTENTSTITLE PAGE                                                                                    iDECLARATION                                                                                    iiCERTIFICATION                                                                                  iiiDEDICATION                                                                                       ivACKNOWLEDGEMENTS                                                                       vABSTRACT                                                                                         viTABLE OF CONTENTS                                                                     viiCHAPTER ONEINTRODUCTION

1.1 BACKGROUND TO THE STUDY                                     1

1.2    STATEMENT OF THE PROBLEM                                                 61.3    OBJECTIVES OF THE STUDY                                                    61.4    RESEARCH QUESTIONS                                                            71.5    RESEARCH HYPOTHESIS                                                          71.6    SCOPE OF THE STUDY                                                               81.7    SIGNIFICANT OF THE STUDY                                                    91.8    LIMITATION OF THE STUDY                                                       91.9    DEFINITION OF MAJOR TERM                                                   101.10  ORGANIZATION OF THE STUDY                                               131.11  SUMMARY                                                                                14REFERENCES                                                                                  16CHAPTER TWOLITERATURE REVIEW2.1    INTRODUCTION                                                                     172.2    TYPES OF TRAINING|                                                            202.3    JOB SATISFACTION                                                              252.4    RELATIONSHIP BETWEEN TRAINING TYPES AND EMPLOYEE JOB SATISFACTION                                                   272.5    TRAINING POLICY                                                                352.6    PROCEDURE / PROCESS OF TRAINING                              362.7    METHODS OF TRAINING TYPES                                           452.8    THE LEARNING PROCESS                                                    47REFRENCES                                                                                  59

CHAPTER THREE

1. RESEARCH METHODOLOGY                                   62
2. INTRODUCTION                                                          63
3. RESEARCH DESIGN                                                    63
4. CHARACTERISTICS OF SAMPLE SIZE                         64
5. POPULATION AND SAMPLE SIZE                                 65
6. SAMPLE TECHNIQUES                                                  66
7. METHOD AND DATA COLLECTION                             68
8. TECHNIQUES FOR DATA ANALYSIS                            69
9. VALIDITY AND RELIABILITY OF INSTRUMENT             69
10. SUMMARY                                                                   70
11. REFERENCES                                                             71

CHAPTER FOURDATA PRESENTATION AND ANALYSIS4.1    INTRODUCTION                                                                       724.1    ANALYSIS OF RESPONDENTS PROFILE                                734.2    ANALYSIS OF OTHER RESEARCH DATA                                764.3    HYPOTHESES TESTING                                                          834.4  SUMMARY                                                                                  87CHAPTER FIVEDISCUSSION OF FINDINGS, CONCLUSION AND    RECOMMENDATIONS

5.1   INTRODUCTION                                                                        885.2    DISCUSSION OF FINDINGS                                                       885.3    CONCLUSION                                                                        91 5.4    RECOMMENDATIONS                                                          925.5    LIMITATION AND SUGGESTION FOR FURTHER STUDIES 93BIBLIOGRAPHY                                                                             95APPENDIX                                                                                      99

CHAPTER ONE

1.1 ...

1.2    STATEMENT OF THE PROBLEM

1. Many organizations are nonchalant toward the training and development of their employee
2. There is the problem of adequate funds put into employee training and development
3. Some training programme are poorly planned, coordinated and organized, thereby reducing the chance of learning occurrence.
4. Sometimes training needs are not properly identified before employees are nominated for training and development

1.3    OBJECTIVES OF THE STUDY

1. To find out the nature of relationship between training types and employee job satisfaction.
2. To determine if factors of vestibule training, on the job training, of the job training, job instruction, case study, lectures, seminars, conferences, workshop and discussion, role playing can predict employee job satisfaction.

1.4    RESEARCH QUESTIONS

1. What is the nature of relationship between training types and employee job satisfaction?
2. Do the factors of vestibule training, apprenticeship training, job rotation, on the job training, of the job training, playing role, job instruction and case study, does it predict employee job satisfaction?

1.5    RESEARCH HYPOTHESIS

.