The study focuses on effective communication strategy and its impact on employees attitude to work. It is the means in which activities of the various department relates to enhance industrial growth, productivity and harmony in organizations. The main objective of this study was to critically ascertain the effective communication strategies and its impact on employee attitude to work.  In this study, survey research design was step by step approach adopted for the research while a sample size of (200) workers were selected within the different departments of the organization. Structured  questionnaires were used for data collection which was analyzed using  percentage distribution etc. The finding of this work shows that communication breakdown, as a barrier to effective communication affects organizational performance. In conclusion effective communication is fundamental to the success of any business organization. It can make the wheels of the business word turn efficiently and can equally paralyze the whole field of business activities of an organization if not properly utilized. Based on this finding, the researcher recommends that management should endeavor to listen to subordinates reports and complains, they should not be ignored but regarded as important in an organizational asset. It also recommended that, for effective communication to take place, the barriers to communication must be reduced, communication should flow in all direction in the organization; the management should endeavor to maintain climate to open communication whereby subordinates will feel free to communicate in order to and job satisfaction.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

In any organization that wants to achieve high level of growth, employee commitment and organizational high performance must always train its staff. According to Akpanabia (2012), staff training is an important aspect of any organization either big or small, profit of non-profit ventures. It is important for any organization to harness and properly develop its human resources or potentials in order to achieve the organizational goals and objectives. In this era of changing business environment, organizations find it necessary to change with time in order to survive. Firms exist with their aims and objectives to ensure survival. These are carried out by the personnel who work out strategies for those lofty objectives to become realities. In this case therefore, it becomes pertinent for organizations to train its human resources in other to enhance organizational performance.

According to Mathis and Jackson (1985) training is “a learning process whereby people acquire skills, concepts, attitudes or knowledge to aid in the achievement of goals”. By defining training as a process, the implication is that it is continuous. This is in line with the recent “knowledge explosion” which brings new tools, equipment, skills and education into human development. Agulanna and Awujo (2011) asserted that, Training is for non-managerial personnel and usually relates to technical and mechanical operations and for specific job-related purposes. It provides an awareness of the rules and procedures to guide their behaviour in a work setting. When the organizational employees are well trained, they will put in their best in performing their functions and that will lead to organizational stability and high performance.

Organizational performance here is the level of organizational growth, stability, profitability, and productivity (Ubah, 2012). The level of employee input in the organization determines the level of organizational performance. To him, Low commitment of the employees will lead to low performance/ productivity of the organization, while high commitment of the employee will lead to high performance of the organization. Here, level of turnover, absenteeism, tardiness, discipline and productivity of the employee are the indices of workers performance that can encourage or discourage organizational performance and growth (Ubah, 2012). It then means that when the above indices are low/negative, the organizational high performance is affected negatively and vice versa. That is why Akpanabia (2012) asserted that, staff training and development are part of Human Resources Strategies that promote organizational effectiveness, stability and high performance.

In this direction, it becomes a fact that the benefit of training is that it helps an organization fulfill its future personal needs. If an organization initiates and maintains an adequate institutional programme for both its non-supervisory and managerial employees, organizational vacancies can easily be staffed from internal sources (Alugbuo, 2007). To him, Training improves organizational standards. Well planned training programme helps to improve employee effectiveness and organizational high performance. This is because training raises the morale of the employees, improves worker-management relations, reduce employee turnover and makes an organization a career system.

Workers” training leads to the achievement of the goals in that organization. It is necessary to keep the employee informed of the latest development in his special field and in so doing keeping his knowledge up to date. It assists him to function more effectively in his present position by exposing him to the latest concepts and techniques, which can be used to enhance organizational profitability and organizational high performance.

Ubah (2012) identified many training methods that has been effective in encouraging organizational performance to include: orientation/induction training, on-the-job training, job rotation, and seminar and workshop. In the Nigeria organization, orientation/induction trainingis given immediately after employment to introduce the new staff members to their position. This is mainly concerned with acquainting new employees with the organization. This training is aimed at getting all new entrants familiarize with the organization”s goals, structure, culture, work standard and other conditions of employment (Obi-Anike and Ekwe, 2014). Also, on-the-job training involves assigning a new employee to an experienced supervisor or senior coworker. The idea is that in the cause of carrying his routine assignments, the trainee learns by observing the superior or coworker and working with the actual equipments or materials that will be used when the training is completed (Onah, 2005). On-the-job training is received directly on the job, and so it is often called “job instruction” training.

