IMPACT OF TRAINING AND JOB PERFORMANCE IN PRIVATE COMPANIES: NIGERIAN BOTTLING COMPANY PLC IN BENIN CITY CHAPTER ONE INTRODUCTION BACKGROUND TO THE STUDY One area of an organizational success is the management of workers in the organization. Business in a market economy depends on certain resources such as the financial resources, material resources and human resources. It is through the combination of these resources that the attainment of the goal is achieved. However the most significant and complex component for the attainment of the organizational success is training. Obasan (2012) opine that regular training of employees is a pre-requisite obligation of a future orientated and goal seeking employer. A practice which entails impacting skills and knowledge on the employees in order to cope with the various phases and challenges of the business environment which determines the success and quality of a firm in meeting the customers demand, competition and opportunities that lies beyond their scope. According to Subramony (2009) an employee has a great role in influencing the work outcomes of an organization and that constant training of workers is a determining factor in the attainment of required skills for better job performance and manpower development in organizations. In the same vein, Dale (2005) observed that employers who have the intention to increase their productivity and output must enrich their workers in terms of training opportunity to fulfill the employers’ ambitions. If these employees see that the organization provides room for them to realize their potentials, personal growth and career, they will be opted to remain and discharge their best performance, otherwise, these employees will likely leave to fulfill their aspirations elsewhere. From the foregoing, Valle, Martin, Romero, Dolan (2000) considered training as a critical function of maintaining and developing working capabilities in employees. It involves the process of teaching new and present employees the skills they need to perform jobs which consists of those activities that are designed to improve individual's performance in currently held job or one related to it. The major purpose of training is to eliminate performance deficiencies whether current or anticipated through an improved performance, especially of organizations with stagnant or declining rates of productivity. Hence, it becomes the responsibility of each organization to design ways of enhancing workers skills so as to meet up with the set target of the organization within the realm of over-growing challenges of the global standards as the society itself is dynamics. The importance of training on employees and organization’s effectiveness cannot be over-emphasized, Hassan (2007) opined that firms strongly desire to promote values such as trust creativity and quality in their employees and for that, proper training is necessary while Brewer et al (2008) observed that work force development and transfer of training are important concerns of any organization. Hence Human resource practices such as employee selection, appraisal, training and development, compensation are the key point in the performance of an organization since they ensure the uniformity of the set goals and the eventual outcome. In the light of this, the researcher intends to investigate the impact of training and job performance. STATEMENT OF THE RESEARCH PROBLEMS The primary purpose of any organization is to accomplish goals objectives and since the degree of accomplishment depends totally on the quality of its members. Therefore, it has to be concerned with the availability and improvement of training. To this extent, for an organization to be successful, it should ensure that there is an adequate training of its employee. Following the growing technological changes and complexity in our industries as well as social factors, it then becomes necessary that organizations should train and develop their personnel to cope with ever increasing job requirement posed by fast technological social changes. Most organizations lack effective management and utilization of training and as a result have been experiencing a decline in productivity and failure in the achievement of their goals and achievement. Many organizations have increased their quality training because of the need for product to meet high standard in customer satisfaction. The general staff shift towards a market orientation in some organizations has partly replaced the external stimulus that was previously provided by training board. Although, that type of stimulus carries with it the inevitable concern with the immediate and short term and only a limited range of training objectives can be quickly satisfied. Furthermore, an increase in training is usually the fruit of success rather than its cause; although continue training may be seen as a essential to sustaining that success as it is said that: “High performances of jobs attracts as it is likely to train, and train twice as many employees as low performance business, and high performance jobs increase their training by 25% over the last five years, with low performance reducing their training by 20% (Sloman, 1989).” Against this backdrop, the following research questions are raised; Is there relationship between training and performance of private companies? Is there significant relationship between training and employee’s job satisfaction? Does training increase employee’s morale/productivity? RESEARCH OBJECTIVES The broad objective of this study is to examine the impact of training and job performance in private companies. The specific objectives are: To find out if there is relationship between training and performance of private companies. To investigate if there is significant relationship between training and employee’s job satisfaction. To verify whether training increase employee’s morale/productivity. RESEARCH HYPOTHESIS In pursuance of the set objectives of this study, the following hypotheses were drawn for testing. Hypothesis I Ho: There is no relationship between training and job performance in private companies. H1: There is a relationship between training and job performance in private companies. Hypothesis II Ho: There is no significant relationship between training and employee’s job satisfaction. H1: There is a significant relationship between training and employee’s job satisfaction. Hypothesis III Ho: Training does not increase employee’s morale/productivity. H1: Training increases employee’s morale/productivity. SCOPE OF THE STUDY This research work is an empirical study on the impact of training and job performance in the private companies. The population of the study is entire quoted private companies in the Nigeria Stock Exchange, while the sample size is restricted to randomly selected staff of Nigerian Bottling Company Plc in Benin City, Edo State. Geographically, the study will be conducted in Benin City, Edo State. SIGNIFICANCE OF THE STUDY This research work on its conclusion, together with whatever solution or findings that may arise, will prove useful to some particular group of persons or otherwise for various reasons in accordance with their varying needs. Beneficiaries Stakeholders: This study will be important and beneficial to stakeholders of an organization to know the importance of training and job performance. The Government: It will acquaint the government of the importance of training and how it should be properly managed. The public: This study will help to restore the lost confidence of the public as regard training and job performance. Academic/future researcher: Both academic and other future researchers in this similar subject matter will find it a useful source of learning and research.