ABSTRACT
A survey research design was used for this study. The survey design was appropriate for this study because it allowed investigation of possible relationships between variables as well as data collection from broader category and comparisons between variables. The study population was 25 employees at Polaris Bank Warri.
All the employees were sampled for data collection making the sample size 25. The data was collected by use of a questionnaire. The data analysis involved frequencies, means, percentages, analysis of variance and bivariate analysis in form of cross tabulations. The findings were presented using Tables and figures.
On the Effect of manpower training on employee performance the study showed that in general training enhances employee performance in change processes.
Training most likely motivates the top level to be committed to taking initiatives in helping other employees. This case may not apply for the middle level management and the non-management employee. Secondly the study also showed that training enhances employee engagement in innovation. Thirdly, the study showed that training enhances better performance among employee and lastly the study showed that training enhances employee enthusiasm to work.
On the Effect of manpower training on employee motivation the study showed that training enhances employee motivation as it allows for employee recognition within the organization. Likewise training aligns employees to the organizational goals at Polaris Bank Warri. On the other hand training enhances positive leadership traits in the organization’s leaders. Lastly training facilitates motivation for work performance.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
There are many factors that contribute to the success of any organization. These factors include; capital, equipment, manpower, etc. all these factors are important but the most significant factor is the human factor. Since it is the people that will put other resources to work, it should be viewed as such by the management by giving it due attention in order to achieve it organizational goals and objectives.
Manpower training increasingly has become the standard approach to manpower development by any organization. This position apart from being warranted by the objective tasks which organization are saddled with seems to have also been rendered inevitable by the fact that organizations would reasonably not want to undertake the process of selecting and recruiting their members endlessly especially from a labour market that is not the most ideal in terms of skill oriented, potential and supply position. Training has become more obvious given the growing complexity of the work environment, the rapid change in organization and technology advancement which further necessitate the need of training offers a way of development skills enhancing productivity and quantity of work and building workers loyalty to the firm (Jones 2000).
Cole (2008) sees training as any learning activity of specific knowledge and skill for the purpose of an occupation or task. According to Helleriegel and Solocum (2006) training is improving an employee’s skill to the point where he or she can do current job. Training is the process which members or organization one taught to acquire knowledge, skill and abilities they need to perform effectively the job at hand. Jones, George and Hill (2000, believed that training primarily focuses on teaching organizational members how to perform their current job and helping them acquire the knowledge and skill they need to be effective performance.
Development on the other hand focuses on building the knowledge and skill of organizational member so that they will be prepared to take a new responsibilities and challenges. Development is used in relation process of helping managerial employees who perform non-routine jobs to improve their management, administrative and decision making abilities and competence.
According to Jones (2000), he sees manpower development as the process of building the knowledge and skill of organizational members so that they will be prepared to take new responsibilities and challenges. Manpower development is the essential requirement of a firm or any organization for improved performance, job satisfaction, efficiency and all productive employment. This is to say that apart from organization’s utilization of technology and capital to covert input into output the human element resources is very vital in a bid to satisfy some societal goals both current and future.
To this extent performance become the reason for which organization employ people. According to Drucker (2007), organization employers deal with the personality. Employment is a specific contract calling for specific performance and for nothing else. Management and manager development should concern themselves with changes in behaviour likely to make a man effective.
This seems to have been built upon the adoption of the training function which organization have now come to embrace, sometimes without sufficient care about it full implication so extensively has this training “bug” caught on with present day Nigerian organizational format and practices that whilst the recognizable ground-mattes of our industrial workplace such as the John Hott, Levintees, etc have for long been maintaining their respective private training output, a confirm high portion or organizations in the country now see the training of their members and inseparable from their obligation.
This research therefore is specifically concerned with the training and development of manpower in public organization. It is recorded that Pericles, a renowned leader in ancient Greece introduced a scheme for the compensation of officials, thus, facilitating the continued participation in public administration by citizens who had to work daily for their livelihood (Cole, 2003).
1.2 Statement of the Problem
The human resources (manpower) is considered the most critical to any organizational survival; and that adequate supply of material and financial resources will help utilized these available resources to bring about the desired goals.
However, most organization plan meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail yet they rarely do such organizations pay attention to human investment without which the capital and equipment will in vain. Not many organizations consider the necessity for a well-defined and sustained training and development programme.
It is observed that the poor performance or organization–workers follow from the inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against the background that the work considered the impact of staff development for improved performance.
1.3 Research Questions
1. Does effective manpower training improve employee’s performance in Banking sector?
2. Does manpower training contribute to the attainment of corporate objective?
3. Is there any significant difference between the trained and untrained employee in the performance in Polaris Bank?
1.4 Objective of The Study
1. To identify existing training programs at Polaris Bank Warri.
2. To evaluate the effectiveness in improving employee’s performance in Banking sector.
3. To find out if the training programs have impacted on employee morale and the firm’s overall performance.
1.5 Research Hypothesis
The hypotheses for the study are:
H0: There is no significant impact of staff development on organizational growth.
Hi: There is significant impact of effective staff development on organizational growth.
H0: There is no significant impact of effective orientation training on organizational growth.
Hi: There is significant impact of effective orientation training on organizational growth.
1.6 Significance of The Study
The study is specified on Training as a tool measuring employees morale, which explains the inefficiency that characterized our public sector and corporations which also result into lack of commitment to work and waste of resources which are strongly needed to enhance social and economic development.
It is hoped therefore that this study would provide information on the remote and immediate course and possible solutions to the Training problems as they affect Polaris Bank Warri. This is also hoped that the finding of this study will contribute to existing knowledge and information on the area of research. It is also expected that the findings and recommendations of this study will guide Polaris Bank Warri to establish a formidable Training development planning.
The study would also be useful to the people who always cry that the organization does not have effective manpower training development programmes, so that they know its limitations and area of help to the employees for their support and recognition of their efforts to the organization.
Finally, this study will be useful to the students that may wish to write or make research on similar topics and using this as a point of reference to re – orient them towards their profession or future research or practical endeavour.
1.7 SCOPE OF THE STUDY
The study is limited to the role and impact that training have on the performance of employees of Polaris Bank using their office in Delta state as the focus point.
1.8 LIMITATION OF THE STUDY
The expenses on transportation to Polaris Bank Warri are so enormous because of many occasions the researcher was not attended to the same day and they postponed the date for the researcher which cost them huge amount of money. The research was faced with some restrictions in the area of the case study; this is due to bureaucratic reasons in the administrative procedures in the Organization. It was not possible to get all the necessary information that would have helped in producing a comprehensive research work.
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