The impact of staff development on employee job performance

1.1 Background of the Study

In the fast pace changing world of business and environmental uncertainty, organizations realize its limitation of dealing with new challenges and should therefore invest in training programs to make their employees competent enough to face uncertainties and take effective decision in time and also remain competitive in the market (Tai, 2006). Effective training of staff is beneficial for the firm in variety of ways, such as, it plays a vital role in building and maintaining capabilities, both on individual and organizational level, and thus participates in the process of organizational change (Valle et al. 2000). Moreover, it enhances the retention capacity of talented workforce, hence decreasing the unintentional job rotation of the workers (Shaw et al. 1998). Furthermore, it indicates the firm’s long-term commitment towards its workers and increases the employee’s motivational level (Pfeffer, 1994). All these contributions lead to achieving competitive advantage (Youndt et al.1996) and to an enhancement in employee performance and organizational productivity (Bart el, al. 1994).

Staff development both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization. Therefore, training can be put in a contact relevant to public sector administrators. However, knowledge is the ability, the skill, the understanding, the information, which every individual requires in order to be able to function effectively and perform efficiently (Mamoria, 1995)

Abiodun (1999) submitted that: Training is a systematic development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. It can take place in a number of ways, on the job or off the job; in the organization or outside organization.

Adeniyi (1995) observed that staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. He therefore, provides a systematic approach to training which encases the main elements of training. The effectiveness and success of an organization therefore lies on the people who form and work within the organization. It follows therefore that the employees in an organization to be able to perform their duties and make meaningful contributions to the success of the organizational goals need to acquire the relevant skills and knowledge. In appreciation of this fact, public sector organizations conduct training and development programmes for different levels of their manpower.

Usually, before training or development programmes are organized efforts are being made through individuals and organizational appraisals to identify the training needs. After the training and development programmes, an evaluation is carried out to ascertain the effectiveness of the programme in line with the need, which had been identified. It is worthy of mention that organization development follows the development of individual who form the organization. It follows that no organization becomes effective and efficient until the individual have and apply the required skills and knowledge. Training has been observed as part of human development. Human development is a process of enlarging people’s choices. In principle, these choices can be infinite and change over time. But at all levels of development, the three essential ones are for people to live a long and healthy life, to acquire knowledge through training, and to have access to resources needed for a decent standard of living. If these essential choices are not available many other opportunities remain inaccessible (Baruch, 2006).

According to human development experts is clearly only one option that people would like to have, albeit an important one. Development must therefore be more than just the expansion of income and wealth. (HDR 1990) since administering involves the creation and maintenance of an environment for performance, working closely or in isolation towards the accomplishment of common goals, it is obvious that administrators cannot be successful without well skilled and well trained people. The importance of incorporating training into organizational or institutional roles the staffing of these roles and the entire process of direction and leading people must be premises on knowledge and skills.

The need for improved productivity in organization has become universally accepted and that it depends on efficient and effective training. It has further become necessary in view of advancement in modern world to invest in training. Thus, the role played by staff training and development can no longer be over-emphasized. However, the need for organizations to embark on staff development programme for employees has become obvious. Absence of these programmes often manifest tripartite problems of incompetence, inefficiency and ineffectiveness (Arnoff, 1997).

Oribabor (2000) submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth, also Isyaku (2000) postulated that the process of training and development is a continuous one. Man is dynamic in nature, the need to be current and relevant in all spheres of human endeavor’s make staff development a necessity, to keep track with current event and methods.

Griffin (1978) has drawn the attention of the entire sundry to the inestimable value of training and development. It is an avenue to acquire more and new knowledge and develop further the skills and techniques to function effectively. Scholars, experts, social scientist and public sector administrators now recognize the fact that training is obviously indispensable not only in the development of the individuals but also facilitate the productive capacity of the workers. Training is not coaxing or persuading people to do what is wanted but rather a process of creating organizational conditions that will cause personnel to strive for better performance.

