ABSTRACT
This work titled “Implication of Training and Development on the Employee Performance: A Study of Ebonyi State Ministry of Finance” was aimed at determining the impact of seminar on employee performance in Ebonyi state Ministry of finance, to examine the extent of job rotation on employee performance in Ebonyi state Ministry of finance, to investigate the effects conference on employee performance in Ebonyi state Ministry of finance and to determine the impact of workshop on employee performance in Ebonyi state Ministry of finance. This research was motivated by the level of training and development as it affects employee performance in Nigeria and Ebonyi state Ministry of finance in particular despite their enormous contributions. A descriptive survey design was adopted to study a population of 280 which was reduced to a sample size of 164 using the Taro Yamane formula, and simple random sampling technique was used. Data were collected from primary and secondary sources, structured questionnaire instrument was used for data collection and simple percentage method, and frequency distribution tables were used to analyze the data gotten from the questionnaire instrument whereas chi-square (X2) was applied in empirical testing of the hypotheses that guided the study. This study revealed that that seminar has impacted on employees’ performance in Ebonyi state Ministry of finance; job rotation training has impacted on employees’ performance in Ebonyi state Ministry of finance, employees’ performance has improved due to the conference in Ebonyi state Ministry of finance and workshop training has impacted on employee performance in Ebonyi state Ministry of finance. Consequently, the employees still complained that all these on-the-job type of trainings mentioned, are not regularly carried out in the ministry as expected. Hence, it was recommended that Ebonyi state Ministry of finance should review its employee training policy in order to improve their employee performance, there is need for Ebonyi State Ministry of Finance to effectively organize and/or sponsor seminars for their employees for improved performance as regularly as possible, Ebonyi State Ministry of Finance should improve in their job rotation in order to improve job performance of workers, There is also need for Ebonyi State Ministry of Finance to improve in sponsoring their employees to attend conferences in order to acquire new techniques and trends of their job and there is need for Ebonyi State Ministry of Finance to constantly organize workshops for her employees.
List of Tables
Table 1: Age Distribution 42
Table 2: Sex Distribution 43
Table 3: Marital Status 43
Table 4: Academic Qualifications 43
Table 5: Seminar training has enhanced my job performance 44
Table 6: Seminar training received is relevant to my area of operation 44
Table 7: Seminar training gives the employee sense of belonging 45
Table 8: Seminar Training improves employee’s welfare 45
Table 9: Seminar Training is not necessary in Ebonyi State ministry of finance 46
Table 10: Job rotation has resulted in my ability to work independently 46
Table 11: Job rotation should be discontinued Ebonyi State ministry of finance 47
Table 12: Job rotation has enhanced my job performance 47
Table 13: Job rotation has promoted Ebonyi State ministry of finance 48
Table 14: Job rotations relieve boredom and thereby raise the performance 48
Table 15: Conference has contributed to a higher performance in Ebonyi State ministry of finance 49
Table 16: Conference has improved my performance on the job 49
Table 17: Conference has improved my communication skill 50
Table 18: Conference has developed enhance employee’s work ethics in Ebonyi State ministry of finance 50
Table 19: Conference programme is not relevant in my area of operation 51
Table 20: Workshop training has develop in the employee the ability to solve problem 51
Table 21: The Workshop enhances analytic and critical thinking of an employee 52
Table 22: Various Workshop trainings you have received have enhanced my competence Ebonyi State ministry of finance 52
Table 23: Workshop Training have enhance specialization 53
Table 24: All the trainings carried out at Ebonyi State ministry of finance have added more to cost than revenue of the organization 53
Table 25: Chi-square (X2) Table Calculated from the Contingency Table 9 55
Table 26: Chi-square (X2) Table Calculated from the Contingency Table 12 57
Table 27: Chi-square (X2) Table Calculated from the Contingency Table 15 59
Table 28: Chi-square (X2) Table Calculated from the Contingency Table 22 61
TABLE OF CONTENTS
Title i
Approval ii
Certification iii
Dedication iv
Acknowledgement v
Abstract vi
List of Tables vii
Table of contents viii
CHAPTER ONE: INTRODUCTION
1.1 Background of the study 1
1.2 Statement of problem 6
1.3 Objective of the study 7
1.4 Research question 7
1.5 Research hypotheses 8
1.6 Significance of the study 9
1.7 Scope of the Study 9
1.8 Limitations of the study 9
1.9 Definition of Terms 10
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Conceptual framework 11
2.1.1 Conceptualizing Training 12
2.1.2 Types of Training 13
2.2 Training and Development 21
2.2.1 Significance of Training and Development 23
2.2.2 Issues in Training and Development 25
2.3 Employee Development and Performance 27
2.3.1 Training and development on Employees’ Performance 29
2.3.2 Advantages of Employee Performance 30
2.3.3 Factors Affecting Employee Performance 31
2.4 The concept of organizational performance 32
2.4.1 Employee training and organizational performance 33
2.5 Training, Development and Performance Relationship 35
CHAPTER THREE: METHODOLOGY
3.1 Research Design 37
3.2 Area of the Study 37
3.3 Population of the Study 37
3.4 Sample Size and Sampling Technique 37
3.5 Sources of Data Collection 38
3.6 Instrument for Data Collection 39
3.7 Validation of instrument 39
3.8 Reliability of the instrument 39
3.9 Procedure for Data Distribution and Collection 40
3.10 Method of Data Analysis 40
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Presentation of Results 42
4.2 Test of Hypotheses 54
4.3 Discussion of Major Findings 62
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings 68
5.2 Conclusion 68
5.3 Recommendations 69
References 71
Appendix1 74
Appendix II
