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THE IMPORTANCE OF TRAINING IN IMPROVING EMPLOYEE’S EFFICIENCY

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Across the world, organizations have sought to rely on improved skills, knowledge, and capability of the talented workforce to create competitive advantage (Shu-Rung & Chun-Chieh, 2017). To develop the desirable skills, knowledge, and capability of employee and position them to perform their responsibilities, managers in charge of human resource training design different training programs (Lakra, 2016). Such training programs not only target to improve the familiarity of employees about their responsibilities, but it also helps to encourage employees to develop more commitment towards their job. Huang & Jao (2016) explained that organizations design training programs to prepare their employees to perform their jobs correctly and according to the laid down standards. Organizational personnel design training sessions to ensure that they optimize the potentials of employees. Khan & Baloch (2017) opined that majority of organizations prefer to invest in different programs that create new skills through long-term planning. This is to enable them adapt to any current and future uncertainties. Therefore, they ensure that they improve the performance of their employees through superior levels of commitments and motivation.

It is of great significance to note that employees are the backbone of any organization. No matter how big or small the organization is, employees are the true determinants of how successful or how incompetent an organization will turn out to be. Therefore, having an adequately trained workforce is vital to ensure that the workplace has the right employees that have been professionally trained and qualified to do their tasks properly. But the problem here is that the economy is very dynamic in nature, and organizations are expected to give more output than they had given before. All this demand places strain on the managers and in turn they are forced to pressurize their employees for better performance and output levels.

However, to have a productive workforce, it is absolutely essential that employees get the adequate training they require. In return, Organizations are compelled to implement updated employee training strategies every now and then, with an intention to increase the productivity of the employees.

According to the World Bank, Employee training is a program aimed at helping employees gain specific skills and knowledge. The acquired knowledge and skills are provided to assist employees in improving their job performance (World Bank, 2011). Training is developed through organized programs that ensure employees are given skills that are essential in the job market. Therefore, before embarking on this kind of training, it is important for any agency to first understand the needs of employers. Take for example, Lebanon, both government and private agencies (Khoury et al., 2014) undergo training. This approach helps in training as many employees as possible to make them qualified for better jobs. There are Arab American Encyclopedias also other essential reasons why employee-training programs are developed. For instance, training makes it easier for an organization to retain good talents that helps in the growth of profits. With great talents, an organization can overcome challenges of operation. In return, the employers lay down well-developed strategies, and great milestones are reached in regards to performance. Although employee training should not only be offered to attract better jobs, it should also be supportive towards achieving organizational strategic path.

According to Jaoude (2015), organizations providing high-level training have been able to realize three times increasing profits compared to competitors. However, to possess such high impact programs and employees is not simple; it requires a mixture of alignment and planning. This involves developing and designing training in a manner that meets the organization's top goals. Furthermore, employee training should be based on gaps in the job market. This is done through identification of what employees possess regarding skills and the ideal ones required for the job. Through this approach, training can effectively be offered based on motivation, skills mastery, and giving critical thinking skills to employees. Lastly, training should be done based on practical and class lessons to produce effective and sustainable skills in the workforce (Urdinola, 2013).

1.2 STATEMENT OF THE PROBLEM

Employees are vital assets to any organization, and their efficiency directly impacts overall productivity and success. However, ensuring optimal efficiency requires more than just hiring skilled individuals; it necessitates ongoing training and development initiatives. Despite its acknowledged importance, the efficacy of training programs in enhancing employee efficiency remains a subject of scrutiny and inquiry. While some studies have highlighted the positive correlation between training and efficiency, others have raised questions regarding the effectiveness of various training methods and their long-term impact. Additionally, factors such as the type and duration of training, as well as individual differences among employees, further complicate the understanding of this relationship. Moreover, the dynamic nature of industries and evolving job roles necessitate continuous adaptation and improvement of training strategies. Therefore, a comprehensive investigation into the relationship between training interventions and employee efficiency is warranted to provide insights into optimizing organizational performance. By addressing these research gaps, organizations can better allocate resources and design tailored training programs to maximize employee efficiency and ultimately achieve their strategic objectives.