Among other schools that highlighted the usefulness of training are Akintayo (1996), Oguntimehin (2001) and Graig (1976). They identified the functions of training as follow: increase productivity, improves the quality of work; improves skills, knowledge, understanding and attitude; enhance the use of tools and machine; reduces waste, accidents, turnover, lateness, absenteeism and other overhead costs, eliminates obsolesce in skills, technologies, methods, products, capital management etc. It brings incumbents to that level of performance which needs the performance for the job; enhance the implementation of new policies and regulations; prepares people for achievement, improves man-power development and ensures the survival and growth of the enterprise.

Pitfield (1982) is of the opinion that the objectives of training are to: provide the skills, knowledge and aptitudes necessary to undertake required job efficiently develop the workers so that if he has the potentials, he may progress, increase efficiency by reducing spoilt work, misuse of machines and lessening physical risks. Chris Obisi (1996) submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth. Also Akinpeju (1999) postulated that the process of training and development is a continuous one. The need to perform one’s job efficiently and the need to know how to lead others are sufficient reasons for training and development and the desire to meet organizations objectives of higher productivity, makes it absolutely compulsory.

1.2 Statement of the problem

It is a well known fact that training and development enhances worker performance and productivity in organizations (G.A Cole, 2002). Many organizations in Ghana and indeed the public sector engage in training and development of staff and have departments, units and sectors in charge of training and development. GPHA is one such organization that has been practicing training and development since its beginning and particularly for the past ten (10) years.

However, for some years now it appears staff development in Nigeria public sectors is haphazard, unplanned and unsystematic, and several of its employees such as machine operators, junior and middle level engineers, accounts clerks, computer operators, secretaries, drivers and many other category of workers, have not qualified for any form of training nor is there any systematic process of staff development in place. A brief interaction with some employees did show that Management  see the cost incurred in the acquisition and maintenance of plant and equipment as more relevant than that expense on training and development of its staff.

In the absence of training and development of employees by Management of the organization, the employees sponsored themselves in furtherance of their education to obtain professional or higher level certificates. Employees who expressed the desire to pursue university education were not given any form of assistance like study leave with pay. Their applications for study leave were turned down with those who were persistent being advised to resign. Those who sought for part-time programs were disengaged after their studies as management claimed their programs were not relevant to the job. The few ones who were retained had no promotion to match their added skills and competencies. This it is believed to have led to high labor turnover in the organization. The study was therefore to assess the role of training on the human resource and how this affects worker performance.

1.3 Objectives of the Study

The main objective of the study is to assess The impact of staff development on employee job performance. To be able to achieve this, the following specific objective has been identified

1.4 Specific Objectives

The objectives of this study are to:-

• Identify the major purposes of staff development, as well as the key internal and external influences on staff developement.
•  Find out the training and development policies in operation in Nigeria.
•  Outline and explain the training and development policies and processes including the assessment of training needs.
• Find out whether training and development schemes have positive effects on the performance of workers and productivity

1.5 Research Questions:

• What are the major purposes of training and development practices and processes including the assessment of training needs?
• How did the training and development practice develop in Nigerian Public sector?
• What are the training and development policies and practices in Nigeria?
• Does training and development have positive effect on worker performance and productivity in an organization?

1.6 Significance of the study

It is expected that the study will inform the Management of  that to increase productivity, there is the need to have and retain well trained and motivated employees. It is also to help develop and maintain a quality work life, which will provide an opportunity for employees’ job satisfaction and self-actualization. Finally, it is to aid management  to introduce modern schemes for training and development, to be able to meet the challenges of change in the future.

1.7 Limitation

Problems such as the swearing of an oath of secrecy and indifference on the part of interviewees and respondents were limitations to the study as some of the employees felt uncomfortable and others were simply not bothered. The absence or inaccessibility of reliable records and reports on organizational activities within the past ten years also limited the research investigation. The unwillingness of Management to divulge strategic information in the name of confidentiality is a limitation to the study.

