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Date Created: 12/21/15
IOSR Journal of Business and Management IOSRJBM eISSN 2278487X pISSN 23197668 Volume I 7 Issue IVer I Jan 2015 PP 5159 www iosrjournals org Human Resource Training and Employee Performances in Enugu State Nigeria Iyida M N Registry unit enugu state university of science and technology enugu nigeria Abstract This research examined human resource development employee Performances and training HRTD in Enugu State Public Service with a focus on five ministries Its relevance was based on the importance of human resource training and development towards employee s e ective and e icient performances This is with the view that in Enugu State the government set four 4 Point Agenda and Economic Programmes EN Vision 42020 which has to be achieved through the ejforts of Employees in Ministries Departments and Agencies MDAs The rationale for this research was also based on the fact that HRTD has lot of e ectimplication on employee job performance for which its lack can be very devastating on organizations MDAs total productivity Summarily a nation s greatest asset is its Human Resource Total population of the various MDAs used for the survey was 780 while 264 was the sample size and questionnaires were distributed to the 264 sample in the study area Two hundred and fty 250 questionnaires were collected back and analyzed The data was presented in tabular form under frequencies and percentages were adopted as statistical tool also both secondary and primary data were utilized for analysis The data analyzed revealed that human resource development and training programme exists in Enugu State Public Service and Employees performances are positively a ected by these HRTD That is to say there is an ejfect on employee job performance Also that these HRTD programmes available for employees job enhancement has also improved ministerial output thereby enabling the state government to achieve their set economic and social objectives Keywords Public Service employee Performances four Point Agenda and Enugu State I Introduction A nation s greatest asset is its human resources full labour force men women and youth both trained and untrained for National Development It is therefore necessary to give priority to the development of scienti c technical and managerial manpower at all levels 1 2 3 4 5 6 7 and 8 Adequate and capable manpower is an instrument for national development To achieve a sustainable growth in a nation s economic and social development a resounding human resource capital is a must to supply the vast human potentials required for the nation s building with much emphasis on the public sector Therefore any public service that lack this vision on their mission will continually deteriorate and are caught up in a net of its total decay with regards to quality and quantity of manpower resources Hence there is need for increased improved knowledge skills and technical knowhow in the public service being the implementingexecution arm of the government 9 10 11 and 12 In Enugu State Public Service human resource development and training as organizational policy seems to be on a dicey platform if not completely lost The need for a continuous training and development programmes made available to enhance ef ciently and effectiveness of their performance cannot be overemphasized According to 13 14 15 16 and 17 as the environment changes employees frequently learn new skills when new production or service techniques arise to meet up with the changes in environment and technology Enugu State Public Service is a partner in national development There is therefore the need to access the effects of human resources training and development on employee s performance under the present dispensation to know if the human capital available will pilot the economic and social development plans or programmes effectively that is the EN Vision 422020 The objective of continuous training and development of human resources is to achieve positive reinforcement and full development of those qualities of human resources needed to optimize the goals and aims of the government The Four Point Agenda of Governor Sullivan 1 Chime and the new economic plan of Enugu State under the Enugu Vision 42020 will be achieved and perfected by human resources This new Economic Vision has made it more pressing for development of more qualitative human capital because of technological advancement and changes in the status of the State the government its administrative and social changes and challenges All these combine to inject into the nerve system of the public services of the continuous need to prepare the workforce to adapt and meet the experimental changes in science and technology 18 19 20 21 22 23 24 and 25 DOI 109790487X17115159 wwwiosrjournalsorg 51 Page Human Resource Training and Employee Performances in Enugu State Nigeria Formally in the State Public Sector Human Resource Development is given a priority attention due to its importance towards workers ef ciency and achievement of the set goals and objectives of the government 11 Objectives Of The Study The rationale for carrying out this study was based on the importance of human resource training and development programme towards organizations existence because organizations exist to achieve objectives The objective of organization like the Public Service could only be achieved through quantitative and qualitative human resources Among all resources in organization man is the most useful one that will activate the other ones money materials and machines for production of goods and service With this in view the need for continuous training and development of human resources to meet up with social and economic changes and challenges within the