- IMPACT OF PERFORMANCE APPRAISAL ON EMPLOYEES PRODUCTIVITY (A CASE STUDY OF NIGERIA BREWERY)
- MANPOWER TRAINING AND DEVELOPMENT AS POLICY TOOLS FOR ORGANISATIONAL EFFECTIVENESS (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- EFFECT OF EMPLOYEES PARTICIPATION IN DECISION MAKING ON ORGANISATION PERFORMANCE (A STUDY OF NIGERIA BAG MANUFACTURING PLC)
- IMPACT OF LABOUR TRAINING ON EMPLOYEES PRODUCTIVITY IN THE DEVELOPMENT OF NIGERIA ECONOMY (A Study of Nigeria Postal Service)
- THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON OGRANIZATIONAL PERFORMANCE (A CASE OF UNILEVER NIGERIA PLC.)
- EFFECTS OF ORGANIZATION STRUCTURE ON EMPLOYEES PERFORMANCE (A STUDY OF FIRST BANK)
- IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYERS PERFORMANCE (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- THE IMPACT OF TRAINING AND DEVELOPMENT ON EFFECTIVE PERFORMANCE OF WORKERS IN THE PUBLIC SECTOR A STUDY OF NIGERIA PORTS AUTHORITY
- IMPACT OF TRAINING AND DEVELOPMENT ON ORGANISATIONAL GROWTH (A CASE OF POWER HOLDING COMPANY OF NIGERIA)
- EFFECT OF EMPLOYEE PERFORMANCE APPRAISAL AND MOTIVATION STRATEGY ON EMPLOYEES IN THE BANKING INDUSTRY (A CASE STUDY OF WEMA BANK PLC)
THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES PERFORMANCE IN CHELLARAMS PLC.
The survival of every organization depends on the acquired and developed knowledge skills and experience of their employee. The employees are expected to develop along with the contemporary and anticipated changes in the organization and in response to rapidly growing competition in the corporate world. The essence of this project is to know how training and development can affect employee's performance. The methodology used is questionnaire and personal interview. The chi-square method was used to test the research hypothesis. From the findings it is seen that there is a strong relationship between training and development on employee's performance consequently it is recommended that organizations should regularly organize training / developmental programme as this in turn will enhance their performance and of course increase in productivity.
TABLE OF CONTENTS
Table of content
Background of the Study
1.1 Statement of Problem
1.2 Research Question
1.3 Research Objective
1.4 Significance of Study
1.5 Scope of Study
1.6 Definition of Terms
2.1 The Concept of Training and Development
2.2 Theoretical Orientation
2.3 Conceptual Clarification
2.4 Research of Hypothesis
3.1 Data Collection Procedure
3.2 Study of Population
3.3 Sample Size
3.4 Data Techniques and Research Instrument
Data Analysis and Research Findings
4.0 Data Analysis
4.1 Test of Hypothesis
4.2 Interpretation of Findings
Summary, Conclusion and Recommendation
1.0 BACKGROUND TO THE STUDY
The survival of every organization depends on the acquired and developed knowledge, skills and experience of their employee. The employees are expected to develop along with the contemporary and anticipated changes in the organization and in response to rapidly growing competition in the corporate world.
Having realized the fact that Personnel selection alone cannot ensure productivity, it is mandatory for staff to develop with other development in the organization, and hence the need for training (caves 1995) and methods that can easily be applied to carry out jobs and achieve organizational goals. Going by the contribution of Drucker (1987) effective managers are those who get the right things done at the right time.
Effectiveness in this sense does not relate to the level of intelligent or the level of education but flows from systematic and continuous training and manpower development. While intelligence, imagination and knowledge are essential factors; effectiveness only converts them into results brought about to continuous and systematic training and development to ensure proficiency of a present job enhancement on a new job.
The training and development of employees is an issue that has to be faced by every organization. The amount and quality of training carried out varies enormously from one organization to another. Many organizations meet their training needs in an adhoc and haphazard way. The training in these organizations is more or less unplanned and unsystematic. Other organizations like the one in question set about identifying their training needs then design training activities in rational manner and finally assess the result of training and development of their employees.
