THE IMPACT OF TRAINING AND DEVELOPMENT ON …

1 THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE IN RADISSON BLU ANCHORAGE HOTEL SUBMITTED BY: Adefope Blessing Adesola MATRIC NO: RUN/MBA/09-10/2476 In Partial Fulfillment of the Requirements for the Award of Master of Business Administration (MBA) Redeemers University, Ede Osun State 2017 CERTIFICATION This is to certify that this project titled The IMPACT of TRAINING and DEVELOPMENT on Employee Performance in Radisson Blu Anchorage Hotel by Adefope Blessing Adesola meets the regulation governing the award of the degree of Masters of Business Administration, (MBA) of Redeemer s University (Hons.) in Human Resource Management.. Student Name Signature Date Certified by: .. Supervisor Name Signature Date Certified by.

2 Head of Dept. Name Signature Date DEDICATION This research work is dedicated to almighty God for his grace and protection over my life throughout the duration of my programme. I want to dedicate this work to my wonderful parents Mr. and Mrs Adefope who have laid the solid foundation of my education, their tireless effort, unquenchable love and support throughout the duration of the programme. To my siblings and friends who assisted me one way or the other I really appreciate your kind gestures towards me may God reward you all. ACKNOWLEDGEMENT Firstly, I thank the Almighty God for making it possible for me to undertake this research work.

3 Also, I express my great appropriation to my supervisor Dr. Stephen Dauda for his tireless effort in instructing, guiding me and making corrections where necessary, throughout the writing of this research work. Thank you, God bless you sir. I extend my warmest gratitude to my parents Mr. and Mrs. Adefope for the care, support, encouragement, valuable contribution and assistance they gave me throughout the writing of this project. May God bless you abundantly. Again, I express my appreciation to Appia Juliano and Oguntade Olanrewaju for their support in editing this research work. Many thanks also go to all the staff in Radisson Blu Anchorage Hotel for their promptness in responding to my questionnaire.

4 I want to specially appreciate my friends who were there for me one way or the other , Tobi Olatimehin, Funmi Ajayi, Yomi Adegbite, Shadrack, Ajala Omotayo and for all those whose names do not appear I appreciate you God bless you all. ABSRACT The quality of human resource is an asset to any organization and as a result TRAINING has become an issue that has to be faced by every organization. The amount, and quality of TRAINING carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career DEVELOPMENT .

5 Most organizations meet their needs for TRAINING in an impromptu and haphazard way while others set about identifying their TRAINING needs, then design TRAINING activities in a rational manner and finally assess the results of TRAINING . This study, therefore, sought to determine the IMPACT of TRAINING and DEVELOPMENT on employee performance in Radisson Blu Anchorage Hotel. The study assessed the TRAINING and DEVELOPMENT process of Radisson Blu Anchorage Hotel and whether TRAINING has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of Radisson Blu Anchorage Hotel. The findings of this research indicated that the various TRAINING undergone in Radisson Blu Anchorage Hotel has IMPACT on employee performance but the management needs to look into the TRAINING package.

6 Most of the employees were of the view that TRAINING and DEVELOPMENT were effective tools for both personal and organizational success. Results of analysis of the data collected show that various TRAINING conducted in Radisson Blu Anchorage Hotel has IMPACT on the employees. TABLE OF CONTENTS Title page i Certification ii Dedication iii Acknowledgement iv Abstract v Table of contents vi-vii CHAPTER 1: INTRODUCTION Introduction 1-4 Background of Study 4-6 Statement of Problem 7 Research Question 8 Research objectives 8 Research Hypothesis 9-10 Justification for the Study 10 Definition of Terms 11 CHAPTER 2.

7 LITERATURE REVIEW conceptual Framework and Theoretical review 12-14 Benefits of TRAINING 14 Methods of TRAINING 14-17 TRAINING Process and Steps involved 17-18 Employee DEVELOPMENT 18-19 Importance of Employee DEVELOPMENT 19 TRAINING and DEVELOPMENT 19-20 TRAINING and DEVELOPMENT programs 21-22 Factors Hindering TRAINING and DEVELOPMENT 22-24 Reasons for Carrying Out TRAINING and DEVELOPMENT 24-25 Employee Performance 25 Advantages of employee performance 26 Factors Affecting Employee Performance 26 Employee Performance Management 27-28 Functions of Performance Management 29-30 Measurement of Employee Performance 30-31 TRAINING , DEVELOPMENT and Performance Relationship 32-33 CHAPTER 3: METHODOLOGY Introduction 34 Research Design 34 Population of the Study 34 Sampling Size and Sampling Procedure 35 Source of Data Collection 35-36 Research Instrument 36-37 Limitations 37 CHAPTER 4: ANALYSIS OF FINDINGS Analysis and Presentation 38-42 of Hypothesis 42-55 CHAPTER 5.

8 SUMMARY, RECOMMENDATIONS AND CONCLUSION General Summary 49 Summary of Findings 50-53 Recommendations 53-55 Conclusion 55 Bibliography 56-58 Questionnaire 59-60 CHAPTER ONE INTRODUCTION The need for employee s retention has encouraged the employers to pay attention towards employee DEVELOPMENT through TRAINING in order to keep them motivated. TRAINING with DEVELOPMENT as a function of human resource management is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. For the organization, TRAINING and DEVELOPMENT leads to improved profitability while cultivating more positive attitudes toward profit orientation.

9 For the individuals, TRAINING and DEVELOPMENT improve job knowledge while also helping in identifying with the goals of the organization. TRAINING and DEVELOPMENT can be defined as the planned learning experiences that teach employees how to perform current and future jobs. According to Raja, Furqan and Muhammad (2011: P. 7), TRAINING and DEVELOPMENT have become the most important factor in the business world today, because TRAINING increases the efficiency and the effectiveness of both employees and the organization. TRAINING is a systematic restructuring of behaviour, attitude and skills through learning, education, instruction and planned experience. TRAINING is designed to change or improve the behaviour of employees in the work place so as to stimulate efficiency.

10 The cardinal purpose of TRAINING is to assist the organization achieves its short and long term objectives by adding value to its human capital. TRAINING and DEVELOPMENT are not undertaken for the sake of TRAINING , but rather are designed to achieve some needs. Edwin (1971: ) defined TRAINING as an act that involves growing the knowledge and skill level of an employee in order to perform a specific job . According to Dubashi (1983: ), TRAINING is a procedure of improving the knowledge attitude and skill of employees to attain organization s objectives. It is merely through systematic course of TRAINING in which essential professional knowledge is conveyed, skills are developed and attitudes adjusted to the work situation.