ABSTRACT
This study is on training and development on employees performance in Nigerian Bottling Company Ltd, Edo state, Nigeria. This study sought to determine how training and development enhances the performance of employees, also to discover if all the employees in NBC are trained, the kind of training method adopted and how effective is the training for any company. Chapter one started with the background to the study, statement of the problem, objectives of the study, scope of the study, limitation of the study and historical background of the case study. Chapter two embodied the literature review which had it’s sub themes as; Concept of training and development, types of training and development, problems training and development can solve in an organization, training and development in Nigerian organizations, employee job performance, determinants/measurements of employee job performance, training and workplace performance and theoretical framework. Chapter three contains the methodology used in the study, it includes the research design, population and sampling techniques, operationalization and measurement of variables, the research instrument, sources of data and method of analysis. Data presentation, analyses and interpretation was presented in chapter four using descriptive statistics such as percentage and frequencies, also Statistical Package for the Social Sciences (SPSS) version 22 program was also used to analyze the data. While chapter five presents the summary of findings, conclusion and recommendations.
TABLE OF CONTENTS
TITLE PAGE - - - - - - - ii
DECLARATION - - - - - - - iii
CERTIFICATION - - - - - - - iv
DEDICATION - - - v
ACKNOWLEDGEMENTS - - - - - - vi
CHAPTER ONE
INTRODUCTION
1.1 Background
to the Study
1.2 Statement of the Problem
1.3 Objectives
of the Study
1.4 Research Questions
1.5 Statement of Hypothesis
1.6 Significance of the Study
1.7 Scope of the Study
1.8
Limitations of the Study
1.9 Definition of Terms
CHAPTER TWO
2.1 REVIEW
OF RELATED LITERATURE
2.1.1 Training
and Development
2.1.2 Types of Training, Development and Performance
2.1.3 Employee Development and Turnover
2.1.4 Employee
Performance and Human Resource Management in Nigerian Organizations
2.1.5 Activities/Functions
of Nigerian Bottling Company and its Effect on Staff.
2.2 Theoretical
Framework
CHAPTER THREE
RESEARCH METHODS
3.1 Research Design
3.2 Population of the Study
3.3 Sampling of the Study
3.4 Sampling Procedure
3.5 Method of Data Collection/Research
Instrument
3.6 Validity
of Instrument
3.7 Reliability
of Instrument
3.8 Method of Data Analysis
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS, AND DISCUSSION OF
FINDINGS
4.1 Data Presentation
4.2 Data Analysis According to Research Statement
4.3 Hypothesis Testing
4.4 Discussion of Findings
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
References
Appendix:
Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The importance of motivating Individuals at work is
noticeable at all levels of organization. Starting from managers who need to be
aware of factors that motivate their subordinates to make them perform well,
through employees who need to think through what expectations they have of
work, ending up with HR professionals who have to understand motivation to
effectively design and implement reward structure and systems. It seems to be
obvious that companies need motivated employees and without any doubts
motivation is an important aspect of human resource management. However,
because of a complex nature of human behavior, motivation is not easy to
understand and to use. Although, some of
research suggested that money is not as potent as it seemed to be, many
companies tried to implement monetary incentives as their main tool to motivate
employees. Performance related pay became the new mantra that was used
unquestionably by plenty of companies (Frey & Osterloch, 2013).
Recently, as a result of a financial crisis, many large
and small organizations had to cut costs through reduction of employees’
salaries and bonuses. The role of industries in developing countries like
Nigeria in particular is progressively becoming significant. Significant in the
sense that all available resources in any given situation in the economic well
being of a nation must be developed for industrialization and ultimately
consumption through business industries. Hence, the impact and potential
contribution of business on a broad and diverse base as well as their
accelerated effect in achieving macro
economic objectives pertaining to full employment, income distribution and the
development of local technology makes the existence most inevitable. Therefore,
the importance of business industries in particular to the general economic
development of any nation especially a developing one like Nigeria cannot be
overemphasized. Generally, the development of Human Resource in Organizations
is seen as accelerating the achievement of wider economic and socio-economic
objectives including poverty alleviation.
The performance and effectiveness of Human Resource in Organizations as
an instrument of economic growth and development in Nigeria has long been
examined. Despite government institutional and policies support to enhancing
the capacity of Human Resource in Organizations has fallen short of
expectations.
