AN EVALUATION OF THE EFFECT OF STAFF TRAINING AND DEVELOPMENT OF ORGANIZATIONS

Abstract

This  paper  examines  the  effect  of  staff  training  and  development  on  organizational  performance  with reference to Nigeria Bottling Company. The study describes the concept of training and development, types of training and management development programs, factors that can help to improve employee productivity at work place, roles of staff training and development in an organization, why training fail in organizations, benefits of training and development, implication of training and development to management efficiency in Nigeria. The research adopted survey research design in gathering data with the use of the questionnaire. Therefore, population of this study is the entire staff of Nigerian Bottling Company Plc. The. A sample size of 120  was taken from the population, in which 116  (96.7%) questionnaires were retrieved for the study, using regression analyses, three hypotheses were tested. The research findings from research hypothesis one shows  that  staff  training  and  development  has  a  significant  positive  and  strong  relationship  with Organizational Productivity,  (r =.843; P<0.05).  The findings indicate  that Organizational Productivity  is subject  to staff  training  and development.  Hypothesis  two  shows  the value  of R  is  0.779  which is  the correlation  between  observed  and  predicted  values  of  the  dependent  variables,  the  coefficient  of determination (R2)  value of 0.607 shows that the explanatory variables accounted for 60.7% of staff salary, while the remaining 39.3% is  explained by other exogenous variables that are excluded in the model, the calculated t-statistics for the parameter estimate of SS (t = 9.550), p< 0.05 is greater than tabulated t statistics (1.330) at 0.05 level of significance. Therefore, alternative hypothesis (H1) is accepted, while H0 is rejected. This shows that prompt payment of staff salary has significant impact on staff performance. Also with the value  of  R  in  the model  it shows  that  there  is significant  relationship  between dependent  variable and independent variables at 0.05 level of significant (r = .779, sig. 0.000 p < 0.05). The beta coefficient of SS in the estimated regression line shows, .779 which implies that 77.9% significant relationship exist between SS and SP.   Hypothesis three shows the value  of R is 0.960 which is the correlation between observed  and predicted values of the dependent variables, the coefficient of determination (R2)  value of 0.922 shows that the explanatory variables accounted for 92.2% of staff job salary, while the remaining 7.8% performance is explained by other exogenous variables that are excluded in the model,   the calculated t-statistics for the parameter estimate of SJS (t = 15.730), p< 0.05 is greater than tabulated t statistics (1.330) at 0.05 level of significance. Therefore, alternative hypothesis (H1) is accepted, while H0 is rejected. This shows that staff job security has no significant impact on organizational performance. Also with the value of R in the model it shows that there is significant relationship between dependent variable and independent variables at 0.05 level of significant (r = .960, sig. 0.000 p < 0.05). It was concluded that majority of the organization do not pay their staff salary as at when due; and some of the organizations do not take cognizant of the impact of the existence of job security to the performance of staff. It was recommended that there should be welfare package well design for the welfare of the staff in order to encourage them to contribute maximally towards the  organizational  growth  and  development;  and