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Training Types And Their Impact On Employee Job Satisfaction
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One would add that training is a 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 organizational performance. It therefore follows, that
employee training and development are at the heart of employee
utilization, productivity, commitment, motivation and growth. An
organization may have employees that are determined with appropriate
equipment a managerial support, yet employee performance falls below
expected standards. The missing factor in many cases is lack of adequate
skills and knowledge, which are acquired through training, Ubeku
(1995:10) sees human resource management as a control function exercised
by all managers in an organization and/or by a particular department
often designated as personnel or human resources. It is therefore,
important that the need for training be identified and provided for. It
is an indispensable part of management function in terms of operational
efficiency and effectiveness. This is because an organization which puts
great emphasis on employee training is directly planning for its
survival and steady growth.
Employees’ performance depends on many
factors like job satisfaction, knowledge and management but there is
relationship between training and performance (Khan, Khan, & Khan,
(2011). This shows that employees’ performance is important for the
performance of the organization and that training and development is
beneficial for the employees to improve their performances. This can
only be possible if the employees are effective on their job therefore,
training and development of employees is inevitable.
Training is
important for the employees’ development and the employees’ development
encourage self-fulfilling skills and abilities of the employees,
decreased operational costs, limits organizational liabilities and
changing goals and objectives (Donald, 2009). It is very difficult for
an employee to perform well at the workplace without any pre-training
(Garavan, 1997). Trained employees perform better than the untrained
ones (Adenuga, 2011). As a result, it is very necessary for every
organization to train its employees in order to meet overall goals of
the organization. Training and development, and on the job training have
significant effect on organizational performance (Khan, Khan, &
Khan, 2011). However to improve employees’ knowledge and skills,
employees must also develop a greater self-efficacy and confidence in
performing their job.
1.2 Statement Of The Problem
The issues of
employee training were not taken seriously by many organizations this is
because of the failure to acknowledge the fact that the business
environment has become very dynamic and only those organizations with
the right manpower to meet the modern technological and informational
need in the business times can succeed in the globalized business world.
Training
is paramount to the success of any modern organization, for
organization to compete effectively it must train its manpower to meet
with the requirements for sustainability. However, organization that do
not train or embark on inadequate training encounter certain problems,
these include low performance, poor coordination, increase labor
turnover, inadequate manpower low capital base, loss of market share,
and the inability to cope favorably with the technological and
informational demands of the business environment.
To sustain
capable, experienced and qualified employees in an organization,
provision of adequate training and development cannot be compromised.
The prevailing dynamic nature of banking sector demands adequate
strategy in improving quality, customer services, productivity and
innovations through skills acquisition techniques. Of recent, banking
sector faces barrages of problems ranging from electronic fraud,
ineffective performance leading to their merger and acquisition, which
in-turn led to some employees’ retrenchment. These challenges portray
the sector’s dire need of highly skilled bank employees that are up to
the present challenges, hence, the employees need training and
re-training for effective functioning.
The major problem of the bank
is how to retain and remain in the leadership position in the years of
its existence, hence the need for training policy that will bring
improve quality services. The problem also stems from the fact that the
bank is yet to evolve the philosophy of training and development which
implies that there must be management, employee commitment and team work
for quality training, also Inadequate funding of training, failure to
engage credible professional trainers and adequately brief trainers on
the specific trends in the bank. The management of the bank should be
able to spend huge amount of money on training and development of staff
as well as acquiring seasoned personnel with a view to realizing the set
objectives of the bank.
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ABSRACT - [ Total Page(s): 1 ]This study was conducted to determine the impact of Training types on employees’ job satisfaction of First Bank Nig. Plc in Asaba metropolis of Delta State. The sources or data that constituted this research work were primary and secondary data. A structured likert scale questionnaire was the instrument adopted to generate respondents’ views. The stratified sampling technique was also adopted in order to adequately generate information from respondents. The findings revealed that t ... Continue reading---
