ABSTRACT
This
research examined the impact of staff training programme on employees’
performance with special reference to Longman Nigeria Ltd. The research adopted survey research design.
Data were gathered through primary source with the aid of a well-structured
questionnaire. Simple random sampling technique was adopted in the selection of
sample, this was used to eliminate biasness in the selection process of the
respondents.
Data garnered were presented on table using
percentage and the formulated hypotheses were analysed with the used of
Chi-square statistical method. The result of the analysis shows that workers’
productivity after training is improved depending on the appropriate content of
training administered. The
analysis also proof that huge sum of money invested in the
training and development of manpower justifies the training
Based
on the conclusion of the analysis recommendations were proffered to the staff
and management of Longman Nigeria Ltd.
TABLE OF CONTENT
Cover
Page
Abstract
Table of
Content
CHAPTER ONE
1.0 Introduction 1
1.1 Background to the Study of Longman Nigeria
Plc 2
1.2 Statement of Problem 3
1.3 Objective of the Study 3
1.4 Hypothesis/Research Questions 4
1.5 Methodology 5
1.6 Significance of the Study 6
1.7 Definition of Concepts 7
CHAPTER TWO
2.0 Introduction 14
2.1 Objective of Induction Training 16
2.2 A concept of Training and Development 19
2.3 Identification of Training Needs 21
2.4 Relationship between Training and
Development 26
2.5 Training Institution of Manpower
Development Institutes 28
CHAPTER THREE: RESEARCH METHODS
3.0 Introduction 40
3.1 Location of the Study 40
3.2 Population Sample 41
3.3 Restatement of Research Questions 41
3.4 Restatement of Hypothesis 42
3.5 Method of Data Collection 43
CHAPTER FOUR
4.0 Data Analysis Presentation 45
4.1 Data Analysis of Return Questionnaire 45
CHAPTER FIVE
5.0 Summary of Finding 54
5.1 Conclusion 55
5.2 Recommendation 57
5.3 Suggestion for Further Studies 59
References 60
Questionnaire 61
CHAPTER ONE
1.0
INTRODUCTION
Every organization whether private or public exists
with the aims and objectives of ensuring a survival. In order for an organization to achieve their
set of goals and objectives, there is need for trained employees to carry out
the activities that should be done in
achieving the desired goals and objectives over changing business environment;
organizations find it necessary to change with time or adapting order to
survive. It becomes therefore
necessary as Nwokoye (1984) puts it that workers have to be fully equipped to
meet the demand of the period. The
process of training and development is a continuous one. Money spent on training and development of
employees is money well invested. It is
an investment in human development.
Employees who have not received adequate training before being assigned
to responsibilities lacks. The necessary
confidence and kill with which to carry out the joy. An employee should be helped to grow into
more responsibility systematic training and development. It is only then that
he will feel confident to carry out the responsibility of his job. If employee knows what is expected of him on
the job and believes he can do it, his enthusiasm on the job will increase.
The relevance of employee training and development
cannot be regarded as a recent innovation. In the early traditional setting,
children and wards of the ensuring status quo in Europe
and America
were sent out to learn one form of trade or the other in order to better the
lots of their parents and guardians. It is pertinent to note that during that
period many of these young children spent an average of five to ten years
acquiring new skills. The most popular trade then was painting and sculpturing.
As the rolled by, painting gave to agrarian
technology. People start to learn the trade of designing and constructing,
farming and hunting implementing.
This process continued for many until it crepitated
industrial revolution in Europe.
It is important to highlight that training and
development is needed by every organization as a continuous process.
Training in organization can be used for one or more
of the following purpose:
(a)
Improvement of
performance –one reason why an employee may have low performance on the may be
lack of necessary skill or knowledge. It such a case, training will enable the
employee to acquire the necessary skill and this will enable him to improve on
his performance.
(b)
Motivation-when
an employee is trained he has greater motivation to display the knowledge and
skill he had acquire during training.
(c)
Management
succession-a well planned and administered training policy and programmed for
all sections of an organization has well trained staff to take over from senior
staff. The taking over is because some
members of the senior staff do retire, resign, old/or even die during their
courses of active services.
(d)
Organization
Development-as the activities of an establishment expands it becomes necessary
that the organization grows in order to cover the expanding range of activities
as an organization grows, need arises for certain specific skills and
expertise.
An organization that always embarked on training
programme for employees will be able to gradually cope with the future needs of
its establishment.
1.1
BACKGROUND TO THE STUDY OF LONGMAN NIGERIA PLC
The company Longman Nigeria Plc. The gbipokl,m
–t79iykh. pioneer and largest
publishing company in Nigeria. The company started as a private limited
liability in London
in 1894 and was incorporated as a private limited liability company in Nigeria in 1961
and commenced business in the same year. It become a public company on 28th
may 1991. Longman is a publishing company with its head office at Ikeja Lagos.