environment cannot be overemphasized Consequently the objective of this research was to access and examine the effect of human resource training and development on employee s performances with a focus on some selected ministries in Enugu State Public Service Summarily the aim of this research is as follows 0 To nd out the human resources training and development programmes available to employees of Enugu State Public Service 0 To nd out the effect of these training and development in regards to employees job performances 0 To nd out how human resources training and development in Enugu State Public Service has helped the state and her employees to achieve their set objectives visavis the four point agenda and EN Vision 42020 0 To nd out the possible means of improving human resources training and development programmes for a more result oriented public service 111 Materials And Methods Research Design And Method In this study the researcher adopted a descriptive design in order to evaluate the availability of human resources training and development programme in Enugu State Public Service assessing the phenomena people s opinions attitudes and behaviour at work with the aid of a questionnaire Area Of The Study This research work focused attention on the human resources development and training programmes in Enugu state Public Service with a particular focus on ve 5 MDAs Ministry of Commerce and Industry Ministry of Poverty Reduction and Human Capital Development Ministry of Finance and Economic Development Establishment Training and Development and Performance Improvement Bureau of the Of ce of the Head of Service and State Economic planning Commission under the Of ce of the Governor Sources Of Data The two main sources of data used in this study were the primary and secondary sources of data Primary Sources Of Data These are data that were obtained though the aid of questionnaire The questionnaire was designed and distributed by the researcher herself The questionnaires were given to the staff of the ve MDAs under the study Secondary Sources Of Data The secondary source of data was obtained from review of related literature In other words the researcher consulted published and unpublished materialsperiodicals textbooks intemet publication paper delivered in workshops newspapers magazines government publications journals and other related documents Method Of Data Collection The researcher collected the data for the study through the use of questionnaires The questionnaires were distributed to the respondents by the researcher herself The researcher entered into agreement with the respondents on when the copies of the questionnaire would be collected back The same type of structured questionnaire was given to all the respondents irrespective of their MDAs Population Of The Study DOI 109790487X17115159 wwwiosrjoumalsorg 52 Page Human Resource Training and Employee Performances in Enugu State Nigeria The population of this study was made up of the staff of the ve ministerial departments of Enugu State Government whose functions were related to the survey problem The total numbers of staff in the ve MDAs including their labour representative were seven hundred and eighty 780 Table 1 The populations are presented thus MDA s Population Percentage Ministry of Commerce amp Industry 181 2321 Min of poverty Reduction amp Human Capital Development 99 1269 Of ce of the Head of Service EstPension training 68 871 and development department performance improvement bureau Of ce of the Governor Economic Planning 130 1067 Commission Ministry of Finance 302 3872 Total 780 100 Source Field Survey om various administrative departmentpersonnel unit of the various ministries Sample Size The total number of staff strength in the ve ministerial Department MDA s is seven hundred and eight 780 The sample was determined using Taro Yamani s formular thus N 3 1 Ne2 Where n Sample N Population 780 e Margin of error 005 n 7 80 1 780 0052 n M 1 780 00025 n 7 80 295 n 26441 approximately n 264 Sampling Technique The sampling technique used in the survey is the Strati ed Random Sampling technique The researcher adopted this technique because of the class of the public Servant in the population that was selected for the study The researcher after determining sample size then distributed the questionnaires to two hundred and sixtyfour 264 number of staff of the various ve ministerial departments based on strati cation the distribution of the questionnaire is as indicated in the table below Table 2 Questionnaire Distribution Table Ministries DepartmentsU nits No of Questionnaire Percentage distributed Ministry of Commerce amp industry 60 Industrial Dept 8 Commerce Dept 20 Admin 15 Finance amp Accounts 15 Union Units 2 Total 60 2273 Ministry of Human capital Dept amp Poverty Reduction 40 1515 Human capital Dept 08 Poverty Reduction Dept 10 Administration Dept 10 Finance amp Accounts Dept 10 Union Unit 2 Total 40 1515 Ministry of Finance and AG s of ce 80 AG s of ce 30 Finance amp Account Dept 28 Administrative unit 20 DOI 109790487X17115159 wwwiosrjoumalsorg 53 Page Human Resource Training and Employee Performances in Enugu State Nigeria Union unit 2 Total 80 3030 Est Training amp Performance 40 Improvement Bureau of HOS Estab Dept 8 Training Dept 20 PIB Dept 10 Union Unit 2 Total 40 1515 Economic planning Commission of office of the 44 Governor Planning Dept 10 Statistics 8 Administration 14 Finance and accounts 10 Union unit 2 Total 44 1667 Grand total 264 100 Instrumentation The instrument used in gathering data for this survey is Questionnaire distributed to the target respondents in the area of the Study Instrument Return Rate A total number of two hundred and sixty four 264 questionnaires were distributed to the ve ministerial departments Out