+234 813 0686 500
+234 809 3423 853
info@grossarchive.com

THE IMPACT OF TRANING ON EMPLOYEES JOB SATISFACTION

  • Type:Project
  • Chapters:5
  • Pages:84
  • Methodology:Descriptive and Inferential Statistics
  • Reference:YES
  • Format:Microsoft Word
(Business Administration and Management Project Topics & Materials)
THE IMPACT OF TRANING ON EMPLOYEES JOB SATISFACTION
CHAPTER ONE

INTRODUCTION
1.1    Background to the Study
Today's organizations are facing tough challenges to survive in the global scenario. In order to survive, organizations need to transform themselves into learning organizations and train its members to adapt to the constant changing competitive business environment. Employee satisfaction is influenced by many factors such as company's overall policies, working conditions, training and development and relationship between employer and employee. In modern era with increased emphasis on flexible work conditions, employees are rapidly searching for employers who will offer them continued opportunity to develop and update their skills and experience. Employers train employees driving them to a better job performance and this increasing their level of satisfaction.
Various authors have various definitions of training. Training is a learning procedure that seeks to bring out long lasting improvement in the ability and behaviour of employees to enable them learns new skills, knowledge and attitude. Some definitions are: Training is the organize procedure by which people learn skills and improve knowledge for a definite purpose (Dale S.Beach, 1980). Training is a process by which the aptitudes, skills and abilities of employees to perform jobs are improved. (Michael J, Jucius, 1955).Training is the act of increasing the knowledge and skill of an employee for doing a specific job. (Edwin B. Flippo, 1971).
Drucker (1984) defined training as a “Systematic process of altering the behavior and/or attitude of employees in a direction to achieve organizational goals.  
Klatt, Murdick & Schuster, (1985) said that training is concerned with technical/manual skills to non-managerial staff. Development, on the other hand, is planned activities which focus on increasing and enlarging the capabilities of employees so that they can successfully handle greater and/or assume higher positions in the organizations hierarchy to better handle current responsibilities. Mirza Saiyadain (1988) stated that “Training is an activity aimed to improve the performance of the existing staff to meet the future needs of the organization”.
Opportunities for training and development are paramount in decisions regarding employee career choice. This study examines the relationship or impact of training on employee job satisfaction. Components of job training include time spent in training, training methodologies and content were determined to be significant in their relationship between training and employee job satisfaction. Training is a process of learning a sequence of programmed behavior. It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps in bringing about positive change in the knowledge, skills & attitudes of employees. According to Mukherjee (2007) organizations cannot survive without training and development of employees thus, training is a process that tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job or to mould him to be fit for a higher job involving higher responsibilities
Employee job satisfaction is commonly researched topic by researchers. Employees are the most precious asset for any company as they can build or destroy the reputation of the company and they can affect the profitability (Elnaga and Imran, 2013). Employee job satisfaction plays a crucial role for any organization. He’s positivity will leads to success, while he’s negativity may leads to the company’s failure. It is usually perceived that if employees are satisfied with their jobs, their performance will be much better than those employees who are not happy with their work. Job satisfaction is a concept based on the premise that the happiest worker is also the most productive worker  (Wright & Staw, 1999) and that to people happy in their work, their job doesn’t feel as if it is work at all (Wright & Cropanzano, 2004). Greenberg and Baron (2008), for instance, viewed job satisfaction as a feeling that can produce a positive or negative effect toward one’s roles and responsibilities at work and added that it is important to understand the concept of job satisfaction as there is no single way to satisfy all workers in the workplace. Robbins and Judge (2007) saw it as a positive feeling toward a person’s job. This concept, according to George and Jones (2008), is the combination of feelings and beliefs, which include the mental, emotional, and physical domains. Job satisfaction can also be  defined as a worker’s emotional response to different job related factors resulting in finding pleasure, comfort,  confidence, rewards, personal growth and various positive opportunities, including upward mobility, recognition  and appraisal done on a merit pattern with monetary value as compensation (Greenberg & Baron, 2008; Robbins  & Judge, 2007; George & Jones, 2008) definition is summarized by  saying that job satisfaction is reflected as an employee’s general affective assessment of himself/herself in the  context of his or her job.
