Abstract:
The productivity of any work organisation determines its success or failure. Previous studies on organisational productivity have not been able to adequately address the impact of employees’ training on organisational productivity. It is against this background that the study investigated the impact of employees’ training on organisational productivity in Nigerian Ports Authority, Lagos.
The combination of social learning and reinforcement theories provided the framework. Research design was purely survey and multi-state sampling technique was adopted, involving purposive, systematic and simple random sampling techniques. The total population of study was 267, while sample size was 160.
While 62.5% of the respondents were males, 36.5% were females and majority of the respondents (30.6%) were within the range of 40-49 years. In addition, majority of the respondents 79.4% were married and 48.1% had master’s degree while 24.4% had doctorate degree. In respect of the need of training of employees in the work organisation, majority of the respondents (62.5%) strongly agreed, while37.5% disagreed. As regards to the types of training programmes executed by the organisation, 36.9% agreed with off the job training while 35.0% disagreed and 15.0% strongly agreed and 13.1% strongly disagreed. As to whether training has improved knowledge, skills and attitudes of workers, 68.1% strongly agreed, while 31.9% strongly disagreed. As to whether a lot of training programmes had been organized by the work organisation to increase workers’ productivity, 71.3% of the respondents strongly agreed, 26.9% agreed, while 1.9% disagreed. Hypothesis one indicated a significant relationship between objectives of various training programmes and output of the organisation. Hypothesis two equally showed positive relationship between employees’ job performance and types of training programmes organized by the company. Hypothesis three also demonstrated positive relationship between employees’ training needs and organisational target achievements. Hypothesis four finally showed positive relationship between benefits of training programmes and organisational resources.
Training of employees is imperative in work organisations, therefore, corporate organisations should give priority to the training and development of workers in order to make the most of its employees’ skills, the senior executives of the organisation should recognize training as the secret to increasing the organization’s wealth, the company should be more proactive about the goal or aim of the training to ensuring that each training follows the aims of the organisation before recommending or coordinating it for employees and managers may perform an evaluation of the training needs of employees and coordinate or propose training types that suit the needs of employees and the goals of the company.
