THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE IN DELTA STATE PUBLIC SERVICE FROM (2021 – 2025)

Abstract

This research analyzed the effect of training on the employee’s performance in Delta State public services from 2020 to 2025. Six (6) institutions from where the data for the study were collected using purposive sampling method are Ministry of Finance, Ministry of Education, Ministry of Health, Office of the Head of Service, Delta State Civil Service Commission and University of Delta, Agbor.
This study was guided by four (4) objectives: To determine the available training programs; to
examine the relationship between training and employees' performance; to evaluate the role of training in increasing employees' productivity and efficiency; and to highlight the constraints militating against effective training implementation and delivery. This research was a descriptive survey research that is based on the human capital theory which uses a mixed-method through the application of questionnaire survey, in-depth interviews coupled with documentation analysis. The questionnaire were administered on 6,800 total population but 379 replied back thus giving a response rate of 95.5% (362 usable questionnaire were gathered). Stata version 17 and was utilized in analyzing the collected data using descriptive statistics and inferential statistics (Pearson product moment correlation, multiple regressions with all the three null hypotheses being rejected at p <0.05 significance level). The results revealed that most trainings were workshops/seminars (84.3%),
and in-service (78.5%), growth of ICT and digital skills training programmes(54.7%) through the period and concluded that there was a significant positive influence of training on employee's performance (r=0.74), employee's productivity (r=0.69), and employee's efficiency (r=0.71). The regression result indicate that all three individual training design variables (inputs) jointly explain 62% of variance in employees' performance where training design has significant positive influence(=0.38).The major constraints associated with trainings in institutions are insufficient budget/funding, no post - training evaluation, poor assessment of training needs, favouritism in training selection and weak work – and transfer of training to work place functions. Conclusion were draw that training is a significant and positive contributor to employee's performance but training benefit is compromised by institutional and structural constraints. As a way of mitigating these constraints and enhancing better performance in institutions it is recommended that a more robust and rigorous process for training needs assessment be put in place, institutionalization of training evaluation(s), adequate and protected training budget, a strong criteria for selection and transparent nomination of trainee must be implemented, a provision of a good and modern statistical software will enhance better institutional researches and evaluate