TABLE OF CONTENTS
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
1.1
INTRODUCTION
1.2
STATEMENT OF THE PROBLEM
1.3 RESEARCH QUESTION
1.4 OBJECTIVES
OF THE STUDY
1.5 RESEARCH HYPOTHESIS
1.6
SIGNIFICANCE OF THE STUDY
1.7
SCOPE OF THE STUDY
1.8 DEFINITION OF THE TERM
1.9 HISTORICAL
BACKGROUND
CHAPTER TWO
2.0
LITERATURE REVIEW
2.1
INTRODUCTION
2.1 CONCEPTUAL FRAMEWORK
2.3 THEORETICAL FRAMEWORK
CHAPTER THREE
3.0 METHODOLOGY/RESEARCH METHODS
3.1
INTRODUCTION
3.2
RESEARCH DESIGN
3.3
POPULATION OF THE STUDY
3.4
SAMPLING TECHNIQUES AND SAMPLE SIZE
3.5
METHOD DATA COLLECTION
3.6 METHOD OF DATA ANALYSIS
CHAPTER
FOUR
4.0
DATA PRESENTATION AND ANALYSIS
4.1 INTRODUCTION
CHAPTER FIVE
5.0
SUMMARY, RECOMMENDATIONS AND CONCLUSION
5.1 SUMMARY OF FINDINGS
5.2 CONCLUSIONS
5.3 RECOMMENDATIONS
BIBLIOGRAPHY
CHAPTER
ONE
1.0 BACKGROUND
OF THE STUDY
1.1
INTRODUCTION
Training
can be defined as the act of undergoing some courses after the formal education
has been undergone in order to be able to perform effectively. Training can
also be defined as an instrument which is essential in the staff development
and formulation of promotion policy. It also aimed at the development of a
person to acquire enough knowledge skills, communication and attitudes for a
vocational purpose that is, the creation of leaving opportunities geared toward
a specific vocation. Training also tries to provide a wider knowledge of the
new method and technique or broaden the out look of an employee.
It
could also be noticed that, the function of training in each organization are
been reviewed in a different strategies and it can also be regarded as the
primary factor in its structure. Training is an important management role in
that, it brings changes to an organization although it is an effective agent of
change, but, to make it effective. The training function must be followed in an
orderly manner so as to provide assistance to solve organizational problems, so
as to achieve organization goals. For some years past training has become much
more for analyzed and less haphazard.
In
the olden days, the role of training was only regarded as merely responding to
the demand of line of management. In some cases, the training mission was only
know to be for survival but nowadays there is a higher priority for training.
It has now led to the production for need and to apply appropriate training
measure before the consequence and felt. Some people even believe that, the
training function ought to be structured in a way that it can serve as a
leading agent of change in designing corporate growth and as such training can
be reviewed to be more suitable as line responsibilities instead of a
satisfaction. As such, this will result to a placing training at the same level
of authority as any other operation department.
A
good training give or make communications to be easily understood in that
before any organization could be know to be effective, it can also be demand on
how the organization communicate with it counterpart. An effective leadership
can be rapidly developed through training techniques.
Training
lead to efficiency in an organization and before that efficiency could be
achieved in any organization should be skilful. This will assist them to offer
their best at any given time through continuous practice and with the
appropriate training in ones field. At it is known that training is wide in
scope, I will now limit the study to seven up bottling company is to combine
production of good and services with training that is, is to train new
generation of technician and technologist whose distinction attributor would be
self reliance and preparedness to set up their own business and other
individuals or co-operatively since the seven up bottling company know the
usefulness of training, it embrace on training and its staff that is training
is by allowing in order to meet that training, it lead to efficiency the
authority of the institution has to be made a lot of effort to make sure that,
it’s staff undergo different types of training according to each others.
1.2
STATEMENT
OF THE PROBLEM
It
is not easy to get information as much as possible without encountering one
problem or the other especially when it relates to official secret. These are
the problems that are encounter with training which are highlight: -
i.
A failure to identify the specific need of
learners and for learners to own their own development needs.
ii.
A failure to follow through learning
beyond an event or course.
iii.
Objectives set by trainers, rather than
the learners.
iv.
Little acceptance by learners of the need
to take responsibility for their own development.
v.
Constraints of time for preparation and
participation in learning events.
vi.
Failing to achieve high value via transfer
of the learning.
1.3 RESEARCH
QUESTION
·
Does employee training brings negative
effect on the company?
·
What are the effects of training and
development on sales?
·
What method should be adopted in pursuit
of internal new product development operation?
·
What type of training is advisable to
embark upon by organization
1.4 OBJECTIVES
OF THE STUDY
This
study aims at investigation the following items. This study will endeavors to
find out if the institution has been making use of the different type of
training already stated in the scope of the study.
To
know whether it is lack of training of staff that has lead to some
administrative inefficiency or lapses in the institution, giving adequate
encouragement their staff undergoing training. For example by giving incentives
such as financial assistance by any other term of relief that will enhance training
programme.
