Effect of Training on the Performance of the Employee in an Organization
Effect of Training on the Performance of the Employee in an Organization
Abstract
Training is one of the organization's Human Resources duties. When workers are hired, they may not have all of the necessary skill sets to properly perform their positions in the company. As a result, the one to provide such new workers with appropriate skill sets for the benefit of the company. Furthermore, the corporate environment is dynamic and ever-changing. Organizations are always innovating, making it necessary for them to continue training and learning. The pace of technology development has made it almost impossible for any forward-thinking company not to keep up with the cutthroat competition.
Customers expectations continue to rise, which any bank that wants to stay in business must satisfy. Customer-facing workers will need the necessary skills, expertise, and attitude to handle the customers high expectations. Training may help you develop the necessary skills, knowledge, and attitude. The study seeks to determine the effect that training has on employee performance, keeping in mind that the sum of individual performance leads to organisational performance. The research looked at the microfinance bank sub-sector, and three banks were chosen.
Introduction
In the workplace, introduction training is required. Employees lack a clear understanding of their obligations and tasks in the absence of it. Employee training refers to programmes that offer employees with knowledge, new skills, or chances for professional growth. Training in Nigeria dates back to 1960, when it was found that the majority of senior government and corporate posts were held by foreigners. The departure of Europeans after independence created a large void in competent indigenous human capital. Following the recommendations of the Ashby Commission, the Federal Government of Nigeria established a Manpower Board in 1962.
As a result, the Federal Government of Nigeria established complementary institutions such as the Centre for Management Development (CMD), the Administrative Staff College of Nigeria, the Industrial Training Fund (ITF), and the Federal Training Centre to train and retrain employees as well as to provide orientation to fresh graduates of formal academic institutions. Training fills the gaps or inconsistencies between an ideal and optimum stage of growth. However, requirements on the job emerge as a consequence of a comparison between intended and real work techniques or between wanted and actual outcomes. Smith and de Cronje (2010) distinguish three approaches for determining needs: general methods, performance analysis, and competence evaluation.
Conclusion
Conclusively, the findings of this research indicate that training has an impact on organisational productivity in microfinance institutions. Employees' skill, knowledge, and ability in microfinance institutions are sure to grow with regular training. As a result, trained workers will use this skill, knowledge, and ability to increase productivity, efficiency, and commitment, and therefore provide excellent services to the organisations consumers. Because the business environment is continuously changing and dynamic, there is no denying that any future-oriented organisation, such as most microfinance institutions, must priorities training in order to successfully enhance the performance of its workers.
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