An important aspect of human resource management, which is often neglected today, is staff training and development. This is so because in most organizations, top management regards training as of marginal importance and therefore gives it only a token support. Many managers even feel that training is purely staff function for which the line managers have no responsibility. Others who institute training programme do so because that is the fashionable thing to do. This is a serious misconception because we live in a changing world, a world where people and things change rapidly and continually. New technology and new work procedure emerge every day. People’s attitude, beliefs, values, behaviours and taste change. The supra environment is too static. In fact there is a knowledge explosion in the world, which calls for additional and improved skills on the part of both the workers and management. Hence, the need for training and retraining of staff is to make them cope with the dynamic work world.
The training and development of organization members is very crucial because a trained staff is more likely to be highly motivated, competent, and consequently more productive. The importance of training and development become more evident as workers face the challenges of learning new skills, which will enable them, maintain their proficiency level or prepare them for future promotion. The term training refers to the various extra knowledge an employee derive in addition to the knowledge already gained (achieved). If we agree that management is defined as “getting things done through the efforts of other people”, then the training manager is just like many other managers. In this case, he establishes and maintains an environment that will develop people and facilitate co-operative, effective and efficient efforts in the pursuit of organizational goals. He also accomplishes his job by performing the functions of planning, organizing, staffing, directing and controlling. Training management provides the means for the solution to problems, for the proper use of resources and for coping with changing conditions, and for making an enterprise successful.
STATEMENT OF THE PROBLEM
This study seeks to examine the impact of training on employees job performance. Most organizations do not believe in employees training. Training determines the degree of success an organization achieves. An ill conceived training will not produce a good result regardless of how effectively the other businesses are carried out. The complaints in most organizations are that of not performing to the best of their ability and to the optimum level of their capability. Many management practitioners and experts have expressed varying degree of concern about falling workers productivity which, could be attributed to inadequate training, lack of discipline and non-evaluation of performance of subordinates. If the organization is to survive, there should be the tendency of adequate training. Training is important because it is needed to performance other functions. Most organizations don’t pay much attention to training, forgetting that without training, other business activities will not function properly.
OBJECTIVES OF THE STUDY
The broad objective of this research is to study the impact of training on employees job performance. The specific objectives include:
1. To examine if training impact on workers productivity.
2. To examine if there is a relationship between training and the attainment of organizational goals.
3. To study the relationship between training and organizational performance.
4. To identify the various constraint militating against effective training in organizations.
5. To make recommendations aimed at effective training based on the findings of the researcher.
The following research questions are considered relevant for the purpose of this research work.
1. Do you agree that training impact on workers productivity?
2. Does training has any influence on the attainment of organizational goals?
3. Does training has any significant influence on organizational performance? 4.
STATEMENT OF HYPOTHESES
For the purpose of this research, the following hypothetical statements are considered relevant.
1. H0: There is no significant relationship between training and workers productivity.
2. H0: There is no relationship between training in influencing organizational goals.
3. H0: There is no significant relationship between training and organizational performance..