ABSTRACT
This study
examines the impact of Training and development on effective performance of
workers in the public sector. A study of the Nigeria Ports Authority (NPA), it
becomes imperative because of the poor selection of personnel's, lack of proper
assessment and evaluation of employee's performance in the organization and the
need to tackle the problems for efficient and effective performance.
The research
makes use of chi-square(X2) study design as a sample techniques used
in the selection of the respondents from the organization; this makes it easy
to generalize the result of the entire employees in the organization.
The findings
discovers that majority of the staff of the Nigeria Ports Authority understood
what Training and Development meant; believed that Training programmes have
paramount increase effect on their skills in some particular jobs as well as
having a positive contribution to the economic wellbeing of the organization.
It is
recommended that the importance of training and development is a vital and very
indispensable tool in achieving an organizational efficiency and effectiveness.
At this vantage point, it is necessary to embrace training and development
concept to achieve effectiveness and efficiency in every organization to match
with the current technological change and sophistications in the world.
TABLE OF CONTENTS
Title
Certification
Dedication
Acknowledge Abstract
Table of content
CHAPTER ONE:
INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 5
1.3 Objective of the Study 7
1.4 Research Question 8
1.5 Research Hypotheses 9
1.6 Significance of the Study 10
1.7 Scope and Limitation of the Study 11
1.8 Definition of Terms 11
CHAPTER TWO:
LITERATURE REVIEW
2.1 Introduction 14
2.2 Training 14
2.3 Procedural Approach to
Training 16
2.4 Assessing Training at
Different Level 17
2.5 Identification of Training
Needs 19
2.6 Method Training and
Development 21
2.7 Importance of Training and
Development 24
2.8 Evaluation and Validation of
training Programme 27
2.9 Theoretical Framework 31
CHAPTER THREE: METHODOLOGY
3.1 Introduction 33
3.2 Research Design 33
3.3 Population of the Study 34
3.4 Sample and Sampling Procedure 34
3.5 Method of Data Collection 35
3.6 Research Instrument 36
3.7 Data Analysis 36
3.8 Reliability and Validity 37
3.9 Statement of Major Research Question 37
CHAPTER FOUR: DATA PRESENTATION
AND ANALYSIS
4.1 Introduction 39
4.2 Presentation 39
4.3 Analysis of the Questionnaire 39
CHAPTER FIVE: SUMMARY OF
FINDINGS, CONCLUSION AND RECOMMENDATIONS
Introduction
Summary
Conclusion
Recommendations
Suggestion for Further Study
BIBLIOGRAPHY
QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Employers
who have the intention to increase their productivity and output must enrich
their workers in terms of training and development opportunities to fulfill the
employees' ambitions. If these employees see that the organization provides
room for them to realize their potentials, personal growth and career, they
will be opted to remain and discharge their best performance , otherwise ,these
employees will likely leave to fulfill their aspiration elsewhere (Dale, 1970).
It
is from the understanding of the foregoing that Stoner, (1984) defined training
as a process of teaching new and present employees the skills they need to
perform their jobs. According to him" training consists of those
activities that are designed to improve individual's performance in currently
held job or one related to it.
Fajana
(1998) put it in a different way when he opted that employee and management
development is an attempt to improve performance by impacting knowledge,
'changing attitudes, or increasing skills. It includes In-house programmers
like courses, coaching, and rotational assignments; professional and university
programmes. The ultimate aim of such development programme is to enhance the
future performance of the organization itself. For this reason, the general employee
development process consist of
1.
Assessing the company's needs (for instance, to fill future executive openings,
or to make the firm more responsive.
2. Appraising the employees/manager' performance
developing the employees themselves
Employee
training can then be referred to as any attempt to improve current or future
employee performance by increasing an employee's ability to perform (Greenhaus,
Feldman and Hallreigal) (1987).
A
major purpose of training and development is to eliminate performance
deficiencies, whether current or anticipated. It improves the performance of
organizations with stagnant or declining rates of productivity. Training is
also important to organizations that are rapidly incorporating new technologies
and consequently decreases the likelihood of employee’s obsolescence. Another
purpose of training and development, especially relevant to organizations that
are rapidly incorporating new technologies, is to make the current workforce
more flexible and adaptable, if an organization can increase its own adaptability;
it can enhance its chances for survival and profitability (Wright and Noe,
1996).
In
view of the foregoing, these studies examine the impact of training and
development on effective performance of workers in work organization in
Nigeria, using Nigerian Ports Authority as a case study. According to Pettman
(1988), manpower development is considered as an economic resources, which
represents the aggregate of skills and attitude resulting from education and
training that equips the labour force with the capacity to plan, organize,
carryout economic processes when properly allocated. In other words, Alo (1999)
notes that manpower development is a key economic resource, which should demand
the same attention from an organization that is planning for its performance,
equipment, raw materials, production, sales, investments and profits.
Consequently, the best result will be achieved when a company integrates its
manpower planning with its overall corporate planning.
Manpower
development, therefore, has to do with the art of identifying the lower needs
of an organization with a view of setting in motion the machinery to meet up
such manpower requirements for that organization to attain maximum efficiency.
