EFFECT OF MANPOWER AND TRAINING ON EMPLOYEES PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
In the development of any organizational structure throughout history, manpower or workers have been crucial.
Human resources are the greatest asset that any organization can have, so before the organization’s objectives and aspirations—and those of the employees—can be met, they must be satisfied at work.
Job satisfaction can be achieved, though, only after the company has invested time and money in training the employee and using other motivational factors like self-esteem, pay, promotion, and recognition on the job. The talented workforce’s enhanced capabilities, knowledge, and skills have proven to be a significant source of competitive advantage in a worldwide market (McKinsey, 2006).
Effective training programs are necessary for employees to gain the information, skills, and abilities they need to perform well on the job, which may also affect employee commitment and motivation (Meyer and Allen, 1991).
Organizations offer training to maximize the potential of their employees in order to prepare their staff to perform their jobs as intended. Most businesses invest in the development of new skills among their workforce as part of long-term planning in order to prepare them for future conditions that may be unpredictable, which enhances employee performance through higher levels of dedication and motivation.
When an employee senses that their employer cares about them through the provision of training opportunities, they in turn put forth their best efforts to meet organizational objectives and display good performance at work. In the workplace, training is essential because without it, workers lack a solid understanding of their responsibilities.
Programs that give employees knowledge, new abilities, or chances for professional growth are referred to as employee training.
According to Farooq, M., and Aslam, M. K. (2011), managers do their best to help employees develop their skills, which eventually results in a positive work environment within the company.
Effective training programs enable employees to gain full command of the competencies and skills necessary to perform at a specific job, as well as to avoid on-the-job errors and mistakes. They also enable employees to become familiar with the desired new technological development (Robert, 2006).
Effect of Manpower and Training on Employees Performance
1.2 STATEMENT OF THE PROBLEM
The realization that it is necessary to manage the impact of training on employee performance successfully serves as the foundation for this study.
Training is a methodical process to improve an employee’s skill, knowledge, and competency needed for successful job performance.
Training has an overall impact on the performance, revenue, and competitiveness of a company.
Unfortunately, the majority of governmental, private, and international organizations do not value training as a means of boosting employee commitment and productivity. As a result, when the economy falters or when earnings drop, many businesses look to reduce their training budgets first.
This will result in high employment turnover and higher hiring costs, which will reduce organizational profitability.
1.3 OBJECTIVES OF STUDY
The objective of this study is to explore the effect of manpower training on employees performance.
Effect of Manpower and Training on Employees Performance
1.4 RESEARCH QUESTIONS
- How does manpower training lead to the satisfaction and performance of employee.
1.5 HYPOTHESIS STATEMENT
HYPOTHESIS ONE:
H0: man power training does not lead to employee satisfaction and performance
H1: man power training leads to employee satisfaction and performance
1.6 SIGNIFICANCE OF STUDY
The study focuses on the assessment or the appraisal of the growing importance of manpower training and its effect on employee satisfaction and performance.
This research is set to show the need for organizations to create good manpower training programmes for employees.
It will also be an immense contribution to workers commitment and workers productivity.
It is hoped that the findings of the study would help managers and organization as a whole to take seriously the concept of man power training programmes as it is a path way to organizations success.
Effect of Manpower and Training on Employees Performance
1.7 SCOPE OF STUDY
The study is limited on the element of human resource management particularly in areas of development and training. The study was carried out in Access bank, diamond bank and Fidelity bank branch in Anambra state. The management and employees of the selected banks are the respondents and they are selected because they are the one that receives the job training and human resource development, thus should know the effect it has on their satisfaction, competence, performance and productivity.
The accuracy of the information however sorely depend on the respondents as they are the one giving filling the information and thus the information might vary as a result of individual behavior, experience and perception.
1.8 LIMITATIONS OF STUDY
The limitations of this study include limitation of questionnaires being filled by the correspondent in truthfulness in answering the questions in the instruments, the time frame allowed to conclude the seminar.
1.9 DEFINITION OF TERM
Training: According to Cole (2007) training is defined training as any learning activity which is directed toward s the acquisition of specific knowledge and skills for the purpose of an occupation or task.
Job satisfaction: Ford (1992) viewed job satisfaction via Herzberg’s two factor theory that motivator factors are seen as the key to job satisfaction and these motivators include job elements associated with personal growth and development such as autonomy and creativity.
Human resource development: Defined human resource development as an organized procedure by which people learned knowledge and skill for a defined purpose.
Lawson Peter – Chief Editor in Projectvilla Nigeria. A writer and academic researcher.