of the 264 questionnaires distributed 250 two hundred and fty questionnaires were returned Table 3 Instrument Distribution and Return Rate MinistriesDepartments No of Questionnaires No of No of Questionnaires distributed questionnaires usedreturned not returned Ministry of Commerce and industry 60 2 58 Ministry of Human capital 40 5 35 Development and Poverty Reduction Ministry of Finance and AG S Of ce 80 5 75 Office of the head of Service Estab 40 2 38 Pension and Training and performance Of ce of the Governor on Economic 44 0 44 Planning commission Total 264 14 250 Method Of Data Presentation And Analysis The researcher presented data collected in tabular form for easy comprehension of facts presented The data presented were also valued in percentages The data were analyzed using simple percentage frequencies that were used throughout the analysis for easy comprehension equency formulae No of Response X Total no of Respondent 1 IV Results And Discussion Table 4 Availability of Human Resource Training and Development Programmes to employees of Enugu state public services Responses Value Frequencies on relative frequencies no of response on no of responses Q1 The extent HRTD Programmes are available to employees a To a great extent 5 20 08 b To an extent 4 30 12 To a minimal extent 3 140 56 d To n0 extent 2 50 20 e I don t know 1 10 04 Total 250 100 Q2 Availability of necessary typesmethods of HRTD Programmes DOI 109790487X17115159 wwwiosrjournalsorg 54 Page Human Resource Training and Employee Performances in Enugu State Nigeria a To a great extent 5 20 08 b To an extent 4 30 12 To a minimal extent 3 60 24 d To no extent 2 120 48 e I don t know 1 20 08 Total 250 100 Q5 The extent on frequency HRTD programmes are available to employees a To a great extent 5 30 12 b To an extent 4 55 22 To a minimal extent 3 125 50 d To no extent 2 25 10 e I don t know 1 15 06 Total 250 100 Source Field Survey 2013 From the frequencies of response on the data of table 4 showed that 140 respondents representing 56 of the total respondents stated that the programmes are available to a minimal extent while 50 respondents representing 20 stated that it is to no extent that HRTD programmes are available to employees of Enugu state civil service then 30 respondents representing 12 of the total respondents said that it is to an extent while 20 respondents representing 04 said they don t know Further on question no 2 on table 4 the availabilities of different typesmethods of training and development 120 respondents which represents 48 of the total respondents said that methods are available to a minimal extent then 20 respondents representing 08 said they don t know the types and methods available In question 5 on how often employees go on trainingdevelopment courses 125 respondents representing 50 of the respondents stated they go on training development course to a minimal extent while 55 respondents representing 22 stated it is to an extent and 30 respondents state to no extent and they don t know However a test question to types and method of HRTD are made on question no3 and 4 are to ensure consistency of responses on question no 2 The responses on availability of offthejob HRTD course the highest responses stated that it is available to no extent with about 157 respondents representing 628 of the total responses question no3 while that of onthe job training the highest responses stated that it is to an extent with about 85 responses representing 34 of the total responses The above analysis implies that there are HRTD programmes available to employees of Enugu state civil services but it is not enough and typesmethods of HTRD available are mostly on the job training also the number of times the employees go on training and development courses are not enough to satisfy their training needs Table 5 The effects of employee s performance and ministerial outputs Responses Value Frequencies On No Of Relative Response Frequencies On No Of Responses Q8 Effect On Employee Performance A To A Great Extent 5 30 12 B To An Extent 4 40 16 To A Minimal Extent 3 105 42 D To No Extent 2 57 228 E I Don t Know 1 18 072 Total 250 100 Q9 The Impact On Ministerial Expected DemandOutput A To A Great Extent 5 20 08 B To An Extent 4 30 12 To A Minimal Extent 3 50 20 D To No Extent 2 130 5 2 E I Don t Know 1 20 08 Total 250 100 Q11 Impact On Productivity Level Of The State Public Service A To A Great Extent 5 15 06 B To An Extent 4 40 16 To A Minimal Extent 3 70 28 D To No Extent 2 115 46 E I Don t Know 1 10 04 Total 250 100 DOI 109790487X17115159 wwwiosrjournalsorg 55 Page Human Resource Training and Employee Performances in Enugu State Nigeria Sources Field Survey 2013 The data presented on table 5 above indicated that the effect of HRTD programmes in the Enugu state public service on employee performance is to a minimal extent with a frequency response of 105 representing 42 of the total responses while 57 responses representing 228 of the total responses said to no extent then 40 respondents representing 16 of the total responses indicated to a great extent 18 respondents representing 072 indicated that they don t know Further on question no9 on the impact on ministerial output the highest the responses is 130 respondents representing 52 of the total responses indicated that the impact of HRTD programme on the ministerial productivity is to no extent positive while all the rest of the responses is less than 50 of the responses Also on question no 11 on the assessment of the productivity level of the entire state public service that highest response is 115 representing 46 of the total responses stated that the impact of the HRTD on state public service output is not satisfactory that is to no extent on the output of the state public service From the data