Hence, an organization will survive if it continues to provide its customers
with the expected services. To this extent, Nigerian Ports Authority must
perform at an optimal level to satisfy its customers, because of the essential
nature of services provided and competition in the maritime industry. But the
realization of this level of performance is a direct result of the collective
efforts of all members of staff of the organization, which will be enhanced
through training and manpower development strategies.
The
maritime sector is essential for the economic growth and development of any
country. No economy can progress efficiently without flexible and reliable
Ports rendering quality maritime services. Thus, since maritime service is
essential for business growth and development, training and development of
employees becomes a necessary complement. In view of the foregoing, the
importance of Nigerian Ports Authority cannot be overemphasized.
Thus,
training and development is expected to be a continuous exercise. It is not a
basis for salary increment, rather to enhance effective performance that will
help the organization to achieve its aims and objectives.
Through
attending special training and development course either internally or
externally organized within or outside the country, personalities like
Omolayole who read in the University could rise to become the chairman chief
executive of liver brothers of Nigeria and Mr Felix Oluwese who read geography
could rise to become the chairman and chief executive of the Nigeria brewery
Ltd, and Unilever etc. Training is an integral part of enhancing personnel
performance and competence. Though in Nigeria Public service there is no
central body or agency that is solely responsible for determining or
coordinating training rather each department is responsible for identifying
training needs, selecting candidate and even organizing training programmes.
To
epitomize this in Nigeria are some institutions like (ASCON) Administrative
College of Nigeria Badagry. The institution of policy and strategy studies
(Kuru), institute of maritime study Apapa.
1.2 STATEMENT OF THE PROBLEM
Many
of the problems associated with training and development of employee’s in any
business organization can be traced to poor selection of candidates. Other
problems are non-competent personnel, lack of proper assessment and evaluation
of employee's performance, low productivity and inefficiency.
Though,
the above statement made about three decades ago in the United States of
America seems accurately descriptive of the situation in Nigeria today
particularly in the public enterprise, like Nigerian Ports Authority that lack
professionalism. The selection of workers, for example, is mostly and
haphazardly done rather than by merit and professionalism. In the course of
doing this education and training acquirement may not necessarily be
considered. In this case, the course studied at University, Polytechnic or
Colleges of Education does no matter at entry points.
Similarly,
the decrease m the quality of training offered in most of our organizations
particularly in public enterprises, is another problem. F or instance, product
of existing training schemes may lack the essential skills for development or
partly because they were trained in inappropriate clinical settings. The
results of these training institutions are usually unable to provide the needed
skills, as a result of constraints on their resources. This study therefore, is
set to investigate the quality of training and development courses offered by most
of our training institutions, the challenges facing such institutions and the
prospects.
According
to Thomason (1991) the objectives, which are established for the training must
be clearly communicated to the trainees to provide them with the first piece of
knowledge they need to carry out some self-evaluation. But it is not uncommon
for the trainers themselves to have certain objectives for the training process
but fail to communicate them to the trainees, assuming that the trainees have
their own objectives which must coincide with those of the trainers. This makes
training ineffective and irrelevant to the stated organizational goals.
Another
noticeable factor is the fact that economic growth implies using a country's
scarce resources such as labour, capital and national wealth efficiently.
But
the problems arise because those who allocate resources and enforce plans are
not always the best and the brightest. Aluko (1990) supports this assertion,
when he says, "Africa is a continent where the fool rules the' wise".
This statement explains why situation in Nigerian Ports Authority as regards
selection and training of employee is necessary to see whether meritocracy and
professionalism are given consideration. Today just anybody can work in the maritime
sector irrespective of academic discipline, background or professional
competence.
Similar
to this problem, is inability of an organization to afford the cost of training
for its staff as a result of socio-economic situation in the country. In line
with this, recent studies have shown that organizations in the USA have spent
nearly $1.7 Billion while nearly $1 Billion was also spent for the same purpose
in United Kingdom each year on training (Daft, 1997). The question now is: can
an average organization afford the cost of quality training programmes for its
staff in Nigeria? The available statistics of the indigenous companies showed
that an organization was only able to send 62 employees for training out of
1520 workforce throughout the year as a result of financial constraints. This
is not good enough since training and development makes individual employees
perform optimally for overall development of the organization. In view of the
foregoing, the Federal Ministry of Manpower Resources in Nigeria in 1993
imposed levy of one percent on payroll for every organizations with more than
fifty employees for training of its staff. Although this has resulted in many
organizations, which in the past did not have any training programmes to design
one, but the level of compliance with this directive is still minimal, since
there is no particular measure to evaluate or assess organizations particularly
in the public sector like Nigerian Ports Authority, these are the issues this
study will critically examine.
1.3 OBJECTIVES OF THE STUDY
The
main objective of this research work is to evaluate the extent to which
training and development has contributed to the performance of employees of
Nigerian Ports Authority, Head Office, Marina, and Lagos. Below are specific
objectives set for this study:
1.
To identify the role and the need for
continuous training and development in acquiring new techniques, so as to
respond to the changing needs of the study area.
