1.1 BACKGROUND OF THE STUDY
The importance of Training and Development is
obvious given the growing complexity of the work environment, the rapid change
in organization and advancement in technology, among other things. Training and
development helps to ensure that organizational members possess the knowledge
and skill they need to perform their jobs effectively; take on new responsibilities,
and adapt to changing conditions. Despite the recognition of the importance of
training by management experts and government as expressed in white papers on
various reforms in Nigeria, the experience of manpower training and development
in the Nigerian public service has been more of ruse and waste. Until recently
there has been a general resistance to investment in training in the public
service because of the belief that “employee hired under a merit system must be
presumed to be qualified, that there were already trained for their job, and
that if this was not so, it was at fault” (Stahl, 1976).
According to Ejiofor (1987), training is
indispensable to employee efficiency especially with the growth and
modernization in the banking industry. He added that, they are essential for
better labour utilization and planning of organizational goals.
Also, cloyd (1964) viewed that the evolution of training
and development signal the wisdom of man desired toward industrial revolution
couple with determination to pursue their national development. He said further
that through this they invented tools, weapon, clothing and shelters to meet
their standard of living. In 1957, there was sudden fallout of knowledge due to
proportion of uncertainty, and absolute information which becomes invalid for
human use. He concluded that training and development is an instrument for
reduce deterioration and improved efficiency.
According to Cole(1997). Training was indispensable
to the attainment of organizational goals because, employee who have not
adequate training before assigned responsibilities lack the necessary
confidence to execute its jobs. He cited example the aspect of difference in
training between polytechnic and universities, which the polytechnic acquire
more practical knowledge while, the universities is more of theoretical.
1.2 PROBLEM STATEMENT
Some organizations in Nigeria do not
engage in proper training and development of its staff, resulting to low
productivity and poor organizational performance. In most cases, these
organizations are not fully aware of the impacts of employee training and
development on the performance of their organization, and thus they do not
undertake training and development exercises for their employees.
According to Cole (2002), ill trained
employees will definitely be less productive, as they do not have the necessary
and complete skills and knowledge to achieve maximum performance in the
organization. Training of employees must be implemented in every organization
that wishes to succeed, since training enhances skills, knowledge, attributes
and competencies and ultimately worker performance and productivity in
1.3 OBJECTIVES OF THE STUDY
of this study are:
To identify existing training programs at RoseMore Hotels
To evaluate the effectiveness of these training programs.
3. To find out if the training programs
have impacted on employee and the firm’s overall performance.
1.4 RESEARCH QUESTIONS
research questions were developed to guide the study:
1. What training programs does RoseMore
2. Are the training programs in RoseMore
3. What is the impact that these
training programs have had on employee performance?
The hypotheses for the study are:
Training programs of RoseMore Hotelsis not effectively administered to staff of
Hi: Training programs of RoseMore Hotelsis
effectively administered to staff of the bank.
There is no significant impact between staff training and employee performance
in RoseMore Hotelsbank.
Hi: There is a significant impact
between staff training and employee performance in RoseMore Hotelsbank.
1.6 SIGNIFICANCE OF THE STUDY
The study will help firms understand the
importance of training programs. It will also enable them structure their
training programs to make them more effective in terms of helping to improve the
efficiency of the workforce and lead to better performance. This also ensures
the existence of a pool of skilled workforce who could be utilized for national
development. Labour is a major input to the success of the company. If labour
is efficient it will help improve the performance of the company. As companies
perform better they are able to increase output and contribute more to the
economy. They are also able to grow and hire more people thus helping to
decrease the level of unemployment. As companies perform better, they are also
able to compete better enabling the economy to remain vibrant.
The study will also be of great benefit
to student researchers who wish to explore more into the impact training has
had on the overall performance of employees in various organizations. The study
will serve as a guide to these students who may further get more insights into
the recommendations and findings from the study thereby, forming an empirical
literature for them.
1.7 SCOPE OF THE STUDY
The study is limited to the role and
impact that training have on the performance of employees of RoseMore Hotelsbank,
using their branch office in Umuahia, Abia State as the focus point. The branch
office constitutes an important location of RoseMore Hotelsand holds a large
population of employees.
DEFINITION OF TERMS
Training could be seen as an Organizational effort aimed at helping an employee
to acquire basic skills required for the efficient and effective execution of
the function for which he/she is hired for.
Is a strategy by which Organization ensures that right number of employees with
the right talent/skill occupy the right position of the Organization. It is a
deliberate effort put in place to attain a target goal.
This refers to an input-output relationship that is maximum work achieved for a
minimum time or result. It is a notion of ‘Optimization’ whereby maximum
satisfaction is obtained for a given out lay of resources.
This is referred to how frequently and perfectly human or machine are able to
carry out a task leading to a required output that always resulted to an
Organizational efficiency. Effectiveness is therefore a means to an end”.
This is referred to as two (2) or more people working together in a
co-ordinated manner to attain group results.
The accomplishment of a given task
measured against preset known standards of accuracy,
and speed. In a contract,
performance is deemed
to be the fulfillment
of an obligation,
in a manner that releases
the performer from all liabilities
under the contract.
Productivity is the ratio of output to inputs in production; it is an average
measure of the efficiency of production. Efficiency of
production means production’s capability to create incomes which is measured by
the formula real output value minus real input value.
Output is the term denoting
either an exit or changes which exit a system
and which activate/modify a process. It is an abstract
concept, used in the modeling, system(s) design and
An employee is anyone who has agreed to be employed, under a contract of
service, to work for some form of payment. This can include wages, salary,
commission and piece rates.
This is, generally, a form of academic
instruction, either at an academic institution or offered by a
commercial or professional organization. It has the function of bringing
together small groups for recurring meetings, focusing each time on some
particular subject, in which everyone present is requested to actively
a gathering of small group of individuals for academic conference or job