ABSTRACT
This research work focused on training needs management and organizational performance (A case study of Akwa Ibom State Polytechnic). To achieve the research objectives, the study made use of survey research design. Taro Yamene formula was used to determine eighty (80) respondents as sample size for the study. The instrument of data collection was self-developed questionnaire and the forms were personally administered. Hypotheses were formulated to guide the study and the data were analyzed using simple percentage and chi-square statistical tools. The findings revealed that there is significant effect of Work Needs on Organizational performance. That there is significant effect of Individual needs on organizational performance. That there is significant effect of Organizational needs on organizational performance. That there is significant effect of earn work on Organizational performance. The researcher recommends that Management of organization should ensure that Training Need is being formulated in the Organizational policy as it would have positive impact towards employee development. Also, Organization should ensure they employ a well qualified training analysis so as to be able to predict and determine the right training needs gap to be bridge and also to gain competitive advantage.
TABLE OF CONTENTS
Title Page – – – – – – – – – i
Declaration – – – – – – – – – ii
Certification – – – – – – – – iii
Dedication – – – – – – – – iv
Acknowledgments – – – – – – – – v
Abstract – – – – – – – – – vi
Table of Contents – – – – – – – – vii
List of Tables – – – – – – – – ix
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study – – – – – – 1
1.2 Statement of the Problem – – – – – – 3
1.3 Objectives of the Study – – – – – – 3
1.4 Research Questions – – – – – – 4
1.5 Statement of Hypotheses – – – – – – 4
1.6 Significance of the Study – – – – – – 5
1.7 Scope of the Study – – – – – – – 5
1.8 Limitations of the Study – – – – – – 5
1.9 Organization of the Study – – – – – 6
1.10 Definition of Terms – – – – – – 7
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Conceptual Framework – – – – – – 9
2.1.1 Concept and Meaning of Training Need in Organizations – 9
2.1.2 Effect of Work TEAM on Organizational Performance – 13
2.1.4 Effect of Individual Needs on Organizational Performance – 16
2.1.5 Effect of Organizational Needs on Organization
Performance – – – – – – – – 18
2.1.6 Effect of Task Needs on Organization – – – – 20
2.2 Theoretical Framework – – – – – – 22
2.2.1 The Three Circles Theory – – – – – 22
2.2.2 Theory of Autonomous Groups – – – – – 23
2.3 Empirical Framework – – – – – – 24
2.4 Gap in Literature – – – – – – – 27
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Design – – – – – – – 29
3.2 Population of the Study – – – – – – 29
3.3 Sample Size Determination – – – – – 30
3.5 Instrumentation – – – – – – – 31
3.6 Method of Data Collection – – – – – 32
3.7 Problems of Data Collection – – – – – 34
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Analysis of Research Questions – – – – – 35
4.2 Discussion of Findings – – – – – – 51
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings – – – – – – 53
5.2 Conclusion – – – – – – – – 53
5.3 Recommendations – – – – – – – 54
Appendices
LIST OF TABLES
Table 3.1: Population Selection – – – – – 30
Table 3.2: Sample Selection – – – – – – 31
Table 4.1: Analysis of respondent’s responses on the effect of Work team on employee performance – – – – – – – 35
Table 4.2: Analysis of respondent’s responses on the effect of Individual needs on organizational performance – – – – – 36
Table 4.3: Analysis of respondent’s responses on the effect of Organizational need on organizational performance – – – – – 37
Table 4.4: Analysis of respondent’s responses on effect of task needs on organizational performance – – – – – – 38
Table 4.2.1A: Observed Frequency Table for Hypothesis One – 39
Table 4.2.IB Expected Frequency Table for Hypothesis One – 40
Table 4.2.l.C: Comparison of Observed with the Expected Frequencies for Hypothesis One – – – – – – – – 40
Table 4.2.2. A: Observed Frequency Table for Hypothesis Two – 42
Table 4.2.2.B: Expected Frequency Table for Hypothesis Two – 44
Table 4.2.2.C: Comparison of Observed with the Expected Frequencies for Hypothesis Two – – – – – – – – 44
Table 4.2.3. A: Observed Frequency Table for Hypothesis Three – 46
Table 4.2.3.B: Expected Frequency Table for Hypothesis Three – 46
Table 4.2.3. C: Comparison of Observed with the Expected Frequencies For Hypothesis Three – – – – – – – – 47
Table 4.2.4. A: Observed Frequency Table for Hypothesis Four – 49
Table 4.2.4.B: Expected Frequency Table for Hypothesis Four – 49
Table 4.2.4. C: Comparison of Observed with the Expected Frequencies for Hypothesis Four – – – – – – – – 50
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training is a process that is a key to improve one’s skills, attitudes and knowledge and it also helps build awareness on social economic aspects (Lekan, 2015). Training need management. Training need management is a systematic process of understanding training requirements. It is a process of identifying the gap between the actual and the desired knowledge, skills and abilities in a job. The need for training need management usually arise due to an organizational problem i.e. it can be a lower-than-expected quarter for the sales team, changing technology threatening to have negative effect on the organization, or low customer satisfaction scores forcing product team to be more agile and customer focused. In these instances, the problems can potentially be resolved through training (David, 2011). In other words when a lack of knowledge, skills or abilities causes the problem, conducting a training need management and subsequent training can be a viable solution.