This
has generated serious concern and sceptism on whether Organizations can bring about
economic growth and national developments in Nigeria. The concern is even more
disturbing when comparing Organizations in Nigeria with other countries
particularly where Organizations has become harbinger of economic
reconstruction and transformation (Ihua 2013). In the case of Nigeria, Human
Resource in Organizations has performed at a very low standard. This low
performance has further exacerbated poverty, hunger, unemployment and low
standard of living of Individuals in a country whose economies is ailing. The
current challenges of hunger, poverty and unemployment have undermined the
capacity of the economy and Human Resource in Organizations are seen as
mechanism for intervention to addressing this long-term problem of the economy.
Unfortunately, Organizations have not been able to propel economic growth and
development which are quintessence of mitigating the effect of poverty, hunger,
unemployment and low standard of living on the economy. The challenge of
addressing the problem of hunger, poverty and unemployment is even more
worrisome when considering the actualization of the millennium development
goals of the country by 2015. If Nigeria is to achieve the millennium
development goals by 2015, one of the ways is to enhance the capacity of its Organizations.
It
is based on the foregoing and government policy initiatives that the researcher
embarked on a research such as this, to investigate the investment in Human
Resource and its effect on performance in Nigeria (A case study of Nigerian
Bottling Company).
1.2 Statement of the Problem
The role of human
resource management effectiveness creates a sustained competitive advantage in
promoting an organization’s overall performance. Employees have expectations
regarding HR roles, including recruitment, selection, training and development,
motivation, and termination in their organization and the role of HR has an
important effect on HR role/functions.
As the time moves on steadily and relentlessly, in the new
millennium, we need to review the challenges for the HR function and its
responsibilities in organizations to cope with the new trends. In the start of
the century it is very convenient to know-how far and in what direction we are
progressing, but also give the distance to our destination, and are often
excellent anchors to take time off to re-examine the future course of action
for the organization and resource management. Realistically, it is now been
said that we have moved to the era of not just change, but an accelerated rate
of change. As compared to the past, the 21st century corporations are getting
to be globally market driven ones which ‘invest anywhere and share
everywhere’ in their conceptualization.
At a practical level, we must anticipate and prepare for the
likely HR challenges in general that exists, or may be expected in the coming
future - the main purpose and theme of this article. They are consequent to the
vastly increased competition for many and likely in future, due to rapid
development of technology, especially, the impact of IT, and internal
necessities, and/or resulting from above stated causes. With technology up
gradations, much greater use of it and forthcoming e-commerce etc. new breed of
‘knowledge workers’ in ‘learning organizations’ will make the differentiation.
This intellectual capital will demand much nurturing from the enterprise, in
order to give back in the shape of superior results.
The concept of effective
human resource management helps in stimulating employee’s job performance is
primarily concerned with mutual relationship between employees, leaders and the
willingness of employees to put in their best effort, so that the desire goal
of organization can be achieved.
The Major Problems in the Organization are;
strict joining terms for the Management Trainee batch with a minimum service
bond and exploitation of employees by the management on the back of minimum
service agreement, which included smaller increments, no job rotation and late
working hours.
Low job satisfaction of
the employees because of lack of tangible (Salary and Benefits) and
non-tangible (Good treatment from the supervisors) extrinsic job satisfaction
factors and Low job involvement for employees with superior academic
background. Fast business growth that was not coupled with proper workforce
expansion. Increased work for the same number of Individuals meant more hours
at work.
However, poor human resource
management often leads to poor job performance as most leaders lack the
managerial power, as their emphasis are often towards forcing their will on
employees. Finance is another problem encountered in effective human resource
management style. Inconsistency in government policies also constitutes another
problem to effective human resource management style.
1.3 Objectives of the Study
This
research work is designed to examine an evaluation of Human Resource on
employee performance: a case study of
Nigerian Bottling Company, Limited, Benin City.
Therefore the objectives of the study are:
i)
To examine how harsh
competitive environment or inadequate information affects the performance of
Human Resource in the manufacturing sector.
ii)
To find out if
Technical-ability affects the prospects of Human Resource in the Nigerian
manufacturing sector.
iii)
To find out how Human Resource
will help in increasing performance in the organization.