2.
To identify the impact of training and
development programmes on effective performance of workers in Nigerian Ports
Authority.
3.
To identify major problems facing
training and manpower development in Nigerian Ports Authority; and suggest
possible solutions for solving the problems.
4.
To evaluate and assess the cost, design
and training methods available in Nigerian Ports Authority.
5.
To assess employees perception of gains
on training and development, and its contributions to individuals and corporate
organization.
1.4 RESEARCH QUESTION
1.
Is it difficult to transfer knowledge
acquired at Training School to work situation?
2.
Do workers that went to Training and
Development course perform better than those that did not go?
3.
Do you recognize any difference in your
performance after Training and development course?
4.
What impact has Training and
Development on your job performance?
5.
Do workers feel confident to handle
their jobs after Training and Development course?
1.5 RESEARCH HYPOTHESES
Ho: Null hypothesis
Hi: Alternative hypothesis
HYPOTHESIS 1
Ho: The training and development of workers would
not contribute to the growth and development of the economic wellbeing of the
organization.
HI: The training and development of workers would
contribute to the growth and development of the economic wellbeing of the organization.
HYPOTHESIS 2
Ho: Improvement in workers skill and knowledge
occasioned by training and development has no significant relationship with
workers' productivity.
H1: Improvement in workers skill and knowledge
occasioned by training and development has a significant relationship with
workers' productivity.
HYPOTHESIS 3
Ho: Training and Development would not
significantly enhance workers' performance.
H1: Training and
Development would significantly enhanced workers' performance.
HYPOTHESIS 4
Ho: Adequate facilities for training and
development have no significant relationship with effective training and
development.
H1: Adequate facilities for training and
development have a significant relationship with effective training and
development.
1.6 SIGNIFICANCE OF THE STUDY
This
study will contribute to existing knowledge on manpower training and
development for public and private sector organization in Nigeria.
The
rationale of this research is set to help management who find the research
useful to design and redesign effective manpower training and development
programmes, for their staff, for higher work productivity through
recommendations and suggestions offered by this study.
This
study is also justified on the basis that it will provide relevant information
on the relevance of training for organizational growth and development. Thus,
individual managers, organizations, governments, multi-national corporations
and other government agencies will find this study very useful, most especially
in the area of policy formulation and programme implementation.
Another
undeniable justification for this work is that it will serve as a novel attempt
made to improve the growing body of knowledge In Industrial Relations and
Personnel Management studies in organizations. This, therefore, implies that
future researchers could depend on this research work as a source of relevant
data.
1.7 SCOPE AND LIMITATION TO THE STUDY
The
aim of this research is to assess the impact of Training and Development on
effective performance of workers in Nigerian Ports Authority with special focus
on middle management personnel of the organization. The study LS limited to
both the personnel and administrative officers of the organization with great
emphasis on those between salary grade levels 08 - 12. However, as a result of
time, financial constraints, research materials, inaccessibility and
unavailability of some vital' information and others, this led to narrowing the
scope and intensity of the study. Irrespective of the aforementioned factors,
all efforts will be made to carry out a quality study.
1.8 DEFINITION OF TERMS
CARGO:
The Freight of good or luggage carried by a ship
EFFECTIVENESS:
This means the degree at which the organization achieves progressives and
successful result in the bid to fulfill its aims and objectives to the society.
It concerned with the extent to which an organization or programme achieve its
goals or other intending effects.
DREDGING:
To clear mud from a labour or riverbed
EFFICIENCY:
This refers to the relationship between the goods and services produced and the
resources used to produce them.
MANAGEMENT:
This connotes the body of knowledge and people employed to plan, co-ordinate
and control all the resources of an organization.
MANPOWER:
Manpower is considered as economic resources that represent the aggregate of
skills and attitude resulting from education and training that equips a labour
force with the capacity to plan, organize, carryout economic processes when
properly allocated.
MOTIVATION:
This is the desire within a person causing that person to act. It also implies
a drive towards an outcome.
ORGANIZATION:
A group of people who form a business, industry etc. together in order to
achieve a particular aim. It also implies the productive sector.
PERSONNEL MGT:
The management that deals with the human aspect of management.
The
rate at which a worker, a company or a country produces goods and the amount
produced compared with how much time, work and money is needed to produce them.
In other words, productivity is the rate or efficiency of work done in
industrial production measured by comparing the amount produced with the time
taken or the resources used to produce it.
QUAYS:
An artificially constructed wharfs lying parallel to or projecting into the
water for loading and unloading of ship.
RESOURCES:
it refers to collective means of supplying and satisfying needs and wants in an
organization i.e, man, materials, machine and money.
RORO:
Roll-on, Roll off
SUPERVISOR:
This is the nearest worker to the employee and management; he performs the
linking pin function.
TRAINING:
Training is organized procedure by which people learn knowledge and or skill
for a definite purpose. This is done to achieve a change in the behaviour of
those trained. Also in the industrial situation this means that the trainees
shall acquire new manipulation skills, technical knowledge, problem solving
ability, or attitudes
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