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Effective Communication as an Impetus for Managerial Performance

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Effective Communication as an Impetus for Managerial Performance.

ABSTRACT

This study examined effect of Staff Training on Employees’ Performance. The effectiveness of staff training can be measured in terms of the extent to which it improved employees’ performance in the organization.

The main objective of the study was to investigate the relevance and importance of staff training to achieving organizational goals and objectives, using Comestar Nigeria Limited, Agbara, Ogun state as a case study.

Relevant literatures were thoroughly reviewed and two hypotheses was formulated and tested in this study.

A survey research design was adopted with the administration of three hundred and twenty (320) questionnaires and the successful collection of two and fifty (250) questionnaires which was carefully and statistically analyzed.

The data collected from the research respondents were analyzed using the Simple Percentage. The hypothesis were tested using the Chi-Square (X2) statistical method.

The results of the analysis/tests showed a strong positive association between staff training and employees’ performance.

It was also discovered that significant relationship exist between staff training and a guarantee attainment of organizational goals.

The researcher therefore made relevant recommendation based on the research discoveries with respect to staff training, employees’ performance, profitability and attainment of organizational goals and objectives.

INTRODUCTION

The ergonomics of the work environment state of the art equipment as well as quality materials can make production possible, but it is the human resources that actually make production happen Asare-Bediako (2008).

Human resources are crucial but expensive resource and therefore in order to sustain economic and effective performance of this resource, it is important to optimize their contribution to the organization through training and development.

Training is therefore necessary to ensure an adequate supply of employees that are technically and socially competent for both department and management positions.

According to Heathfield (2012), the right employee training, development and education at the right time, provides big payoffs for the organization in increase productivity, knowledge, loyalty and contribution.

It is however a semi-autonomous institution, and therefore the recruitment, selection and training and development of its employees are the responsibility of the management.

Cometstar currently has over four hundred (400) employees’ made-up of management, senior staff and administrative staff (office employees, workshop assistants and technicians staff (office employees) is further structured into management, senior members, senior staff and junior staff.

This study however concentrated on the senior staff of the company. Interviews were also conducted among management members as well as junior staff in administration.

The senior members are the supervisors of both senior staff and junior staff are also heads of various departments. The interviews conducted with management and junior staff members supported whatever survey (questionnaire) that were administered to the research units.

REFERENCES

Abiodun E.A (1990): Human Resources Management: An overview. Shomolu, Lagos. Concept Publication

Cole, G.A (2002): Personnel and Human Resource Management, London: Biddle Limited

Dessler, G. (2008): “Human Resources Management” (10th ed., New Jessey); Pearson Prentice Hall

Drucker, A.D. (1984): Managing for Result, New York: Harper and Row Publishers Koontz et al (1980): Management, Japan: MCGraw-Hill Publishing Company.

MCGehee, Y. (1961): Training in Business and Industry. New-York: John Willey and sons

Nongo, S. (2005): Fundamental of Management. Makurdi

Nwachukwu, C.C (1988): Management: Theory and Practice. Onitsha: Africana FEP Publishers

Fagoyinbo, I. (1999): Introduction Statistics. 2nd Edition, Ilaro, Marvel Books, Nigeria. Wikipedia (2016): www.wikipedia.com

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