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Full Project – EFFECT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE’S EFFICIENCY

Full Project – EFFECT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE’S EFFICIENCY

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Full Project – EFFECT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE’S EFFICIENCY

Click here to Get this Complete Project Chapter 1-5

A case study of Lagos State Traffic Management Authority(LSTMA) Oshodi

 

 

ABSTRACT

This research work was designed to study effect of employee training and development on employee’s efficiency . This study titled “Effect of employee Training on work efficiency  . A case study of Lagos State Traffic Management Authority(LSTMA) Oshodi is of/with the view of finding out the way by which training and development can be conducted. The objective of the study is to highlight the advantages of human resource training and development and recommend an appropriate measure that could help improve the current human resource training programmes. Relevant data for this research work were collected from both primary source and secondary source of data. A descriptive method was used for this study. The total population of the staff in the organization is 250 out of which questionnaires were drawn from staff of the organization which constitute a sample size of 154.  The statistical instrument used in testing the validity of the hypothesis was chi – square. Among the major findings of the work was that training and development programme improve productivity and better performance. The research therefore recommended that there should be a free flow of information to enable all the staff to be aware of the training and development programme available to them both internally and externally.

 

TABLE OF CONTENT

Title Page                                                                                     ii

Certification                                                                                 iii

Dedication                                                                                    iv

Acknowledgement                                                                         v

Abstract                                                                                       vi

Table of content                                                                            vii

CHAPTER ONE 

 INTRODUCTION

  • Background of the study 1
  • Statement of the problem 3
  • Objectives of the study                                                       4
  • Research Questions                                                       5
  • Statement of Hypothesis                                                       6
  • Significance of the study 6
  • Scope and limitation of the study                            7
  • Limitation of the study                                              8
  • Definition of terms                                                       9
  • Historical profile of LSTMA                                     10

CHAPTER TWO

REVIEW OF RELATED LITERATURE

  • Introduction 11

2.2 Employee training and development                                           12

2.3 Factors that trigger employee training and development                16

2.4    Aims of employee training                                                      17

2.5 Method of employee training                                                     17

2.6 Benefits of training to organization                                             22

2.7    Essence of training and development                                        22

2.8 Benefits of Employee Training and Development                         23

2.9 Current challenges in training and development                            25

CHAPTER THREE

RESEARCH DESIGN

  • Introduction 28

3.2 Research design                                                                       28

3.3 Population of the study                                                             29

3.4 Sample size/sampling technique                                                 29

3.5 Methods/sources of data collection                                             30

3.6 Instrument for data analysis                                                       30

  • Validity 31

3.8 Reliability                                                                               32

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

  • Introduction 34
  • Distribution And Collection Of Questionnaire                   34
  • Test of Hypothesis                                                       36

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

  • Summary of findings                                              42
  • Conclusion                                                                43
  • Recommendation                                                                44

References                                                                           46

Appendix                                                                            48

Questionnaire                                                                      49

CHAPTER ONE

INTRODUCTION

  • BACKGROUND OF THE STUDY

Organizational effectiveness rests on the efficient and effective efficiency of employees. The efficient and effective efficiency of the workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Employee training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency  of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.

Employee training and development should be based on a need analysis derived from a comparison of “actual performance’’ and behavior with “required performance’’ and behavior. Employee training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.

Training is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (Onah 1993). The main objective of training and development in service organization is to increase efficiency  of employees with the resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.

The principal intention of training according to Akpan (1982), is to equip people with the knowledge required to qualify them for a particular position of employment, or to improve their skills and efficiency  in the position they already hold.

Employee development on the other hand, implies growth and the acquisition of wide experience for future strategic advantages of the organization.

Employee training and development therefore, improves the effectiveness and efficiency  of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of training and development used by the Lagos State Traffic Management Authority(LSTMA) for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think training and development are expensive try ignorance’’. While training and development prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.

1.2 STATEMENT OF THE PROBLEM

Despite the strategic dimension of employee investment, most organization in Nigeria remains inert. Life in such organization is a sheer drudgery. Initiative is most often discouraged due to an environment that neither empowers nor enables the individuals to accomplish anything.

