Effects of Training on Organizational Performance

Cross Ogohi Daniel


Training is one of the Human Resources functions of the organization. When employees are recruited into the organization, they may not come with all the required skill set to discharge fully their roles in the organization. Hence, the one to equip such new employees with relevant skill set for the good of the organization. Also, the business world is very dynamic and ever changing. Organizations keep innovating making it imperative or organizations to keep training and learning. The rate technological advancement has made it almost impossible for any forward looking organization not to flow with the competition is cut throat. Customers keeping raising expectations which every bank which want to remain in business will necessarily have to meet. The Customer-facing employees will need the right skills, knowledge and attitude to manage the customers with their high expectation. The right skill, knowledge and attitude can be acquired through training. The research attempts to find out the impact which training has employee performance bearing in mind that the aggregate of individual performance will culminate to organizational performance. The study considered the microfinance bank sub-sector from which three banks were selected. Data was collected from 304 respondents who were drawn using Taro Yamane sample size determination technique through structured questionnaire. The data collected was subjected to both descriptive and inferential techniques were used to test formulated hypotheses. The study showed that employee skill, knowledge and ability gained from training has significant effect on productivity. Further findings reveal that training has effect on employee commitment to the organization. The conclusion is that training enhances employee performance as well as employee commitment to the organization. It is therefore, recommended that microfinance banks and all organization should take more active interest in the training of its employees.


Training, Development, Organization and Performance

Full Text:



Adamu, S. (2008), Manpower Planning and Administration, Lagos: National Open University of Nigeria.

Anonymous (1998, Sept/Oct). What nonprofits need to know about technology. Nonprofit World, 16, 38.

Armstrong, M. (1996), A Handbook on Personnel Management Practice, (5th edition), London: Kogan Page.

Brainy Quote, www.brainyquote.com, [accessed 25 August 2018].

Bryan, L. A. (1990), An Ounce of Prevention for Workplace Accidents, Training and Development Journal, 44(7), NY: USA.

Chukwunenye, I.O., and Igbokwe, B.N. (June, 2011), Training, manpower development and job performance: perception and relevance among civil servants in Ebonyi State, Nigeria. Journal of Economics and International Finance, 3(6), 399-406, http://www.academicjournals.org/JEIF [accessed 3 September 2018].

Ezigbo, C.A. (2011), Advanced Management: Theory and Applications, Enugu: Immaculate Publications Limited.

Flippo, E.R. (1984), Personnel Management (6th Ed), New York: McGraw-Hill.

Hakala, D. (2008), 16 Ways to Measure Employee Performance. HR World, http://www.hrworld.com/features/16-ways-measure-performance-021908, [accessed 23 July 2018].

Hamid, S. (2011), A study of effectiveness of training and development programmes of UPSTDG, India – An Analysis, South

Huselid, M.A. (1995), “The impact of human resource management practices on turnover, productivity and corporate financial performance”,Academy of Management Journal, Vol. 38 No. 3, pp. 635-72.

Khan, R.A.G., Khan, F.A. and Khan, M.A. (July, 2011), Impact of Training and Development on Organizational Performance, Global Journal of Management and Business Research, 11(7). Global Journals Inc. (USA). http://globaljournals.org/GJMBR_Volume11/8-Impact-of-Training-and-Developmenton- Organizational-Performance.pdf {accessed 3 September, 2018]

Lilly, A.J. (2011), Tracking Employee Training: Measuring training effectiveness with KPIs, Robert Bacal/Bacal & Associates. Canada: Casselman, www.thetrainingworld.com/articles/kpi.htm. [accessed 12 May 2018].

Mathis, R.L. and Jackson, J.H. (2004), Human Resource Management (10th ed), Singapore: South-Western.

Okotoni, O. and Erero, J. (Jan., 2005), Manpower training and development in the Nigerian public service, African Journal of Public Administration and Management (AJPAM 16(1)).

Olalere, T.O. and Adesoji, A.A. (May, 2013), Human Capital Development in First Bank of Nigeria Plc, Mediterranean Journal of Social Science 4(2). MCSER-CEMAS-Sapienza University of Rome.

Page R, Jagger N, Tamkin P, Henwood N. (2006), The Measurement of Organizational Performance, Research Report, Sector Skills Development Agency, http://www.employment-studies.co.uk/pubs/summary.php?id=ssda0513, [accessed 11

Pfeiffer, J. (1994),Competitive Advantage through People, Harvard Business School Press, Boston, MA

Sarah del Tufo (2002), “What is evaluation?” Evaluation Trust, The Evaluation Trust, http://www.evaluationtrust.org/evaluation/evaluate, [accessed 22 May 2018].

Smith, G, De Cronje H. (2010), How to Increase Job Satisfaction and Improve Employee Engagement, www.chartcourse.com/articlepride.htm.

Stoner, J.A.F., Freeman, R.E and Gilbert, D.R. (2007), Management (6th ed). Dehli, India: Dorling Kindersley (India) Pvt. Ltd.

Tamkin, P. (2005), The contribution of skills to Business Performance, UK: Institute for Employment Studies (IES)

Tai, W. T., (2006). Effects of Training Framing, General Self-efficacy and Training Motivation on Trainees’ Training Effectiveness, Emerald Group Publishers, 35(1), pp. 51-65.

Tsai, S.H. and Lin, Y.C. (2007), "Promoting service quality in tourist hotels: the role of HRM practices and service behavior", Tourism Management, 25, pp.471-482

DOI: https://doi.org/10.24203/ajbm.v6i5.5489


  • There are currently no refbacks.

Copyright (c) 2018 Asian Journal of Business and Management

Creative Commons License
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.