presented it is clear that the effect of HRTD programme on employee performance is not very satisfactory neither effective enough to boost both the productivity level of state or meet up with the employees training needs or organizational needs Table 6 Assessment of how HRTD in the public service has help the employee and state government achieve their set objectives Responses Value Frequencies on no relative frequencies of response on no of responses Q13 The extent HRTD have achieved four 4 point agenda and EN vision 42020 a To a great extent 5 20 08 b To an extent 4 42 168 To a minimal extent 3 105 42 d To no extent 2 68 272 e I don t know 1 15 06 Total 250 100 Q14 The extent HRTD has improved development a To a great extent 5 30 12 b To an extent 4 35 14 To a minimal extent 3 85 34 d To no extent 2 60 24 e I don t know 1 40 16 Total 250 100 Q15 The extent method of HRTD has enhanced skill amp knowledge required by employees a To a great extent 5 05 02 b To an extent 4 35 14 To a minimal extent 3 130 52 d To no extent 2 80 32 e I don t know 1 00 00 Total 250 100 Source eld survey 2013 From table three 3 on assessment of achieved objectives the highest responses indicated that the HRTD programme has achieved the four 4 point agenda to a minimal extent with 105 responses representing 42 of the total responses while 68 responses representing 272 of the total respondents stated to no extent 42 responses representing 168 of the total respondents stated to an extent 20 responses representing 08 of the total respondent stated to a great extent and 15 responses representing 06 indicated that they don t know The data above shows that the four 4 point and EN vision 42020 has been achieved to a minimal extent which one may say it does not have much effect on employee outputperformance on the other hand there is no much positive effect on the economic policy Hence on question no 14 on the areas that the Human resource training and development programmes has improved development the highest responses there state to a minimal extent with a response rate of 85 respondents representing 34 of the total responses the 60 respondents representing 24 of the responses stated to no extent while 40 respondents representing 16 of the total responses said they don t know 35 DOI 109790487X17115159 wwwiosrjoumalsorg 56 Page Human Resource Training and Employee Performances in Enugu State Nigeria respondents representing 14 of the respondent stated to an extent while30 respondents representing 12 of the total responses said to a great extent From the analysis so far it means that HRTD programmes have had some impacteffect on the four 4 point agenda but not very magni cent or reasonably to a great extent Further question no15 on method of HRTD whether it has enhanced knowledge and skills of employees the highest responses is 130 representing 52 of the total responses indicating the effect on employee knowledge and skills is to a minimal extent While question no 16 see appendix iii on ef ciency of training needs identi cation of employees in MDAs is indicating to a minimal extent with 137 responses represent 548 of the total respondents Also on question no17 see appendix iii on assessment of how far HRTD programmes has gone to achieve the social and economic objectives the higher responses stated it is to a minimal extent with about 92 respondents represent 368 of the total responses From the above analysis it means that HRTD programmes in Enugu state have little impact on the employees performance output and thereby not achieving much on the state objectives that is the four 4 point agenda and EN vision 42020 may be because the method of impacting the knowledge and skills is not ef cient and training needs are not properly identi ed Table 7 Means of improving HRTD in Enugu state public service Response Frequencies on no of relative frequency responses on no of responses Q19 Suggestion on how to improve HRTD a By periodic assessment of job performance of workers 50 20 b Identi cation of training and development needs of various 55 22 MDAs By ensuring proper orientation and refresher courses for 30 12 new employees 1 Proper funding of the training and its centers 50 20 e Job rotation and supervision 20 08 f Sending employees for in service training to tertiary 25 10 institution to acquire new skill amp knowledge g Others specify 20 08 Total 250 100 Source eld survey 2013 From the data collected on table 7 on means of improving HRTD in Enugu state public service 50 respondents representing 20 of the total respondents stated that periodic assessment of workers performance will help to indicate their training needs 55 responses representing 22 of the total responses indicated that identi cation of training needs of individual MDAs is necessary while 30 respondents representing 12 stated proper orientation and refresher courses is important 50 responses representing 20 of the total responses stated that proper funding of the training and centers is important 20 respondents stated proper job rotation and supervision will enhance employee training Also 25 respondent representing 10 of the total responses stated that in service training will help acquire new skills and knowledge while others that specify suggestion like adopting proper training type and method that will be adequatesuitable for the training needs identi ed will help the training programme to achieve employee objectives and have a position impact on their performance V Conclusion The ndings above indicated that the management principle as advocated by scienti c management theory of Fredrick W Taylor is not fully applied in the Enugu state public service to scienti cally select men for work train and develop them for better improved performances Summarily the researcher adopting some