1.3 OBJECTIVES OF THE STUDY

The main objective of this study is to determine the importance of training in improving employee’s efficiency

Specific objectives include;

1. To assess the impact of training programs on employee efficiency within the organization.

2. To identify the most effective training methods for enhancing employee efficiency.

3. To explore the factors influencing the effectiveness of training interventions on employee efficiency.

1.4 RESEARCH QUESTIONS

1. What is the relationship between participation in training programs and subsequent improvements in employee efficiency?

2. Which training methods, such as workshops, online courses, or on-the-job training, yield the highest increase in employee efficiency?

3. How do individual factors, such as prior experience, learning style, and motivation, influence the effectiveness of training programs in enhancing employee efficiency?

1.5 RESEARCH HYPOTHESES

1. H₀: There is no significant relationship between participation in training programs and improvements in employee efficiency.

   H₁: Participation in training programs is positively associated with improvements in employee efficiency.

2. H₀: There is no significant difference in the effectiveness of various training methods in enhancing employee efficiency.

   H₁: Certain training methods, such as workshops or on-the-job training, lead to greater improvements in employee efficiency compared to others.

3. H₀: Individual factors do not significantly moderate the relationship between training program effectiveness and employee efficiency.

   H₁: Individual factors, such as prior experience and motivation, moderate the effectiveness of training programs in enhancing employee efficiency.

1.6 SIGNIFICANCE OF THE STUDY

Understanding the impact of training programs on employee efficiency holds significant implications for organizations across industries. Firstly, by elucidating the relationship between training interventions and efficiency, this study can guide strategic decision-making regarding resource allocation for training initiatives. Effective training programs can lead to enhanced productivity, reduced errors, and improved customer satisfaction, ultimately contributing to organizational success. Additionally, identifying the most effective training methods can optimize the use of resources and ensure maximum return on investment. Moreover, insights into the factors influencing training effectiveness can inform the design of tailored programs that address individual needs and learning styles, fostering a culture of continuous improvement within the organization. Ultimately, by improving employee efficiency through targeted training interventions, organizations can gain a competitive edge, adapt to changing market demands, and achieve long-term sustainability and growth.

1.7 SCOPE OF THE STUDY

The scope of this study encompasses an examination of training programs and their impact on employee efficiency within the Nigerian banking sector. It will focus on various training methods employed by banks, such as workshops, online courses, and on-the-job training, to enhance employee skills and performance. The study will investigate the relationship between participation in these training programs and improvements in efficiency, considering individual factors such as prior experience and motivation. Additionally, it will explore the effectiveness of different training methods and identify best practices for optimizing employee efficiency in the Nigerian banking industry, aiming to provide actionable insights for organizational development and strategic decision-making.

1.8 LIMITATIONS OF THE STUDY

The limitations of this study include potential constraints related to generalizability, as findings may be specific to the Nigerian banking sector. Additionally, data collection limitations, such as access to confidential information or restricted sample sizes, may impact the comprehensiveness of the study. Furthermore, the study's focus solely on training programs and employee efficiency within the banking sector may restrict the broader applicability of findings to other industries or organizational contexts.

1.9 DEFINITION OF TERMS

1. Training Programs: Structured initiatives designed to impart specific knowledge, skills, and competencies to employees with the aim of enhancing their job performance and efficiency within an organization.

2. Employee Efficiency: The level of effectiveness and productivity demonstrated by employees in completing tasks and achieving goals within a given timeframe, often measured by output quantity, quality, and resource utilization.

3. Training Methods: Various approaches and techniques employed to deliver training content and facilitate learning, including but not limited to workshops, seminars, online courses, on-the-job training, mentoring, and simulations.

4. Effectiveness: The degree to which training programs achieve their intended objectives and goals, typically assessed by measuring changes in employee behavior, skills acquisition, job performance, and organizational outcomes.

5. Individual Factors: Personal characteristics, traits, and attributes of employees that may influence their response to training interventions and subsequent improvement in efficiency, including prior experience, learning style, motivation, cognitive abilities, and personality traits.

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