Training and Job Performance of Non-Academic Staff in Selected Tertiary Institutions in Taraba State, Nigeria

Abstract

Training remains a central mechanism for enhancing employee competence and organisational effectiveness, particularly in public-sector institutions, where performance deficits are often linked to skill gaps and limited capacity for capacity development. This study examined the effect of training on the job performance of non-academic staff in selected tertiary institutions in Taraba State, Nigeria, namely Taraba State University, Jalingo, College of Education, Zing, and Federal Polytechnic, Bali. Anchored on Human Capital Theory and Kirkpatrick’s Training Evaluation Theory, the study adopted a quantitative research design to analyse how different training dimensions influence staff performance. Five training variables were examined: orientation training, on-the-job training, refresher training, job rotation training, and internship training. Data were collected through a structured questionnaire administered to non-academic staff across the selected institutions, while descriptive statistics and multiple regression analysis were employed for data analysis. The findings revealed that orientation training, on-the-job training, refresher training, and internship training exerted statistically significant positive effects on job performance, with refresher training emerging as the strongest predictor. Job rotation training, however, did not show a significant effect on performance. The study concludes that training effectiveness in tertiary institutions is contingent on relevance, structure, and continuity rather than mere participation. It recommends sustained investment in refresher and on-the-job training programmes, improved internship structures, and the redesign of job rotation schemes to enhance the performance and productivity of non-academic staff in Nigerian tertiary institutions.