It is generally observed that whenever there is a resources crunch in Nigerian organizations, the first axe falls on human resources in terms of retrenchments and cuts in employee development and training budgets. Employee are said to be a “soul” of the organization, but there are treated as the “sole” of the organization to tramp with. Organizations are hostile to their people, why are they so? Why are organizations more concerned with profits than with the well being of their people? Why are human resources regarded as part of organizational problems instead of being regarded as part of the solution to its problem? Why do organizations continue to seek solutions to their competitive challenges by downsizing, rightsizing, outsourcing and weakening their organizational culture, rather than putting their people first and drawing from extensive research, which confirms that organizations do gain enduring competitive advantage through investment in their people?

Even when there appears to be a general consensus that employee investment is a strategy for organizational competitive advantage. Nigeria organizations think and perform differently. Indeed neglect of human resources is the order of the day in most Nigerian organizations. Can it be that the claim that employee investment is a potent strategy for organizational competitive advantage is in the Nigerian environment, an invalid one?

1.3 OBJECTIVES OF THE STUDY

The purpose for this research is to probe into the evaluation of the effect of employee training and development on employee’s efficiency using Lagos State Traffic Management Authority(LSTMA) Oshodi as a case study with a view to find out how the organization is performing in terms of its employees training and development.

The following are the specific objectives of the study:

  • To examine if training and development enhances employees’ skill and knowledge
  • To examine the effect of employees training and development on employees’ efficiency
  • To examine adequate training facilities that could help to improve the employee training and development.
    • RESEARCH QUESTIONS
  1. Does training and development enhance employees’ skill and knowledge?
  2. What effect will training and development have on workers efficiency ?
  3. Will adequate training facilities enhance employee training and development programme.
    • STATEMENT OF HYPOTHESIS

HYPOTHESIS I

Ho: Training and development does not improve efficiency .

Hi: Training and development improves efficiency .

HYPOTHESIS II

Ho: Training and development do not improve skills and knowledge of employee in service organization.

Hi: Training and development improves skills and knowledge of employee in service organization.

HYPOTHESIS III

Ho: Adequate training facilities do not increase training and development

Hi: Adequate training facilities does not enhance training and development programme.

  • SIGNIFICANCE OF THE STUDY

The research will be beneficial to all service organization especially Lagos State Traffic Management Authority(LSTMA) Oshodi and their staff as it emphasized the need and encourage the establishment of policy guidelines on the efficient and effective training and development porgramme.

It will help managers of various organizations to generate ideas and solution to problems based on the best way to run training in their organization in order to achieve desired goals and objectives.

It will equally be useful to small scale business, large corporations, and universities, college of education and to the government.

It will also help researchers to know more about training programme as a tool for improving employees’ performance.

Finally, it will be of great value to students as a point of reference and will equally form the basis for further research study.

  • SCOPE OF THE STUDY

The scope of the study in which the study was carried out comprises of service organization particularly Lagos State Traffic Management Authority(LSTMA). For this reason, it was necessary to have a concentrated area of study which was restricted to the evaluation of the effect of employee training and development on employee’s efficiency  using Lagos State Traffic Management Authority(LSTMA) Oshodi as the case study.

Its major limitation was the problem of getting information from the institution under study. As parastatals, there is always the fear of giving out information to the public as such, vital information needed was not readily available.

 

1.8 LIMITATION OF THE STUDY

There is no gain saying that there are no limitations in research work generally. Any shortcoming that arises in this study is as a result of factors which are beyond the researcher’s control.

Therefore, it will be of more importance to highlight certain militating factors that tend to narrow or limit my scope of study. This project research would have been easier if not for these limitating factors:

  1. Time factor: time was not on the researchers to consult various sectors of the economy to review employees or given out questionnaire to various institutions on the effect of government revenue policies.
    As we all know, time is never our friend. The time scheduled for the completion of this research thesis was too short. As a result, generating information/data was strenuous as it coincides with final year examination period, which needed attention.
  2. Finance: this is another barrier that limited the researcher’s work.
  3. Available resources: was unavailable for the research work.

1.9 DEFINITION OF TERMS  

  1. EMPLOYEE: this is the powerin terms of the workers available to a particular group or required for a particular task.
  2. SELECTION: Is the process of identifying the most suitable applicant and persuades him/her for employment.
  • TRAINING: Trainingis the acquisition of knowledge, skills, and  competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, efficiency .

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