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dc.contributor.advisorPaul, PJen
dc.contributor.authorAkpaniteaku, Nzube Ruth
dc.date.accessioned2019-07-01T14:34:13Z
dc.date.available2019-07-01T14:34:13Z
dc.date.issued2019
dc.identifier.citationAkpaniteaku, N.R. (2019). Impact of training and development on remedying recruitment failuresen
dc.identifier.urihttps://esource.dbs.ie/handle/10788/3811
dc.description.abstractEmployees constitute an organization’s most important resources as they determine the quality of products and services rendered to customers. Consequently, attracting and identifying individuals with the best skills and desired qualities is what every employer seeks to achieve; underscoring the need for a careful recruitment and selection process. Despite this, most employers continue to record an unacceptable recruitment failure rate leading to a reduction in business productivity. Employee training and development is a process aimed at providing recipients with new skills and development opportunities which impact performance. Since effective training is positively related to employee’s performance; will this positive effect of training and development be noted when the human capital is selected poorly. The study aims to investigate the level of training and development programs available to employees at Allied Irish Bank and whether these programs are effective towards remedying recruitment failure. This study utilized a cross sectional quantitative study design and convenient sampling to gather information from staff (employers and employees) of Allied Irish Bank, Dublin. Data was analysized using descriptive statistics of frequencies, percentages and charts. A total number of 44 (12 employers and 32 employees) participated in this study. The organization makes use of recruitment agencies (100%) and employee referral (58.3%) as their major source of recruiting new employees. Recruitment failure is evident when the employees did not demonstrate expected attitudes (62.8%) and displays unethical behavior (54.3%) and intensive tailored training was recorded as the major response to it. Majority (78.1%) of the employees recorded being trained within the past one year with the objective of improving performance and acquiring skills using seminar and on job training. 93.8% of employers agreed that training has helped improve their performance and is the most effective response to remedying recruitment failure. Employees of AIB participate and have access to training and development opportunities with their objectives well laid down and clearly explained. They also strongly agree that these programs have improved their performance and also effective in remedying recruitment failure.en
dc.language.isoenen
dc.publisherDublin Business Schoolen
dc.rightsItems in Esource are protected by copyright. Previously published items are made available in accordance with the copyright policy of the publisher/copyright holder.en
dc.rights.urihttp://esource.dbs.ie/copyrighten
dc.subjectPersonnel Recruitmenten
dc.subjectEmployee developmenten
dc.subjectTrainingen
dc.titleImpact of training and development on remedying recruitment failuresen
dc.typeThesisen
dc.rights.holderCopyright: The authoren
dc.type.degreenameMBA in Human Resource Managementen
dc.type.degreelevelMBAen


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