ABSTRACT
This research project is on “the impact of training
and development on worker’s productivity” a case study of Coca-Cola Nigeria
Bottling Company Plc, Benin City. The objectives of the study include to
establish or to examine the relationship between manpower training and worker’s
productivity. It will also go further to investigate whether training is a very
important motivator that spurs employees to higher performance. The research
was carried out using both primary and secondary sources of data. The primary
sources used are personal observation and questionnaires. At the end of the
study, one of the finding was that there is a significant relationship between
workers’ productivity and manpower training. Based on the findings, it was
concluded that manpower training has an impact on worker’s productivity. Among
the recommendations are that planned training programmes should include both
training to increase skills in performing specific tasks and giving education
to increase general knowledge and real understanding of organization’s
objectives. Another recommendation is that management should emphasized on the
job content in their training schedules. Finally, it was recommended that
orientation and induction courses should be given to new entrant.
TABLE OF
CONTENTS
Title Page i
Approval Page ii
Certification iii
Dedication iv
Acknowledgements v
Abstract vi
Table of Contents vii
CHAPTER ONE:
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 3
1.4 Research Questions 4
1.5 Statement of the Hypotheses 4
1.6 Scope of the Study 5
1.7 Significance of the Study 6
1.8 Limitations of the Study 6
1.9 Operational Definition of Terms 6
CHAPTER TWO:
LITERATURE REVIEW 9
2.1 Introduction 9
2.2 The Concept of Training 9
2.3 Process and Identification of Training Needs 16
2.4 Translating the Training Needs and Objectives
into Programmes 18
2.5 Selection of Trainers and Training Method 20
2.6 Evaluation of Training Programmes 28
2.7 Training and Development for enhancing
Productivity and Quality of Work 30
2.8 Cost Benefit Analysis of Training and
Development Programmes 31
2.9 The Fundamental Purpose of Training and
Development 34
2.10 Theoretical Framework 35
2.11 Reinforcement Theory 36
2.12 Need Theory 36
2.13 Summary of the Chapter 37
CHAPTER THREE:
RESEARCH METHOD 38
3.1 Introduction 38
3.2 Research Design 38
3.3 Population of the Study 38
3.4 Sample and Sampling Techniques 39
3.5 Method of Data Collection 39
3.6 Method of Data Analysis 40
CHAPTER FOUR:
DATA PRESENTATION, ANALYSIS
AND DISCUSSIONS 42
4.1 Introduction 42
4.2 Presentation of Data 42
4.3 Data Analysis and Hypotheses Testing 62
4.4 Discussion of Findings 63
CHAPTER FIVE:
SUMMARY, CONCLUSION
AND
RECOMMENDATIONS 65
5.1 Introduction 65
5.2 Summary of Findings 65
5.3 Conclusion 66
5.4 Recommendations 66
5.5 Suggested Areas for Further Studies 68
References 69
Appendices 71
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND TO THE STUDY
Training and
development have been identified as tools that systematically prepare and
improve worker’s performance on job and also prepare the individuals employees
for broader role in the organization.
The challenges which
seem to have dominated management agenda for several years will ultimately
determine the performance of organizations. Furthermore, it will determine the
fibbers of society and quality of worker’s life in every organization.
Organizations property
does not only grow out of its investment in capital and entrepreneurial skills,
but importantly in developing it’s human resources. Employees are viewed as the
most valuable resources of an organization and numbers of observation can be
drawn from one basic premises on the ways of treating people and motivating
them for higher performance.
Moreover, from an
organization perspective, productivity improvement is the only source of
increasing organization’s wealth. It is because a better productive use of
resources reduces waste and customer services. More responsive customers’
services increase cash flow, return on investment (ROI) and high profit. The
higher performing organizations of the industrialized countries instill, the
relentless impulse for continuous improvement into their process and system.
Fast learning is a defining character and prerequisite for these enterprises
that operate at high speed, without crashing, training and development is a
management strategy that enables the organization to continuously test it’s
capabilities and identify opportunities that will lead to the adoption of the
best practices so that it can push continuously towards every high performance
level. Be that as it may, the concept of training and development is the
solution to productivity problem facing organization today.
