Influence of Staff Training and Development on Employee Performance in Selected University Libraries in South-West, Nigeria (Published)
This study investigated the influence of training and development on employee performance in selected university libraries in South-West, Nigeria. The survey research design was adopted for this research work. A structured questionnaire was used as an instrument of data collection. The total enumeration technique was employed, and out of the total copies of the questionnaires administered, 103 were completed and returned. Frequency distribution and percentages were used for analysis, while the hypotheses were tested using correlation and regression analysis tools of the Statistical Package for Social Sciences (SPSS). The result of the study showed a significant correlation between staff training and development and employee performance in university libraries in Nigeria. The result of this research also showed that staff training and development significantly influence the performance of library staff in selected university libraries. The study, therefore, recommends that university libraries management should regularly organize training and developmental programs for their employees. Furthermore, the research suggests that library employees should be encouraged to participate in training organize within and outside their institutions, as this would ensure increased performance/productivity.
The concept of variance of thinking and the need to achieve organization objective through uniformity of behavior by employees necessitate the need for staff training and staff development. Policies, procedures and rules alone cannot in isolation enable organization to achieve its objective as organization commitment to shaping human behavior and altitude play a vital role. Performance at highest level cannot be achieved without skilled, knowledgeable and being technology compliance. This paper attempted to breach the gap by establishing the effect of staff training and development on organization performance. A sample of 384 employees of Nigerian Banks was selected using a mean. The hypothesis was tested using Z-Score result of -0.0586, 0.0302, 0.0903, -0.0552, 0000, -0.0498, 0.0312, -0.00370. And by looking at the normal distribution value, the probability of obtaining such Z-value is extremely small. Therefore we rejected the null hypothesis that staff training and development does not influence Bank performance. And for better understanding by lay people, we also computed T-score. In order to determine the reliability of attitude of the respondent, co-efficient of variation was also computed. The result of the study is statistically significant as the p. value for z-score is less than 5%. We suggested that in order to trigger off staff exceptional performance, the idea of contract staff should be jettisoned because despite receiving training, they still see themselves as being discriminated against by the organization and always ready to quit at slightest opportunity. Also organization programme of activities, should emphasize staff retraining and orientation training for new employees