Abstract
Inefficiency has been a major issue battling the service delivery of non-academic staff in most public universities in Nigeria and this has greatly affected the academic and research outlook of Nigerian universities. Interest in the study was to determine the extent to which induction, demonstration, on-the-job and formal training which are all elements of employee training and development enhance managerial efficiency by looking at employee productivity and quality of service delivery. The study adopts a convenience and stratified sampling technique to select 293 non-academic staffs in selected public universities in Nigeria and the analysis was carried out using the structural equation model (SEM). The results revealed that on-the-job training has a significant negative relationship with the quality of service delivery in Nigerian universities (t=-4.454), (p<0.05) and β=-0.20) which could be because most Nigerian universities do not deliberately place new employees to learn directly from a current employee in order to improve their performance. Hence, the study demonstrates that the only way to resolve inefficiency among non-academic (administrative) staff in public tertiary institutions is to integrate effective training into employee career management and adopt employee performance evaluation process as contained in the private organizations.
Highlights
The importance of employees in organizations goes a long way to determine the success of a business enterprise
The issue of training and development of employees has become a vital tool in organizational growth and sustainable development especially with regard to public tertiary institutions in Nigeria
The reason is that the business environment is dynamically taking a new turn every day and technology is setting a new standard for job delivery and operational efficiency
Summary
The importance of employees in organizations goes a long way to determine the success of a business enterprise. This is because employees determine the flow and usage of organizational resources. In the word of Moulik and Mazumdar (2012) they are regarded as the active resources that an organization can possess as they are responsible for the usage of other resources of an organization in order to help organization achieve its goal and objectives. The universities system requires the services of employees who are competent, motivated, well-trained and can successfully support the university academician to carry out research in an effective manner in order to achieve the goal and objective of the university both in the local and global environment (Obeidat, Masa’deh and Abdallah, 2014)
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