1.8 Organization of the study

The study is organized into five chapters. Chapter one introduces the study by giving the background information on the research problem, main and specific objectives. the chapter further outlines the research questions, significance, scope, limitations as well as the organization of the study. Chapter two deals with the review of relevant literature on the research problems and concepts with specific reference to how it applies to Bayelsa  civil services. Chapter three discusses the research methodology adopted for the study and relevant justifications. It outlines the methodology for carrying out the secondary and primary data collections and how results were analyzed. Chapter four presents the findings Chapter five gives the conclusions drawn from the research findings and recommendations to enhance organizational effectiveness through training, and to ensure a stable and committed human resource.Download Full Material-N5000

APPRAISAL IN MANAGING HUMAN RESOURCES IN MANUFACTURING ORGANISATIONS IN NIGERIA

CHAPTER ONE/INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Human Resources is crucial to organizational survival and it has been acclaimed as the most important resource available to any organization. In discussing human resources in any culture or environment, human resources are the major wealth of any nation. People are the greatest asset of any organization we live in a people’s world. People are the backbone of any organization.

According to Banjoko (1996: 142), every organization advocates effective results and maximum individual employee as crucial to the organization growth and survival Performance standards or goals are established and all employees are enjoined to strive individually and collectively towards corporate goal attainment.

Obisi (1996:114) opines that in our today’s competitive economy characterized by risk taking organization must survive and the key to such survival is a revitalized human resources. Neither billions of naira nor the state of art, technology and machine can do the miracle if human resource is neglected and forgotten. This can be achieved if an organization nurtures, nourishes and develops its human resources through performance appraisal. More than anything else, competition, global trends and other issues have brought up human Resources Management and especially performance as the surest way of coping with competition. Thus, such activities as recruitment, selection, placement, rewards are all strategies of improving performance in order to cope with world happenings and megatrends.

Ovadje (1998:3 1) is also of the opinion, that is today’s highly competitive and chaotic environment, if organizations are to survive, they must attract and retain people who are able and willing to perform and even go beyond what is required. He went further to say that people are key in organizations, they are precious, problematic, unpredictable and productive. Nothing can be done in organization without people.

However, human beings are the most frustrating out of all the production elements for managers since they constitute the most difficult variable to control and predict. Performance appraisal is difficult to objectively and effectively implement because of the human element involved, yet it is crucial to individual and organizational growth.

Also on the part of Managers, there exists that reluctance to objectively appraise the work of those who report to them. In an activity important as managing, there should be no reluctance in measuring performance as effectively as we can, nor in having superior managers appraise the work of those who report to them.

However, the problem of “Praying God” also exists in a culture where individual performance has been rated, from the time the person enters kindergarten and though his school and university life. In almost forms of groups, performance has been rated in some way.

According to Walks (1989:210), “the guarantee of all organization measured by performance.” That is why emphasis is placed performance in most organization. To make performance appraisal effective in organizations, performance standards or goals must established and employee performance should be evaluated against such established goals or specific sets of expected behaviour.

The modern human resource system is divided into four parts acquisition of human resources (recruitment and selection), training and development, motivation and compensation. Performance appraisal involved in all four parts and services to tie them together by providing feedback information for all of the other parts. Performance appraisal has been called one of the most important tools for managing human resources in an organization.

According to Yodor and Staudohar (1982:101), the importance of performance appraisal seems from the importance of performance itself. Performance is the umbilical cord linking partners in the industrial relation system, that is the employers and the employees.

According to Moorhead and Griffin (1989:604), performance appraisal or evaluation is the process by which a manager:

1. Evaluates an employee’s work behaviours by measurement and comparison with previously established standards;
2. Records the results;
3. Communicates them to the employee.

1.2       STATEMENT OF THE PROBLEM

According to Kellogy (1969:21), it is difficult for many managers to make their judgment explicit. It takes a rare combination of courage and tact to come right out and say what we feel especially when personal judgment and interpretation to influence our decisions in areas of crucial importance to an employee.

Performance appraisal system in most conglomerates are thought to be subjective, and favoritism is prevalent.

