The Effect of Career Development on Employee Performance of Selected Firms in Delta and Edo States, Nigeria

Abstract

This study investigated the effect of career development on employee performance of selected firms in Delta and Edo States, Nigeria. The specific objectives were to;examine the extent to which mentoring, advancement, training and counseling are related to employee performance. Descriptive research survey design was utilized in the study. The study population comprised of all managers and staff in selected manufacturing firms in Delta and Edo States, Nigeria (Vintex Aluminum Asaba, Life Flour Mill Sapele, Differential Aluminum, Benin City and Nelux Paint Benin) with estimated population of 413 employees. A sample of 203 was obtained from the total population of 413. Out of the 203 copies of questionnaire that were administered to employees, 199 were retrieved and fully completed. Data obtained were analyzed using descriptive, Pearson Correlation and simple linear regression analysis. The study found that mentoring (T=26.168, p<0.05), advancement (T=34.025, p<0.05), training (T=13.876, p<0.05) and counseling (T=23.376, p<0.05) have a significant and positive effect of employee performance. The study concluded that career development practices especially through mentoring, advancement, training as well as counseling is a strategic tool for enhancing employee performance in the organization. On the basis of the findings, it was recommended that Organization should put in place mentoring programmes through which employees can be mentored, educated and guided on their career related issues in order to skillfully carryout operations and other activities of the organization. Also, Employees should be given more opportunities to explore and increase their capabilities, intellectuals and skill both within and outside the organization. Furthermore, Management should provide training programmes for both old and new employees to develop their careers. This will equip new employees with skills needed for the job and reinvigorate old employees thereby revamping their old skills for the current work situation. Finally, Management should endeavor to put in place counseling intervention programmes in which the psychological and career related issues of the employees are resolved. This will go a long way to relieve mentally stressed and depressed employees and put them on track again