000			a
999			_c21947 _d21947
003			OSt
005			20241217105528.0
008			241217b xxu||||| |||| 00| 0 eng d
040			_aAIKTC-KRRC _cAIKTC-KRRC
100			_924845 _aEsq, Aneozeng Awo Egbe
245			_aEffect of training and development on employees performance in port-harcourt electricity company (PHED), Nigeria
250			_aVol.6(1), Jan-Jun
260			_aNew Delhi _bSparkling Press _c2024
300			_a33-40p.
520			_aThe study looked into how employees' performance at Port-Harcourt Electricity Company (PHED) was affected by training and development. Training design, training delivery style, on-the-job training and off-the-job training were proxies for the independent variable to test on employees performance at PHED. The researcher developed research questions in line with the objectives. The study made use of survey research design, the population of the study was 516 employees of PHED. In the four states that the company is providing service to, viz: River State, Bayelsa, Akwa-Ibom and Cross River state. With the aid Morgan and Krejcie sample size determination, the researcher arrived at a sample size of 217. The regression results revealed that, training design plays a significant role on employees performance, it further revealed that both training delivery style and on-the-job training have a positive relationship with employees performance at PHED, furthermore the results revealed that off-the-job training does not significantly affects employees performance at PHED. In line with the findings the researcher made the following recommendations. Management should ensure that the training programmes in the company should be taking serious and employees must participate in it. This will give employees adequate knowledge needed to carry out their duties responsibly and in return will increase employees’ performance, also to achieve high performance from employees, management should adopt a policy that provides a conducive training delivery style for employees, as to enable employee to be comfortable during training sessions. However, Management should ensure that on the job training should be part of the organizational policies, to retrain employees and keep them up to date, and lastly Management of PHED should not spend too much resources on off the job training as it does influence employees of PHED positively.
650		0	_94690 _aConstruction Engineering and Management (CEM)
700			_924846 _aIgbaji, Patrick Montok
773	0		_x2664-8806 _tInternational journal of research in management _dDelhi Sparkling Press
856			_uhttps://www.managementpaper.net/archives/2024/vol6issue1/PartA/6-1-7-545.pdf _yClick here
942			_2ddc _cAR