Training need management is an important step (which occurs at the initial planning stage) in the training and development process. Training need management is a strategic process that involves identifying the organizational goals, competency gathering and analyzing the information, determining the gaps between the current situation and future requirements. Training need management is indeed a useful tool for the managers to design the training programmes properly as it focuses on the actual needs of the employees. Training need helps explain where, when, how and what type of training activities are given to the workers (Micheal, 2008). A training need assessment is important for creating a strategy for implementing training programmes and ensures employees gain the skills and knowledge they need to perform their job to the best of their ability.
A training need management ensures employees can make informed decisions and deliver effective training to address gaps in competencies for individuals, teams or departments. Not all employees require the same type of training or need to receive training at the same time. As a result, assessment should be carried out regularly to assess the current skill proficiency against the organizational goals. Commonly, assessment is used after hiring, during performance reviews as part of carrier development plans and the changes are being made to the organizational hierarchy. This study was carried out to examine training need management and organizational performance.
1.2 Statement of the Problem
Organizational effectiveness rests on the efficient and effective performance of workforce that make up the organization. The workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Training need is very crucial in an organization that wants to grow and developed but there are certain negative factors which ranges from lack of qualified instructors and consultants to undertake the training needs in an organization, lack of essential training need tools, lack of effective communication within the organization which makes it impossible for employees to be aware about the training need programmes available to them, high cost associated with training needs.
1.3 Objectives of the Study
The general objective of these study is to examine training need management and organizational performance, while the specific objectives are;
- To examine the effect of work team on organizational performance
- To examine the effect of individual needs on organization performance.
- To examine the effect of organizational needs on organizational performance
- To examine the effect of task needs on organizational performance
1.4 Research Questions
- What are the effects of work team on organizational performance?
- What are the effects of individual needs on organizational performance?
- What are the effects of organizational needs on organizational performance?
- What are the effects of task needs on organizational performance?
1.5 Statement of Hypotheses
- HO: Work team has no significant effect on organizational performance
HA: Work team has significant effect organizational performance
- HO: Individual need has no significant effect on organizational performance
HA: Individual, need has significant effect on organizational performance
- HO: Organizational need has no significant effect on organizational performance
HA: Organizational need has significant effect on organizational performance
- HO: Task need has no significant effect on organizational performance
HA: Task need has significant effect on organizational performance
1.6 Significance of the Study
The study is significant in the following ways highlighted below:
- This study is of essence and useful to human resource management and management as it helps identify gaps and skills deficiencies before they create issues in the firm.
- This study will help determine which training needs are the most critical and urgent and also prioritize those programmes in the form training schedule proactively to overcome obstacles.
- Employee training is one of the key drivers of employee engagement and when learners are more engaged, there are more likely to find new roles within their organization thereby increasing retention rate.
- This study will serve as a reference material to other researchers.
1.7 Scope of the Study
The study focuses on training need management and organizational performance, using Akwa Ibom State Polytechnic as a case study.
1.8 Limitations of the Study
The researcher was faced with the following limitations:
- Financial factors: Inadequate finds was a major challenge as it affected the way data were collected, since the researcher had to travel long distance for the distribution of the research questionnaire forms.
- Time factor: The time allocated to this study was not enough as such affected the size of the sample used for the study, because the researcher had less than two (2) months to complete the study.
- Material Factors: Shortage of relevant material for literature review posed a great difficulty.
- Questionnaire Instrument: Since the researcher relied heavily on questionnaire as the major primary data collection instrument, the short coming of the questionnaire administration on this regard cannot be isolated in this study.
1.9 Organization of the Study
The study is organized into five (5) chapters
Chapter one is the Introduction, Background of the Study, Statement of the problem, Objectives of the Study, Research Questions, Test of Hypotheses, Significant of the Study, Scope of the Study, Limitation of the Study, Organization of the Study and Definition of terms.
Chapter two focuses on the review of related literature which is based on what other scholars and experts have done on the subject matter and comes under the following subheadings: Conceptual framework, theoretical framework, Empirical framework and Gap in Literature review.
Chapter three deals with the research design and methodology which focuses on the research design, population of the study, sample size determination, sampling technique instrumentation, plan for data analysis and Problem of Data Collection.
Chapter four focuses on the data presentation, Analysis and Interpretation covering Analysis of research questions, test of hypotheses and discussion of findings.
Chapter five presents the summary of findings, conclusion and Recommendations.
1.10 Definition of Terms
– Training: Is the process of increasing the knowledge and skills of an employee for doing a particular job.
– Training Need: Is the process of identifying the gap in employee training and related training needs.
– Work team: Is a group of people with complementary skills who work together to achieve a specific goal.
– Individual Needs: These are the requirements needed by an individual e.g physical needs, psychological needs etc.
– Task Needs: These are the required needs to perform a specific or particular task.
– Organizational Needs: It is the process of comparing current skills in your company with the skills needed to meet future business objectives.