To
also find out about manpower development and training of the seven up bottling
company to investigate employment condition of the seven up bottling company.
Also to have insight at the general administrative function of the
organization. To also know the historical background of seven up bottling
company.
1.5 RESEARCH
HYPOTHESIS
The
following are the hypothesis to tested in the course of this research work.
Null hypothesis (Ho) and alternative hypothesis (Hi).
Ho: Null
hypothesis there is no significance difference between training and development
and high sales turnover. This means the product will be effective in the
market.
Hi: alternative
hypothesis. There is a significant difference between training and development
and high sales turnover which means that the training will not be effective in
the market.
1.6
SIGNIFICANCE
OF THE STUDY
The
importance of training in public sector organization as in the fact that, the
human resources are the most valuable and expensive in an organization set up
by all the resources, financial material and human that are required in an
establishment before it can function very well.
i.
One of the significance of the study is
that, the research will contribute to the body of existing knowledge.
ii.
It will also serve as guidance to the
management of seven up bottling company.
iii.
It will also serve as material for
students of business administration and finally;
iv.
It is hoped that, the finding from the
above set goals and the recommendation that will be made but it would assist
the organization and whoever would be interested in the study of this nature.
1.7
SCOPE
OF THE STUDY
Training
can be found in all organization, it is not specific to only one organization
and such as, I will now limit my study to seven up bottling company. Training
is one of the most importance and effectively aspect of an organization,
therefore training has been given the importance it deserves.
Training
to review internal and external training as it affect seven up bottling company
and the internal training include introduction training, on the job training,
apprenticeship training, internship training, retraining or upgrading,
institutional training and many other.
I
will now relate all these types of training to the institution to know whether
the institution is making useful of all these types of training in order to
achieve it set goals. The external training relates to the academician who go
to higher institution to obtain more knowledge on them are of specialization
and this add more on their qualification.
1.8 DEFINITION
OF THE TERM
ADMINISTRATION:
- Is
the part of the management process concerned with the institution and carryout
of procedures by which the programme is land down and communicated and the
progress of activities is regarded and regulated, checked against target and
plans.
ORGANIZATION:
- An organization can be regarded as an establishment with necessary
authority and provision for co-ordination of relationship between people
assigned to performed specialization task for the achievement of the
organization objectives. Organizations are group of peoples with idea and
resources, working toward common goals.
TRAINING:
- Training can be defined as a process of updating the old skills and
developing the new ones. Or it is the act of equipping some one with a required
skills to perform his or her duties efficiently and effectively for the
attainment of the objectively of his organization.
1.9 HISTORICAL BACKGROUND
Guaranty
trust Bank plc was incorporated in July 1990, as a private limited liability
company wholly owned by Nigerian individual as institution. The bank was
licensed as a commercial bank in August 1990 and commercial operation in
February 1991. In September 1996, Guaranty Trust Bank became a publicly quoted
company, winning the prestigious Nigeria stock exchange “presidents merit award
in its first year on stock exchange and gain in the year 2000 and 2003, the
bank’s initial public offer in 2001 and subsequent offer in 2004 were largely
successful, proof of general acceptance by the investment. The bank has always
been committed to awarding excellent cash returns to shareholders on their
investment.
In
its second year of operation (1991) GT Bank declared a profit after tax of
N42million, and promptly paid a divided of N1.25million to its shareholders.
The following year 1993 and intern divided was paid for the first time. The sum
of (N25million) was also paid from a profit after tax of N319million. This sets
a lasting tradition and now the Bank remains an existing institution in Nigeria
that pays both intern and fund dividends each financial year. Using a base
period of November 2001, shareholders have reaped returns over 400% on their
investment.
The
bank obtained a universal banking license in February 2002 giving credence as
an excellent financial services provider, the bank’s financial capacity to meet
obligations as they fall has led to a credit risk rating by August and
co-limited, one of the foremost credit rating agencies in Nigeria, the bank
introduced e-banking services in the last three years, it has been rated as the
best amongst those of other Nigerian banks. The bank was appointed as a
settlement bank by the central bank of Nigeria (CBN) in 2003.
The
bank has, over the years, been a recipient of several awards of superior
financial performance, superior customer services delivery excellent share
performance, management efficiency etc. In 2001, it clinched too pearl awards
for quoted companies on the stock exchange in the dividend yield and sectored
leadership categories in 2002, it received the corporate issuers table award
from rulers-SBET Research in 2003, the bank was nominated for, a consumer
sensitivity award in the banking sector for consumer services excellence.
The
bank’s latest financial statement for 2011/2012, year ended February 28, 2013
shows a group profit before tax of N10.2 billion, total assets base plus
contingents over N225 billion, return on average equity of 59% and earnings per
share of 238 kobo on every ordinary share of 50 kobo held.
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