According to Banjoko (1996:142), some superior officers strongly believe in the “Coker is my cousin” syndrome, ie. There is an element of godfatherism. In view of these criticism, there is a need to put in place performance appraisal system that is objective as humanly possible. Performance appraisal system that is dynamic that produces continuous advances progress. Forward movement both for the organization and its people. The belief or contention is that if the performance appraisal systems are objective, they will enhance employee’s performance and ultimately aid the attainment of organization goals and objectives.

1.3   OBJECTIVES OF THE STUDY

The main objective of this study is to find out the role of the performance appraisal system in Human Resources Management and how it is utilized.

The study also attempts to look at sub- objectives :

• To ascertain the extent to which performance appraisal systems are utilized in improving job performance of employees.
• To  Identity the features of the appraisal system that makes it effective and acceptable by the staff.
• To Find out the criteria used by employers in appraisal employees performance.
• To Examine the extent to which a performance appraisal system assist the organization in making general decisions or personnel decisions relating to promotions, staff transfers, career development, succession plan etc.

1.4    RESEARCH  QUESTIONS

The study will focus on the following relevant  research squestions:

• To what extent does performance appraisal systems are utilized in improving job performance of employees.
• What are the features that make appraisal system to be effective and acceptable by staff
• Is there criteria used by employers to appraise employee’s performance?
• Does the performance evaluation system assist management in making major decisions in their organisations  ?

1. 5 RESEARCH  HYPOTHESES

(i)   performance appraisal  systems  are not effectively utilized in improving job performance of employees

(ii)   There is no features of appraisal system that it effective and acceptable by staff

(iii)   The criteria used by employers are  ineffective in appraisal employees performance

• performance appraisal system does not assist the organisation in making general decision or personal decision relating to promotion of staff transfer, career development and succession plan.

1.6    SIGNIFICANCE  OF THE STUDY

The result of this study should be of interest to organizations and human resource practitioners of the selected organisations and other sectors of the economy.

1. This study will try to create awareness to all cadres of staff on the role of effective performance appraisal in managing human capital.
2. It will try to unfold the different performance appraisal systems and the essentials of dynamics of performance appraisal
3. The study will identify the short-comings of performance appraisal and proffer recommendations to make performance appraisal objective as humanly possible and acceptable.

4     This study will also aim at enriching the job knowledge    of the appraisee, establish a cordial relationship between subordinates and their supervisors and improve communications in the organization. This will be achieved by the creation of a clear understanding of what is expected and what needs to be done to meet

(5)    Also, academic community will not be left out, because this work will serve as a fertile ground for researchers who wish to carry 1.7       SCOPE OF THE STUDY

The study will cover the appraisal in managing human resources in manufacturing organisations in Nigeria, researcher intends to use the  staff of the manufacturing   of darling yaki and expression brands of weavon to carry out this research work. The staff  the  manufacturing companies  will provide the researcher with useful information that will be required to effectively carryout this research work.

1.8       LIMITATIONS OF THE STUDY

The major constraints of the study include:

Time Constraint: Due to the limited time available for the study, the researcher could not go to places to source for information on the study.

Attitude of Respondents: Some respondents are indifferent to the study because they feel they have nothing to benefit from the study, financially or otherwise.

Finance: Due to the lack of financial resources of the researcher, he could not visits  some  place to gather more information about the workDownload Full Material-N5000

