THE EFFECT OF TRAINING ON EMPLOYEE PERFORMANCE IN PUBLIC SERVICE

CHAPTER ONE

1. 1. BACKGROUND OF THE STUDY

Organization can reap the rewards of providing training for their employees because well – trained workers help increase productivity and profits. Investing in employee training should improve worker retention rates, customer satisfaction and creativity foe new product ideas, effective training saves labor by reducing time spent on problem – solving and save money in the long run by producing a better workforce.
Saving time and cost: investment in training can improve a company’s financial standing. Poor performance often results when employees don’t know exactly what they are supposed to do, how to do their jobs are supposed to do, how to do their jobs or why they need to work a certain way. Training can help solve these performance problems by explaining the details of the job. This should reduce duplication of effort in the workplace the time spent correcting mistakes and the problem solving necessary to correct bad performances. Improved performance from employee training can reduce staff turnover, lower maintenance costs by reducing equipment breakdowns and result in fewer customer complaints. Better performance from employees typically creates less worker output.
The main primary objective of any organization is that, of growth efficiency and effectiveness of the organization. An organization may have employees that are determined, with appropriate equipment and managerial support, yet their performance falls in most cases is lack of adequate skills and knowledge, which are acquired through training. It is therefore a great importance that the need for training and development of employee be identified and provided for. It is an indispensable part of management function relating to 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. In order to guard against the obsolescence of employee’s skill knowledge and techniques. There is need for constant training in order to up-date the wealth of knowledge of the employees. Lack of training increases absentees in rate, how output, poor quality job performance which will result in high unit cost.
Therefore when the need for training has been determined, the organization will them have to state clearly the objective which the training programme is expected to achieve.

1. 1. STATEMENT OF PROBLEM 

The main problems of this research project is the effect of training on employees performance in public service. Under performance experience has show that most staff in organization undergo training and yet fail to perform to the expected standard set by the organization. A performance problem occurs when are employee is failing to obtain the results expected of him o her, or failing short  of the goals and objectives for the job.
Inadequate Training

In other words, there is a gap between what he or she is currently producing. In other cases, employees are trained but when faced with the real work situations are greeted with an entirely different environment performance problems occur in many forms, and can range from simple poor productivity to absenteeism, to negatively affecting the work of other. More so, there 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 additional problem to be solved in the course of this study.

1. 1. RESEARCH QUESTION

The following question were developed to guide the researcher in his analysis and also to provide solid framework for this study

1. What is the effect of training in employee performance in public service?
2. What is the effect of supervisor role on employees performance in public service?
3. What is the effect of participation in public service?
4. What is the effect of job/task performance on employees performance in public services?

1.5 RESEARCH HYPOTHESIS

The hypotheses for the study are:

1. Ho: Training programs of Ministry of works Asabais not effectively administered to staff of the bank.

Hi: Training programs of Ministry of works Asabais effectively administered to staff of the bank.

1. Ho: There is no significant impact between staff training and employee performance in Ministry of works Asaba.

Hi: There is a significant impact between staff training and employee performance in Ministry of works Asaba.

1.6 SIGNIFICANCE OF THE STUDY

The study will help firms understand the importance of training programs. It will also enable them structure their training programs to make them more effective in terms of helping to improve the efficiency of the workforce and lead to better performance. This also ensures the existence of a pool of skilled workforce who could be utilized for national development. Labour is a major input to the success of the company. If labour is efficient it will help improve the performance of the company. As companies perform better they are able to increase output and contribute more to the economy. They are also able to grow and hire more people thus helping to decrease the level of unemployment. As companies perform better, they are also able to compete better enabling the economy to remain vibrant.

The study will also be of great benefit to student researchers who wish to explore more into the impact training has had on the overall performance of employees in various organizations. The study will serve as a guide to these students who may further get more insights into the recommendations and findings from the study thereby, forming an empirical literature for them.

1.7 SCOPE OF THE STUDY

The study is limited to the role and impact that training have on the performance of employees of Ministry of works Asaba as the focus point. The branch office constitutes an important location of Ministry of works Asaba and holds a large population of employees.

1.8 DEFINITION OF TERMS

Training: Training could be seen as an Organizational effort aimed at helping an employee to acquire basic skills required for the efficient and effective execution of the function for which he/she is hired for.

Planning: Is a strategy by which Organization ensures that right number of employees with the right talent/skill occupy the right position of the Organization. It is a deliberate effort put in place to attain a target goal.

Efficiency: This refers to an input-output relationship that is maximum work achieved for a minimum time or result. It is a notion of ‘Optimization’ whereby maximum satisfaction is obtained for a given out lay of resources.

Effectiveness: This is referred to how frequently and perfectly human or machine are able to carry out a task leading to a required output that always resulted to an Organizational efficiency. Effectiveness is therefore a means to an end”.

Organization: This is referred to as two (2) or more people working together in a co-ordinated manner to attain group results.

Performance: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.

Productivity: Productivity is the ratio of output to inputs in production; it is an average measure of the efficiency of production. Efficiency of production means production’s capability to create incomes which is measured by the formula real output value minus real input value.

Output: Output is the term denoting either an exit or changes which exit a system and which activate/modify a process. It is an abstract concept, used in the modeling, system(s) design and system(s) exploitation.

Employee: An employee is anyone who has agreed to be employed, under a contract of service, to work for some form of payment. This can include wages, salary, commission and piece rates.

Seminar: This is, generally, a form of academic instruction, either at an academic institution or offered by a commercial or professional organization. It has the function of bringing together small groups for recurring meetings, focusing each time on some particular subject, in which everyone present is requested to actively participate.

Workshop: a gathering of small group of individuals for academic conference or job training.