As stand-alone concepts, the relationship between job satisfaction and job training has each been researched extensively. However, new information can be gained when reviewing literature on the concepts together. This review of literature shows that there are many outcomes, results or effects in the complex relationship between the concepts of job training and job satisfaction.  Training and development practitioners must be aware of these connections in the planning and promotion of workplace training programs, as they go far beyond what might be considered traditional outcomes of training. Managers and supervisors must also understand the meanings that employees assign to job training, and the outcomes or effects, including job satisfaction, and that job training has on employees.
1.2     Research Questions
To achieve the objectives of this study, some questions needs to be formulated and answers provided in relation to the objectives earlier stated. As a result of this, answers to the following questions will be sought for in the course of this study
Is there a relationship between on the job training and employee job satisfaction?
Is there a relationship between off the job training method  and employee job satisfaction
Is there a relationship between training and employee job satisfaction?
1.3    Objectives of the Study
    The broad objective of this study is to evaluate the impact of training on employee’s job satisfaction. The specific objectives are as follow
To determine  if there is a relationship between on-the job training method on employee job satisfaction
To determine if there is a relationship between off-the job training method and employee job satisfaction.
To find out if there is a relationship between training and employee job satisfaction.
 1.4     Research Hypothesis
Hypothesis 1
HO: There is no significant relationship between on the job training method and employee job satisfaction.
HA: There is a significant relationship between on the job training and employee job satisfaction.
Hypothesis 2
HO: There is no significant relationship between off the job training method and employee job satisfaction.
HA: There is a significant relationship between off the job training method and employee  job satisfaction.
Hypothesis 3
HO: There is no significant relationship between training and employees job satisfaction
HA: There is a significant relationship between training and employees job satisfaction.
1.5    Statement of the Problem
Employee training has been identified as a very critical issue in an organization. As a result of this, many researchers over the years have taken out time to examine the issues which have led to the existence of different empirical evidence and literature on the subject matter. In as much as there is numerous empirical evidence provided by various researchers over the years, it has been observed that a very large number of the available literatures on the subject examine such in relation to organizational performance. Quite a number of such studies also examined the subject in relation to employee job performance with little of these researches examining the issue in relation to employee satisfaction in an organization which is the major determinant of organizational productivity.
In view of the above gaps, this study is carried out to examine the issue of employee training in an organization and how such training affects the job satisfaction of such trained employee.
1.6    Significance of the Study
Taking into consideration the importance of training, this study will provide a detailed analysis and understanding of the impact of training on employee job satisfaction. The findings of this study will be of immense benefit to the following; government and governmental agencies, advertising agencies, consumers, and students in this field of study.
 The wide ranging outcomes of this study will be used for policy formulation by governments and non-governmental agencies, when dealing with relating to employee train gang employee job satisfaction. This study will serve as bedrock for organizations that focus on building a strong and unique organizational networking. Organizations small, medium or large will find it valuable as they strategize in their various industries. More importantly, it will fulfill the initial purpose of project research in Nigeria by contributing expressively an expediently to nation building. This study will greatly contribute to the existing literature, thereby strengthening further researches on the concept of training and employee job satisfaction.
1.7     Scope of the Study
The scope of this research is the impact of training on employee job satisfaction. It will cover functional departments within University Of Benin, Benin City Edo State. This study would be carried out in Benin City, Edo State, Nigeria
1.8     Limitations of the Study
The research work is limited by a number of challenges, For example they were difficulties in extracting the relevant sufficient materials and other written works that cover the scope of this study. The drawback of time factor and heavy workload from other courses required for the degree programme served as a major constraint to the exercise. However, the reliability and validity of the study remain largely unaffected.
References
Dale S. Beach (1980). Personnel : The Management of People at Work, Macmillan Publishing Company, New York pp. 244
Drucker, P. I. (1984). The Practice of Management, London Heinemann, , pp.201
Dubbashi P.R. (1983). Strengthening of training facilities, Souvenir of Cooperative Training College, Bangalore pp.1
Edwin B. Flippo, (1971). Principles of Personnel Management, McGraw Hill Book Company, New Delhi pp. 194
Edwin B. Flippo, (1971). Principles of Personnel Management, McGraw Hill Book Company, New Delhi pp. 194
Greenberg, J., and Baron, R., (2008). Behavior in Organizations, 9th edition,
THE IMPACT OF TRANING ON EMPLOYEES JOB SATISFACTION