researchstatistical tool the following ndings were made 1 That there are human resources training and development programmes in Enugu state public services for improving employee s performance but the programmes available are onthe job training programmes 2 That the available programmes are not properly carried out methods adopted are not properly planned and selected to suit the required training needs hence outputjob performance are very satisfactory But it has a signi cance effect on employee s performance 3 Those employees are not selected for training based on their training needs but on career groupings or grade levels refer to chapter 2 table 21 table 21 on records and files of training development of ce of the Head of Service 4 That the training periods or durations are most of the time too short to acquaint the trainees with enough knowledge and skills needed for effective performance 5 That some inservice training opportunities given to employees of Enugu public service are not available these days hence most common trainings these days hence most common training these days hence most common trainings these days are three 3seven 7 days workshops or seminars DOI 109790487X17115159 wwwiosrjoumalsorg 57 Page Human Resource Training and Employee Performances in Enugu State Nigeria 6 That HRTD available in Enugu state public service has enabled the state government to acieve some of their four 4 point agenda and vision 42020 7 That planning and execution of training programmes are not a routine function in the various ministries to achieved economic and social objectives of the employees and government programmes but are carried out on demand by employers That fund are not always available for training and development programmes implementation hence programmes are only mounted when it is possible nancially 8 That employee s performance are not satisfactorily improved by HRTD programmes to achieve enough objectives 9 That training and development outcome does not increase MDAs output 10 That the Four 4 Point Agenda and EN vision 42020 is achieved to a minimal extent not to a great extent 11 That the periodic assessment of training needs through annual performance evaluation report APER are not implemented by the superior of cerjob supervisors 12 That training amp development programme for lower ranked of cers are scarcely implemented VI Recommendations From the ndings above the researcher advanced the following suggestions as her academic contributions which if followed or adopted will improve job performance of employees of Enugu state civil service and ful ll the organizational and governmental aims and objectives a It will be necessary for the governmentemployers to provide adequate training and development programmes to employees of this state Enugu state in order to ensure maximum utilization and motivation of every average employee of this state to enhance economic and social development of this state to enhance economic and social development of this state thereby achieving the four 4 point agenda and EN vision 42020 b Training and development needs should be periodicallyregularly assessed either by APER or quarterly by superior of cer s report on work performance and development c Adequate training and development method or style should be adopted by MDAs to suit training needs a longer durations provisions should be made for it even if it is within the institution in the country or outside This is because inservice training acquaints employees with new skills and knowledge necessary for improving organizational productivity d Government annual budgets should provide for adequate fund for regular training of employees of the state if government wants to achieve their set goals and objectives These budget should be continuously accessed to make funds available for regular training and development e Human resource development and training needs and target should be designed to suit the employees job needs and organizational objectives f Duration for each HRTD courses should be made adequate to achieve its stated objectives g Development and Training courses should be made available to all ranks in the State Public Service at least twice a year References 1 Akpan NU 1982 Public Administration in Nigeria Ibadan Spectrum Books Limited 2 Alton C Barklet amp Kayser T A 1982 Changing Organizational Behavior New J essey Pretence Hall Inc 3 Alton C Barklet amp Kayser T A 2001 Changing Organizational Behavior New J essey Pretence Hall Inc 4 Armstrong M 2004 A handbook of Human Resource Management Practice London Kogan Page 5 Beach DS 1980 Management for people at work Collier Macmillian publishers 6 Clruden HJ amp Sherunam AW 2003 Personnel 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Engaging the challenges of Human Resource Management in Public Organisations in Nigeria An Inaugural Lecture of the University of Nigeria Nsukka 17 Onah RC 2005 public Administration Nsukka Great AP Express Publishers 18 Onodugo VA Ugwuonah GE and Abinne ES 2010 Social Science Research Principles methods and Applications E I DEMARK Publisher 19 Ope a Adekunle 1987 Lagos Plan of Action AUOAU Summit Addis Ababa Lagos Government Printing Of ce 20 Osuji L0 1984 The Nigerian Manager Challenges and Opportunities Lagos Longman Press 21 Plunkett WR and Attenes Ray F 1992 Introduction to Management Boston PWS Kent Company 22 Stoner J A amp Freeman Edward 1989 Management 4th ed New Jersey Prentice Hall Inc DOI 109790487X17115159 wwwiosrjoumalsorg 58 Page Human Resource Training and Employee Performances in Enugu State Nigeria 23 Stoner J A amp Freeman RE 2005 Management 5 th ed New Jersey Prentice Hall Inc 24 Tokumboh MA 2000 Management Developmentin Public Enterprise A challenge to 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