1.4 Research Questions
1. Does harsh competitive environment or
inadequate information affect the performance of Human Resource in the Nigeria?
2. Does Technical-ability affect the
prospects of Human Resource in Nigeria?
3. How will Human Resource help in
increasing performance in the organization?
1.5 Statement of Hypothesis
The
following hypotheses were formulated.
Hypothesis
1
HO: Harsh competitive environment or
inadequate information does not affect the performance of Human Resource in the
Nigeria.
Hi: Harsh competitive environment or
inadequate information affects the performance of Human Resource in the
Nigeria.
Hypothesis
2
HO: Technical-ability does not affect the
prospects of Human Resource in the Nigeria.
Hi: Technical-ability does
affect the prospects of Human Resource in the Nigeria.
Hypothesis 3
HO: Human Resource helps in increasing
performance in the organization.
Hi: Human Resource does not help in
increasing performance in the organization.
1.6 Significance of the Study
Human Resource management is the part of the
organization that is concerned with the “people” dimension. It is a staff, or
support, junction in the organizations. Its role is to provide assistance in
human resource management matters to line employees, or those directly involved
in producing the organization’s goods and services. Every organization is
comprised of people; acquiring their services, developing their skills,
motivating them to high levels of performance. And ensuring to maintain their
commitment to the organization is essential to achieve organizational
objectives.
This is true, regardless of the type of organization;
government, business, education, health, recreation, or social action. Getting
and keeping good people is critical to the success of every organization. Human
resource management is an approach consisting of four functions; staffing,
training, development and motivation, and four activities; getting people,
preparing them, stimulating them, and keeping them.
Today, professionals in the Human Resource area are
vital elements in the success of any organization. Their jobs require a new
level sophistication that is unprecedented in Human Resource management, not
surprisingly; their status in the organization has also been elevated as the
name has changed. Companies today recognize the importance of people in meeting
their goals. For instance, at Standard Chartered Manufacturing company and Sony
Music Entertainment, people are “viewed as how each employee is important toward
the organization achieving its strategic goals.” In return, these people have
needs to be met. Consequently, when major decisions affecting the organization
and its people are made by the company’s executives, HR typically is present to
represent the people-side of the business. Many colleges and universities are
also helping to prepare human resource management professionals by offering
concentrations and majors in the discipline. Additionally, there exists an
accreditation process for human resource management professionals. The society
for Human Resource Management offers opportunities for individuals to
distinguish themselves in the field by achieving a level of proficiency that
has been predetermined by the Human Resource Certification Institute as
necessary for successful handling of Human Resource management affairs.
The study also intends to
contribute to existing knowledge in the area of Human Resource performance and
enhance stimulating further studies on the topic, since improvements are made
everyday that can lead to individual participation and formulation of policies
by the government.
1.7 Scope of the Study
Although
there are many factors and variables responsible for the evaluation of Human
Resource, the scope of study focuses only on the Evaluation of Human Resource
Training Programmes on Employee Performance and is limited to the Nigeria
Bottling Company, Benin City; the period to be covered is 2010 - 2014.
1.8 Limitations of the Study
In the course of this
research work, there are confrontations which the researcher faced, they are;
Time
Limitation: The time given to the researcher to
carryout this study is obliviously short, therefore make it difficult for the
researcher to really go deep into this study.
Finance: The researcher is faced by
financial constrain, and without finance little or nothing can be done.
Respondents: Like it is stated,
limitations of the study some Individuals do not respond when they are given
questionnaire, some are reserved when it comes to giving vital information. Adequate and complete information on hardly
gotten from respondent.
1.9
Definition of Terms
Human Resource: Individual Endeavour
Management: Ability to
manage, use efficiently or well
Employee: A person lived
by the management of an organization to work for the organization either
temporarily and or permanently for payment.
Organization: It is a defined establishment or
corporate entity, public, private or charitable, that is purposely set up to
render service or produce goods and services and carries out more precisely
policies and programmes inspired by the internal and external publics.
Cooperation: The willingness to be helpful and do what you are asked to do.
Managerial Power:
The power of directing Human Resource to work
toward achievement of good.
Resource: Materials need for the effective running of an organization which is
either in human or raw material from.
Performance: The rate at which a worker or organization produces goods, and the
amount produced.
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