It corporate office at Abuja and has various branches in Ibadan, Akure,
Agbor, Jos, Ilorin, Enugu and Zaria.at
the initial stage the company started with about a hundred staffs (100) and now
it could boast of about three hundred and fifty staffs strength (350) Longman
Nigeria plc had its share listed on the
Nigeria Stock Exchange on 23rd july 1996; its main business is the
publication of books, especially textbooks for the entire range of the
educational system in Nigeria, as well as general reference and leisure reading
materials.
The production of consumable educational materials,
essentially for use in education institution, is an area of growing interest
and endeavour for the company.
1.2
STATEMENT OF PROBLEM
Longman Nigeria plc like any other company
encounters series of problems and its can be reflected in the study as
follows:-
(a) Lack of finance for manpower training and
development.
(b) Lack of adequate training materials for workers
during training.
(c) Time constraint on the part of the employees to
release staff for intensive training.
1.3
OBJECTIVE OF THE STUDY
This study is aimed at analyzing the impact of staff
training programme on employee’s performance, making Nigeria Limited as our
reference, certain efforts that are also made by the publishing house, via
introduction, training, workshop, seminar e.t.c to ensure that employees are
properly develop and trained towards their field of specialization and the
effects of these programmes on the job performance will be critically analyzed.
Also employees will be able to realize that to build
an efficient labour force share should be proper selection, recruitment and
effective training of employees and if there is any trace of
law/non-performance or incompetence of such kind. Other objectives of this
research work are:
·
To examine the
impact of staff training development on organizations performance.
·
To identify the
problem of staff development
·
To provide
necessary solution to all problem identified.
1.4 RESEARCH QUESTIONS
To be able to clearly evaluate effects of training
and development in Longman Nigeria Plc, following questions are imperative.
(1.)
To what extent
do workers really need to be trained to increase their performance and
productivity
(2.)
To what extent
have workers been promoted and motivated?
(3.)
Do facilities
provided through the training help the workers acquire more knowledge, skills
and attitude formation to be able to handle higher responsibilities?
(4.)
Do inadequate
provision of equipment, incentives and lack of clear objectives contribute to
workers turn over?
(5.)
To what extent
has training increased speed in attending of customers waiting time?
1.5
RESEARCH HYPOTHESES
During the course of the study many divergent views
were raised investigated though the use of hypothesis’s formulations which are
listed as below:
HYPOTHESIS ONE
Ho: workers performance after training does not
necessarily improve during on the appropriate contents of training
administered.
H1: workers productivity after training is
improved depending on the appropriate content of training administered.
HYPOTHESIS TWO
Ho: Huge sum of money invested in the training and
development of manpower does not justify the training
H1: Huge sum of money invested in the training
and development of manpower justifies the training
1.6
METHODOLOGY
The term methodology describes the specification of
procedure for collecting and analysis data necessary to help solve the problem
at hand.
Such that the difference between the costs of
obtaining various levels of accuracy is minimized. The methods employed in
carrying out the study, population, it includes location of the study,
population size, sample and procedure method data collection and problems
encountered during the conduct of the study.
1.7 SCOPE AND LIMITATIONS OF THE STUDY
The staff development program by nature has a wide
scope but the research is basically to study. Longman Nigeria Lagos on the
influence of staff development on the performance of employees in an
organization. The study is limited to
Longman Nigeria Plc. Lagos with particular reference to the company’s staff
training centres, Ring Road Ibadan Oyo State.
A branch manager’s office and personnel department Lagos State.
LIMITATIONS OF
THE STUDY
The limitation faced by the research includes
insufficient time and fund to carry out an executive research work, level of
understanding of respondent and the in co-operative attitude of employee
contacted.
1.8
SIGNIFICANCE OF THE STUDY
The significance of this study is to see training
and development as a tool for enhancing employee performance with a particular
reference to Longman Nigeria plc.
The case study will also enable us to identify the
possible ways for improving workers performance through training and
development the significance of training is to increase the capacity of the
workers, prepared him for promotion, increase his morale, skill, and knowledge
and reduce waiting time of customers, inefficiency and negligence of duty.
1.9
DEFINITION OF CONCEPTS
1.
Training: can be
defined as the process of developing knowledge skill and attitude through
instruction, demonstration, practice and planned experiences to meet the
present and future needs of all businesses.
2.
Development:
this is a systematic process of education, training and growth by which a
person acquires and applies information, knowledge, sills, attitudes and
perceptions.
3.
Job rotation:
the purpose of this is to broaden the knowledge of managers and potential
managers.
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