Training Gap Identification as Determinant of Employees’ Job Performance in Gas and Energy Company in Delta State, Nigeria

Abstract

The eventual goal of every organization is to attain comparative achievement and be ahead of its competitors The eventual goal of every organization is to attain comparative achievement and be ahead of its competitors while maintaining sustainable productivity through a competent workforce. The crucial attributes of the business and its terrains at the recent times are such that any organization that will continue to be in existence and thrive amidst the dynamism in the environment must keep upskilling and reskilling its employees. The study examines effect of selection procedure of employee for training for organizational performance in gas and energy company in Delta State, Nigeria. This study uses a sample of 254 employees selected representing the entire population of 694. A validated and reliable questionnaire instrument was employed to gather data. Two hypotheses were tested. One-sample test was used to test the hypotheses formulated in the study. Findings from the study reveal that the extent to which unsystematic approach to employee training affected organizational productivity was high. This was statistically supported by the one-sample test at 0.05 (Zc=8.246<Zt=0.000). Again, the extent of effect of training design on employee productivity was high. The one-sample test (Zc=0.679<Zt=0.730; α=0.05) confirms this assertion. Therefore, the study assesses the effect of training gap identification as determinants of employees’ job performance in gas and energy company in Nigeria Delta State. The study concludes that the concern organizations and others in general should ensures that deserving employees are sent on training through the systematic training procedure of identifying and selecting employees for training, which could lead to a significant improvement on the organizational performance. Hence, the study recommends that biases should be discouraged as employee gap analysis should be the criteria for training need identification.

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