Furthermore, Job rotation consists of periodically shifting employee from one job to another so as to be versatile in different functions in the organization. Training is provided by the supervisors of the units/departments in which the job are located (Ezeani, 2002). Not only that seminars, workshops and conferences create forums for participants to discuss on participating basis. Consequently, opportunities are provided for participants to pool ideas, to discuss ideas and facts, to test assumptions and to draw conclusions. These methods are expected to help develop the problem – solving and decision – making facilities of the personnel as well as present new and complicated issues for deliberation. The general objective of the training methods is to promote the performance of the organization through employee high commitment to duty. Therefore the organizational high performance, productivity and stability cannot achieve if the organizational staff are not well trained on the best way to perform their functions.

Based on the foregoing, this study focuses on the effect of staff training on performance of organization.

1.2       STATEMENT OF THE PROBLEM

Staff training is one of the Human Resources scope the received list attention in some organizations in Nigeria. Some Nigeria organization does not find it necessary to organized orientation/induction training after employment of new staff. Most of the organization prefers using on-the-job training method, without signing specific roles to the new staff.

Not only that, some organizations do not consider the impact of employee job rotation on organizational stability. Not only that, seminar/workshop are not frequently and always employed for training organizational workers. In this direction, the problem of this study includes lack of orientation/induction training which will always lead to low organizational productivity; inappropriate on-the-job training which always lead to organizational instability; ineffective job rotation training which always led to low organizational profitability; and lack of seminar/workshop which always discourage organizational growth/development.

1.3 OBJECTIVES OF THE STUDY

The general objective of this study is to examine the effect of training on performance of organization. The specific objectives include:

1.         To ascertain the effect of orientation training on organizational productivity.

2.         To find out the effect of on-the-job training on organizational stability.

3.         To determine the effect of job rotation training on organizational profitability.

4.         To find out the effect of seminar on organizational growth.

1.4       RESEARCH QUESTIONS

1.         What are the impacts of orientation training on organizational productivity?

2.         What is the effect of on-the-job training on organizational stability?

3.         What is the effect of job rotation training on organizational profitability?

4.         What is the effect of seminar on organizational growth?

1.5 SIGNIFICANCE OF THE STUDY

This study will be essential and important to the Nigerian government, staff in the organization (especially First Bank Staff), the Nigerian people and further researchers.

Nigerian government: The result of this study will be significant to the Nigerian government. The government based on the result of this study, will make implement policies that will encourage staff training and development in the banking sector and other organizations. When the staff of the bank is trained effectively, they will perform their functions well and that will lead to organizational high performance. When the banks perform effectively and achieve high profitability, they will pay their taxes to the government and help the government to reduce the level of unemployment in our system.

Workers in organization, especially First Bank: The study will be useful to workers in private and public sector organizations in Nigeria, especially those in First Bank. The staff in such organization will benefit from pragmatic and effective induction, job rotation, on-the-job training and seminars/workshop. This will enhance their performance and lead to career upliftment and development. When this is done, the organization will achieve high growth and productivity.

Further researchers: To further researchers, the result of this study will contribute in filling the knowledge gap on the subject matter; hence further researchers will understand what has been covered and what remained to be covered on effect of training on organizational performance.

1.6 SCOPE OF THE STUDY

This study focused on effects of staff training on performance of employee in Nigeria organizations. The researcher used First Bank Nigeria Plc in their headquarters bank road, Owerri Imo State as the focal point. The study also covers the impact of orientation/induction training on organizational productivity; the impact of on-the-job training on organizational stability; the effect of job rotation training on organizational profitability; and the impact of seminar/workshop on organizational growth/development.

1.7  LIMITATIONS OF THE STUDY

1.         Financial Constraint: The researcher encountered financial challenges in executing this project. This is so because, as a student with little income, it was difficult sourcing materials for the study.

2.         Time Constraint: The task of combining research project with other academic exercise like going to lectures, writing examinations and test based on the time limited is too demanding for the researcher. This is because the time frame for this study is too short to compare to what there is to be done.

3.         Material Constraint: The research materials within the disposal of the researcher are too infinitesimal to compare to what should be done. For that, the researcher had to visit different libraries in search of materials like textbooks, journals and research of previous studies for the research. It was too stressful sourcing for research materials in different and many libraries.

1.8       DEFINITION OF TERMS

Organization: This is an institution or enterprise establishes to achieve business or public objective. It is the arrangement by personnel for facilitating the accomplishment of some agreed purposes through allocating of functions and responsibilities. It equally means a group of people who form a business, club etc together in order to achieve a particular aim or objective.

Organizational Performance: This is the level at which the organizations achieve their objectives. Organizational Performance could be high, average or low. Employee commitment to duty and effectiveness enhance high performance of the organizations.

Productivity: Productivity is the effective and efficient use of all resources (time, people, knowledge, information, finance, equipment, space, energy and materials)

Training: Is an organized activity aimed at imparting information and/or instructions to improve the recipient”s performance or to help him or her attain a required level of knowledge or skill.

Effectiveness: This is the quality of being able to bring about an effect. It is a degree to which objectives are achieved and the extent to which targeted problems are solved.