In the critical area of
technology advancement and better workforce cannot be underestimated. On the
note, training will be viewed as an investment in human resources which would
be ultimately provide many important benefits and returns.
It is in an attempt of
getting more insight into this, that the researcher choose this topic, “the
impact of training and development on worker’s productivity”, using Nigeria
Bottling Company as a case study.
1.2
STATEMENT OF THE PROBLEM
One of the greatest challenges
facing today’s manager is on how to raise the productivity of workers in an
organization especially on their current knowledge and skills.
1.3
OBJECTIVES OF THE STUDY
The objectives of the
study are as follows:
i.
To find out if
employees training and development has impact on productivity of employees.
ii.
To find out the
training needs for various categories of workers in the organization.
iii.
To find out the
special class of workers that need training programmes by organization so as to
justify the valve of training.
iv.
To determine if
the amount budgeted for training programmes by organizations are worth the
value of training.
1.4
RESEARCH QUESTIONS
For the purpose of this
study, the following questions have been raised, viz:
i.
Is there need
for evaluating industrial training and development?
ii.
Why is it
necessary to identify training needs for various categories of personnel?
iii.
Who is to be
trained?
iv.
Is there any
importance in making fund available by the employer for employees’ development?
1.5
STATEMENT OF HYPOTHESIS
Hypothesis
I
H0: Industrial training and development do not affect
worker’s productivity.
H1: Industrial training and development affects worker’s
productivity.
Hypothesis
II
H0: Lack of funds do not cause constrain to worker’s training
and development.
H1: Lack of funds causes constrain to worker’s training
and development.
Hypothesis
III
H0: The basic problem of training does not identify the
needs of various categories of personnel.
H1: The basic problem of training identifies the needs
of various categories of personnel.
1.6
SCOPE OF THE STUDY
The study is using
Nigeria Bottling Company Plc, makers of Coca-Cola in Benin City as a case
study.
The issues covered
include training needs of workers, evaluation of training needs method of
training, purpose of training programmes and benefits of personnel training and
development such as reinforcement theory also covered by the study.
1.7
SIGNIFICANCE OF THE STUDY
The research “the
impact of training and development of worker’s productivity” is of significance
to managers of organization trainers of all categories of workforce and those
in academics. This is because the study is carefully undertaken to ensure
empirical investigation into the causes as well as the essence of training and
development of worker’s productivity using Nigeria Bottling Company Plc, maker
of Coca-Cola in Benin City as a case study.
1.8
LIMITATIONS OF THE STUDY
The researcher’s major
challenges and constraints was unavailability of current, accurate data was
also a problem for the researcher.
1.9
OPERATIONAL DEFINITION OF TERMS
For the purpose of
understanding and comprehension of this project work, some of the variable
concept or terms used in the writing of this work are defined and used in the
work below:
i.
Productivity: In
this study is the measure of the output of goods and services in relation to
the input or labour via training and development.
ii.
Investment: Is
the amount of resources expended on employee for the purpose of improving
performance through training and development.
iii.
Training:
Is a plan and systematic way of altering behavior or order to prepare an
employee performance on job.
iv.
Development:
In this study is any structural activity that prepares an employee for a
broader role in the company.
v.
Company:
Is a voluntary association of person formed for the purpose of doing business.
vi.
Motivation:
Describes ways in which managers promote productivity in their employees.
vii.
Resources:
Is a stock of supply of money, material, staff and other assets that can be
drawn on by a person or organization in order to function effectively.
viii.
Performance:
Is the accomplishment of a given task measured against present known standards
of accuracy, completeness, cost and speed.
ix.
Manpower:
Is described as availability of workers to complete a specific task in a given
time.
x.
Technology:
Is the application of scientific knowledge for practical purpose especially in
industry.
xi.
Enterprise:
Is a business or a company.
xii.
Personnel:
Is a body of person employed in an organization or place of work.
xiii.
Manager:
Is the person responsible for planning and directing the work of a group of
individuals.
xiv.
Customers:
Are known as a client, buyers or purchaser is the recipient of goods, services
or products.
xv.
Employees:
This means workers, in this case, all the workers of Coca-Cola Bottling Company
in Benin City.
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