EFFECT OF ON-THE-JOB TRAINING ON EMPLOYEE PERFORMANCE (A CASE STUDY OF AIRTEL NIGERIA LIMITED, BAUCHI STATE)

The quality of human resource of an organization is essential to its success. Thus, every organization must seek to improve the quality of its workforce. It is worth noting that in Airtel Nigeria Limited, most unskilled employees rise up to positions that require specific skills with the need for on-the-job-training. This study sought to establish the effect of on-the-job-training on employee performance at Airtel Nigeria Limited, Bauchi Branch; Nigeria based on the study objectives. The objectives of the study were: To establish the effect of on-the-job-training on employees' task requirement at Airtel Nigeria Limited, to establish the effect of on-the-job-training on employees' satisfaction at Airtel Nigeria Limited. This study adopted a descriptive research design. The target population for the study was 100 employees where a sample size of 93 was selected using primary and secondary source of data to determining sample size for research activities. Data were derived through questionnaires distributed to selected employees as well as the finance, customers and human resource managers. Data were analyzed using frequency, percentage and cumulative percentage tables. The study findings showed that on-the-job-training programmes are more likely to enhance employee capability. There was a significant direct relationship between on-the-job-training maintained by the firm and employee task requirements. The study recommended that organizations should come up with on-the-job-training programmes that enhance employee efficiency and performance, that will make the employee intend to love the job he/she is undertaking hence providing employee satisfaction services which intend to increase profitability in the organization. And there are problems associated with on-the-job-training such as lack of training on latest or modern technologies, insufficient budgeting allocation for training, mal-administration in the nature of favoritism. The study again recommended that to tackle the problem above the following measures should be taken: use of modern technologies, sufficient fund should be allocated for training, sentiment should be trashed out when choosing people for the on-the-job-training.