This paper examines the effect of staff training and development on organizational performance with reference to Nigeria Bottling Company. The study describes the concept of training and development, types of training and management development programs, factors that can help to improve employee productivity at work place, roles of staff training and development in an organization, why training fail in organizations, benefits of training and development, implication of training and development to management efficiency in Nigeria. The research adopted survey research design in gathering data with the use of the questionnaire. Therefore, population of this study is the entire staff of Nigerian Bottling Company Plc. The. A sample size of 120 was taken from the population, in which 116 (96.7%) questionnaires were retrieved for the study, using regression analyses, three hypotheses were tested. The research findings from research hypothesis one shows that staff training and development has a significant positive and strong relationship with Organizational Productivity, (r =.843; P<0.05). The findings indicate that Organizational Productivity is subject to staff training and development. Hypothesis two shows the value of R is 0.779 which is the correlation between observed and predicted values of the dependent variables, the coefficient of determination (R2) value of 0.607 shows that the explanatory variables accounted for 60.7% of staff salary, while the remaining 39.3% is explained by other exogenous variables that are excluded in the model, the calculated t-statistics for the parameter estimate of SS (t = 9.550), p< 0.05 is greater than tabulated t statistics (1.330) at 0.05 level of significance. Therefore, alternative hypothesis (H1) is accepted, while H0 is rejected. This shows that prompt payment of staff salary has significant impact on staff performance. Also with the value of R in the model it shows that there is significant relationship between dependent variable and independent variables at 0.05 level of significant (r = .779, sig. 0.000 p < 0.05). The beta coefficient of SS in the estimated regression line shows, .779 which implies that 77.9% significant relationship exist between SS and SP. Hypothesis three shows the value of R is 0.960 which is the correlation between observed and predicted values of the dependent variables, the coefficient of determination (R2) value of 0.922 shows that the explanatory variables accounted for 92.2% of staff job salary, while the remaining 7.8% performance is explained by other exogenous variables that are excluded in the model, the calculated t-statistics for the parameter estimate of SJS (t = 15.730), p< 0.05 is greater than tabulated t statistics (1.330) at 0.05 level of significance. Therefore, alternative hypothesis (H1) is accepted, while H0 is rejected. This shows that staff job security has no significant impact on organizational performance. Also with the value of R in the model it shows that there is significant relationship between dependent variable and independent variables at 0.05 level of significant (r = .960, sig. 0.000 p < 0.05). It was concluded that majority of the organization do not pay their staff salary as at when due; and some of the organizations do not take cognizant of the impact of the existence of job security to the performance of staff. It was recommended that there should be welfare package well design for the welfare of the staff in order to encourage them to contribute maximally towards the organizational growth and development; and staff salary should be paid as at when due so as to encourage hardworking.

This paper examines the effect of staff training and development on organizational performance with reference to Nigeria Bottling Company. The study describes the concept of training and development, types of training and management development programs, factors that can help to improve employee p...