EFFECT OF TRAINING AND HUMAN CAPITAL DEVELOPMENT ON STAFF PERFORMANCE

Amount: ₦5,000.00 |

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1-5 chapters |




Abstract

This study was on effect of training and human capital development on staff performance. Three objectives were raised which included: To ascertain the effect of training and human capital development on organizational productivity, to ascertain the effect of training and human capital development on staff work efficiency and to ascertain the effect of training and human capital development on staff performance. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Dangote cement. Hypothesis was tested using Chi-Square statistical tool (SPSS).

 

 Chapter one

Introduction

1.1Background of the study

Training and development of staff have become a major pre- occupation in modern objective of growth and profitability. And to achieve this basic objective meant that management as well as staff must improve their input into the organization. This is because; the performance of an organization is a function of the collective performance of workers. This alone implies that the success of an organization depends on who work to objective that is the presence of qualified manpower.

The internal and external environment of any business and non business organization, are very dynamic.

They change as time changes. For instance, there have been changes in the ways of doing things in Organizations over the years. These changes could be accounted for by advancement in science and technology, intensified patterns of completion quest for competitive advantages brought about by closer customer relationship, devolved decision-making, qualify improvement of product and services to mention just a few. This dynamic nature of organization’s environment triggered the thought of improvement in the performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.

Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired.
One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of  performance of employees, to attain lofty height, our weight competitors by providing quality goods and services. In an attempt to remedy qualified staff as well as retain high caliber employees and develop a more flexible adaptable skill base to cope with the volatile market is therefore important.

Training and development enhances this as they are organizational efforts aimed at helping on employee acquire basic skills required for efficient execution of the functions for which they are hired. One would add that, training and development are set of activities whereby practitioners, managers or would be managers, are assisted in improving their individual competence and performance as well as the organization’s environment with the ultimate goal of raising the standard of performance. It therefore follows, that employee training and development are the heart of employee utilization, production, productivity commitment and motivation and growth. An organization may have employee that determined with appropriate equipment and managerial support, yet employee’s performance fall below expected standards. The missing factor in many cases is lack of adequate skills and knowledge, which are acquired through training and development. It is therefore important that the need for training and development be identified and provided for. It is an indispensable part of management function relating to operational and efficiency and effectiveness. This is because an organization, which puts great emphasis on the employee’s training and development, is directly planning for its survival and steady growth. Experts have asserted that the most important and most costly resources of any organization is the human resources and costly recourses and such as is expected human resources contributed effectively to organizational objective by improved performance. Update skills and knowledge are necessary for this improved performance, the need for employee training and development could therefore be deduced from this assertion. This need is thus an inspiration is of this study

1.2     STATEMENTS OF THE PROBLEM

The main problem of this research project is the effect of training, and human capital development as a means of improving staff performance. Experience has shown that most staff in organization undergoes training and yet fails to perform to expected standard set by the company. In other situation, most staff that are trained are greeted with an entirely difference environment in real work situation. Also basic facilities required for the effective performance of staff after training, is lacking in most companies. Other training in content is quality but really does not match the training need for the trainee, which makes the training objectives not successful. More so, they have been cases of sending wrong staff to undergo training, such people find it very difficult to cope with the training exercise. All these are addition problem to be solved in the course of this study.

OBJECTIVE OF THE STUDY

The objectives of the study are;

  1. To ascertain the effect of training and human capital development on organizational productivity
  2. To ascertain the effect of training and human capital development on staff work efficiency
  3. To ascertain the effect of training and human capital development on staff performance

Research hypotheses

The following research hypotheses were formulated

H1: there is no effect of training and human capital development on organizational productivity

H2: there is no effect of training and human capital development on staff work efficiency

Significance of the study

The study will be very significant to students and business organization. The study will also give a clear insight on the effect of training and human capital development on staff performance. The result of the study will educate business organizations on important of training and human capital development in organization. The study will also serve as a reference to other researcher that will embark on the related topic

Scope and limitation of the study

The scope of the study covers effect of training and human capital development on staff performance

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.

 

Definition of terms

Training: Training is teaching, or developing in oneself or others, any skills and knowledge or fitness that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity and performance.

Human capital development: Human capital development is the process of improving an organization’s employee performance, capabilities and resources. If a manager or human resources department were to ask, “What can be done to make employees more productive?” the answer would be considered to fall within the scope of development.

Staff performance: Put simply, employee performance is how a member of staff fulfils the duties of their role, completes required tasks and behaves in the workplace. Measurements of performance include the quality, quantity and efficiency of work.



This material content is developed to serve as a GUIDE for students to conduct academic research


EFFECT OF TRAINING AND HUMAN CAPITAL DEVELOPMENT ON STAFF PERFORMANCE

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