1.1 STATEMENT OF PROBLEM
Training helps the workers to bridge the gap or deficiency between the skills required for the job and those actually possessed by the staff. This is the fit of alignment view of training and development.
However, the following problems will be considered in the course of this project. How if training needs are identified.
Are employees effectively utilized after the training and development programmes.
What are those training and development programmes required to perform relevant jobs or tasks.
The training and development expenses incurred by an organization to achieve the desired training objectives.
The performance of employees on the job after the training and development been conducted.
1.2 RESEARCH OBJECTIVES
The objectives of this study are:
i. To find out various training and development practice in
ii. To find out to what extent training and development motivate workers.
iii. To identify the level/impact of training and development on employees performance
iv. To find out how Organization can improve employee's performance beyond training and development.
1.3 RESEARCH QUESTION
i. To evaluate the effect of training and manpower development on organizational performance in Chellarams Plc.
ii. To determine the relationship between the performance of employees before and after the training.
iii. To examine the extent to which manpower, training and development has contributed to high quality performance of the organization.
iv. To examine the extent to which manpower training and development have contributed to organizational level of turnover.
1.4 RESEARCH OF HYPOTHESES
For the purpose of this study, the following assumption would be tested under which the investigator would then attempt to examine the degree of relationship between the assumption and what is really obtainable out of the findings. This study is generally aim at ascertaining what is true or not.
i. Ho: That method used to determine training needs are not effective enough thereby have negative effect on the organizational ability to its objectives.
Hi: That the methods used to determines the training needs are effective enough thereby contribute positive effect on th~ organization ability to achieve its objective.
ii. Ho: That employees' performances in the job after training and development programme is not directly related to the effectiveness of the organization objectives.
Hi: That employees' performances on the job after training and development programme is directly related to the effectiveness of the organization objective.
1.5 SIGNIFICANCE OF STUDY
The need for training and development of manpower cannot be over emphasized. This study will be of benefit to managers, management practitioners, consultants and organizational researchers as its finding will help them in making the necessary contributions towards staff training and development and how many organization spends a great deal of time and money on training and development of their employees.
However, the management of some companies is often worried about the effectiveness of such training and development programmes in terms of contents, methods, usefulness and desired result.
Training and development of employee is very relevant to an organization since it may increase the chances of trained employee staying within an employer for consideration period. In other words training and development may prevent high rate of workers turnover and encourage employees to stay with an employer for appreciable period.
Secondly, there are chances of presentation of industries folding up if they have competent and well-trained staff delivering improved and better services in line with the organization objectives and goals. These will in turn enable locally made product and services to complete favourable with foreign product and services. A better "home-made" or indigenous product will encourage our people from demanding for exotic goods, thus saving a lot of the much needed foreign exchange for the nation.
Finally, the result of this research will be useful in that, it will provide information on what methods or techniques to adopt so as to enhance greater productivity through training and development programme.
1.6 SCOPE OF STUDY
This study is carried out between both junior and senior cadres in the various departments within the organization i.e, (chellarams Plc) in other to balance the response obtained and to see their different perception of training and development programmes which will centre on whose expectations and feeling about the organizations training and development programmes.
1.7 DEFINITION OF TERMS
For the purpose of this research, the following terms are conceptually defined.
Development: Any learning activity which is directed towards future rather than present needs, and which is concerned more with career growth than immediate performance.
Education: Any long term learning activity aimed at preparing individuals for variety of roles in the society, as citizens, workers and member of family groups.
Labour Turnover: Movement of people into and out of the firm.
Performance Appraisal: This is the formed structured system of measuring and evaluating an employee’s job related bahaviours and outcome to discover how and why the employees can perform more effectively in the future so that employee’s, for the organization and society will all benefit.
Performance Standard: A written statement of conditions that will exist if “acceptance” job is being done.
Productivity: An activity that yields result or outcome, it is also refer to the maximum output, which a worker can render to his employer.
Techniques: This is a method by which training and development is being carried out.
Training: Any learning activity which is directed towards the acquisition of specific knowledge and skill for the purpose of an occupation or task.
Training Need: Any short fall in employee’s performance which is remedied by appropriate training.