Abstract

One of the goals of NCE business education programme is the acquisition of both physical and intellectual skills which will enable individuals to be self- reliant and useful members of the society. In spite of available business opportunities, and conducive environment for businesses to thrive in Cross River state, Business Education graduates are yet to maximize these opportunities, by using their creative abilities in establishing jobs for themselves and others instead, the business graduates go about the streets in search of jobs which are either few in supply or not available leading to high rate of unemployment, which has led to frustration and low self-esteem, and other negative vices amongst NCE graduates. It was on this note the study was conducted to determine the self-employment skills possessed by business education students of Colleges of Education for sustainable development in Cross River State. The study adopted a descriptive survey research design and was conducted in Federal College of Education Obudu and College of Education Akamkpa, Cross River State. The population for the study was 745 made up of: 425 NCE final year students of Business Education from Federal College of Education Obudu, and 320 NCE final year students of Business Education from College of Education Akamkpa. The sample of the study was 384 made up of 206 and 178 respondents from the Federal College of Education Obudu and College of Education Akamkpa respectively. A structured questionnaire containing 63 items was used to elicit responses from respondents and generate data for the study. The instrument was face-validated by three experts in the Department of Vocational Education was used to collect data from the respondents. The study made use of Cronbach Alpha reliability method Sto determine the internal consistency of the instrument. The data collected for the study was analyzed using mean to answer the research questions and standard deviation to determine the closeness or otherwise of the responses from the mean, while t -test statistic was used to test the null hypothesis of no significant difference at the probability of 0.05 level of significance at relevant degree of freedom with the use of Statistical Package for Social Sciences (SPSS). Findings from the analysis showed that business education students of Colleges of Education in Cross River State slightly possess creative skills, information and communication skills, marketing skills and accounting skills for self employment and sustainable development. Based on the findings of the study, it was recommended amongst others that Business education students should be mandated to develop a viable business plan before graduation as this would bring out their creative abilities in creating jobs for themselves in particular and the nation at large.

CHAPTER ONE

INTRODUCTION

Background of the Study

Business Education is an educational programme that prepares students for entry and advancement in jobs within business and to handle their business affairs as well as to function intelligently as consumers and citizens in a business economy. Osuala (2004) defined business education as that aspect of vocational education, which emphasizes job competency, career preparation and work adjustments. It involves acquisition of special skills in business subject areas. Njoku (2006) defined business education as an educational programme that equips individuals with functional and sustainable skills, knowledge, attitude and value that would enable the individuals  operate in the environment such individuals find themselves. Business education programme is offered at various levels of tertiary education: Universities, Polytechnics, and Colleges of Education.

College of Education according to the Nigerian Academy of Management Administration (2014) is an educational programme created to prepare individuals to be leaders and practitioners in education and related human service fields by expanding and deepening understanding of education as a fundamental human endeavour in helping society define and respond to its educational responsibilities and challenges. At this level of education, the programme prepares the individual for a career in teaching, employment in industries, civil service and business establishment as well as self-employment (Ubong & Wokocha, 2009). There are two Colleges of Education in Cross River State: Federal College of Education Obudu, located at the urban area of the State, has a better and conducive environment and opportunities for entrepreneurship to thrive unlike the College of Education Akamkpa, which is located at the rural area of the State, which is characterized by lack of market and infrastructural facilities for businesses to flourish. However, both Colleges run a Business Education programme, which lead to the award of Nigeria Certificate in Education (NCE) after three years of full-time postsecondary study.

The Business Education programme is very relevant in Cross River State, which is tagged a “Civil Service State” due to few companies, industries and businesses that employ the youths, thus, the burden of employment in the State lies mainly on Government. The lack of employment generating agencies has led to high rate of unemployment in the State since the government alone cannot absorb all the graduates, including NCE graduates. Evidence of unemployment and under-employment in the State remain at high level. According to State Planning Commission (2012), the unemployment rate of the youths in 2009, 2010 and 2011 were 32.9%, 35.3% and 35.9% respectively. The records also show that over 40% of the unemployed persons in Cross River State had Nigeria Certificate in Education (NCE) inclusive of business education graduates. From the above report, it therefore, means that the business education NCE student, who in this study is referred as the final year business education students, go about in search of jobs that do not exist, thus, increasing the rate of unemployment in the State. The implication of the above statistics is that Business Education programme, which aimed at graduating knowledgeable, skilled, and competent individuals that can be self employed and also create jobs in the society, thereby reducing the unemployment situation in the State is not meeting up with her objectives.

GET FULL MATERIALSDownload Full Material-N5000