Effective Reward System: A Sin qua non Towards Actualization of Training Effectiveness for Administrative staff of Public Tertiary Education Institutions in Nigeria

• Main Authors: Nmadu, Timothy, Khalil, Samihah
• Format: Conference or Workshop Item
• Language: English
• Published: 2017
• Subjects: HD28 Management. Industrial Management
• Online Access: http://repo.uum.edu.my/24838/1/2nd%20IRC%202017%2076.pdf; http://repo.uum.edu.my/24838/

Objective: The essence of this conceptual article is to explore the influence of organization reward system on training effectiveness for the administrative staff of public tertiary education institutions in Nigeria.Globally human resource is recognized as important assets that facilitate the accomplishment of organization goals.Thus, in order to overcome the problem of non-transfer of training skills to work place.The human resources need to be adequately rewarded to enhance the attainment of training effectiveness.The accomplishment of organization’s training goals and objectives are largely determined by the motivated and competent employees therefore, it is imperative to identify the basic factors that influence the employees towards the accomplishment of training goals.The lack of attractive reward system had been confirmed as one of the factors that led to non-transfer of training skills to workplace. This resulted in the low quality service delivery and poor performance of the tertiary education institutions in Nigeria. Methodology: The study employed secondary sources of data from internet resources, articles, empirical literature from published journals and textbooks. Results: The finding from the studies reveals that both extrinsic and intrinsic reward had significant effect on employee’s job satisfaction, performance, turnover intentions, and transfer of training to work place.This indicates that initiating effective reward system will result in the attainment of training effectiveness of administrative staff of tertiary educational institutions.Implication The findings and recommendations issued in this study will particularly be useful to the management and other stakeholders in tertiary institutions.