Share This

Details

Type Project
Department Business Administration and Management
Project ID BAM1522
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 84 Pages
Methodology Descriptive and Inferential Statistics
Reference YES
Format Microsoft Word

500
Leave a comment...

    Details

    Type Project
    Department Business Administration and Management
    Project ID BAM1522
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 84 Pages
    Methodology Descriptive and Inferential Statistics
    Reference YES
    Format Microsoft Word

    Related Works

    ABSTRACT The impact of satisfaction on employment performance is a topical issue withinacademic ad business practitioner over the years. A high percentage of thismanagement bests unfortunately the issues in handling on a lip service basesamong business concern. The study on the impact of job satisfaction on employee’s4 performance. A general... Continue Reading
    ABSTRACT Job satisfaction is an attitude variable that reflects how people feel about their jobs overall as well as various aspects of them. There are basic important dimensions to job satisfaction. The objective of this study is to understand the ways in which individuals seek to satisfy their needs or drives, and the consequences of the... Continue Reading
    CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY The role of remuneration in shaping the live of an organization cannot be overemphasized. Now, remuneration management has been described as the development, implementation, maintenance, communication and evaluation of reward processes (Galanou et al cited in Aninkan, 2014).Ordinarily, the... Continue Reading
    ABSTRACT This research project is on Fringe Benefits and Employees Job Satisfaction in Nigerian Port Authority. This research work is generally about the Benefits and Employees Job Satisfaction Public Sector.  The project has undertook the general introduction into the research work led to the review of various literature that relates to the... Continue Reading
    ABSTRACT This study examines the nature of employee satisfaction as it relates to customer satisfaction in the road transportation industry in Benin city, Nigeria. Attempt was made to investigate impact of employee satisfaction... Continue Reading
    (A CASE STUDY OF UNILEVER (NIG) PLC, LAGOS) CHAPTER ONE 1.1 BACKGROUND OF THE STUDY Leadership has been defined as the ability of an individual to influence the act or the process influencing people so that they will strive willingly toward the achievement of group goal (koontz O’Donnet and... Continue Reading
    ABSTRACT This research work focus on the impact of employees’ commitment on organizational performance with reference to Moon Light Bakery, Ado-Ekiti. The study of employees’ commitment plays a critical role in the smooth and efficient running of any organization. Increased employees’ efforts lead to higher productivity, performance and... Continue Reading
    ( A CASE STUDY OF IDEATO NORTH L.G.A IMO STATE) ABSTRACT This investigation is centered on the Impact of Leadership style’s on employee’s Performance on Ideato North L.G.A in Imo State. This chapter two of this research work is viewed on It’s historical economic and socio-cultural... Continue Reading
    ABSTRACT   “Employee Turnover” as a term is widely used in business circles. Although several studies have been conducted on this topic, most of the researchers focuses on the causes of employees’ turnover, but little has been done on the examining the sources of turnover, effects and advising various strategies which can be used by... Continue Reading
    CHAPTER ONE 1.0.         INTRODUCTION: Delegation of authority is one of modern trends practiced by managers. It is function stands out contributing and increasing the level of motivation of employees and achieving positive... Continue Reading