The Influence of Age and Gender on Human Resources Training and Employee Job Performance

International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue III, March 2021 | ISSN 2454–6186

The Influence of Age and Gender on Human Resources Training and Employee Job Performance

 Emenike Umesi Ph.D., MBA. CEM®
Visiting Senior Lecturer, Global Distance Learning Institute, Abuja, Nigeria

Abstract: The determination of the influence of age and gender on the relationship between human resources training and job performance of workers in the hospitality industry is the purpose of the study. In order to achieve the objectives of the study, two research hypotheses were adopted for the study. The instrument used for the study is a questionnaire which was the tool for collecting data from a sample of (250) workers engaged in rendering services in the hospitality sector in the Federal Capital Territory of Abuja. Analysis of variance and independent t – test were the statistical tools used to analyze the data collected from the study. The results of the study indicated that age has a significant influence on the relationship between employee training and job performance. The study also indicated that gender also has a significant influence on the relationship between employee training and performance. The study based on these findings concluded that age and gender should be given due consideration when employee training is being planned in order to achieve optimal employee’s performance (productivity, service quality, and job satisfaction).

Keywords: Age, Gender, Human resources training, Employees’ Job performance, Hospitality, Service

I. INTRODUCTION

Over the years we have found many studies on the relationship between human resource training programme and workers job performance (Meshal, 2005; Kraiger, 2003; Lawson, 2002). But this study has the objective of investigating the influence of two intervening variables; Age and Gender on the relationship between training and performance. This relationship between training and job performance can be viewed from the standpoint of training methods and job performance (Blanchard and Thacker, 1998; Philips, 1997; Eneh, 2010; Bowen, 2000; Akpakpa, 1999) or from the perspective of training evaluation and job performance (Field, 2003; Ntia, 2004; Imhabekhai, 2004) or training transfer and job performance (Shew, 2015; Bobluin and Fond, 1998). But when it comes to the issue of age, it is common knowledge that in most cases, as man continues to mature and grow older, his abilities in terms of strength and mental capacity begin to wane. According to Warr (1994) in J. Snel & R. R. Cremer (2014) the modern studies indicate that the age too is a determinant of the performance of the individuals i.e., the performance of the individuals will gradually deteriorate or improve with age depending upon the nature of their work.

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