ABSTRACT
This research examines “Impact of manpower training and
development on the oil industry” using Shell Petroleum development company
limited as a case study. The primary and secondary sources of data collection
were used for gathering data. The primary sources used were the questionnaire,
observation, personal interview, while the secondary sources involve the
consultation of relevant magazines, internet journals and selected case study’s
records. Based on the analyzed data, the following findings were made, that
training and development assist employees to acquire new skills, knowledge and
abilities that relevant tot the present and future job in the organization
TABLE OF
CONTENTS
Title Pag……………………………………………….i
Certification…………………………………………………ii
Dedication:………………………………………………iii
Acknowledgement…………………………………………..iv
Table of contents:…………………………………………..v
Abstract:……………………………………………………viii
CHAPTER ONE
Introduction
1.1 Background of the Study:…………………….1
1.2 Statement of Research Problem:……..2
1.3 Research Question………………………………3
1.4 Hypotheses Formulation……………………..4
1.5 Purpose of the study:………………..……..5
1.6 Scope of the Study:…………………………….5
1.7 Significance of the Study:……………………….6
1.8 Limitation of the
Study………………….7
1.9 Operational
Definition of Terms:…….8
CHAPTER TWO
Literature Review
2.1 Concept of training and
Development:……..10
2.2 Principles of training
and Development…….15
2.3 Types of Training:……………………………17
2.4 Identifying Training
Needs:………………….18
2.5 Employee Development
strategy:………………19
2.6 Evaluation of Training
and Development:………21
2.7 Challenges of Training
and Development:…………22
CHAPTER THREE
Research Methodology
3.1 Research Design:……………………………….25
3.2 Population of the Study:……………………..25
.3.3 Sample Procedure:…………………………..25
3.4 Instrumentation:……………………………….27
3.5 Method of data collection /
Analyses:……………..28
CHAPTER FOUR
Data Presentation And Analysis
4.1 Presentation of Data:…………………….30
4.2 Analysis of data:……………………………..30
4.3 Test of Hypothesis:……………………………37
4.4 Discussion of findings:……………….44
CHAPTER FIVE
summary, conclusion and recommendation
5.1 Summary :……………………………….46
5.2 Conclusion …………………………….46
5.3 Recommendations:…………………………47
Reference
Appendices
CHAPTER ONE: INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
One
of the major components of operating system of any organization is manpower.
The manpower runs first of any organizational resources. The manpower of the
organization plays important role in the realizations of the organization
objectives such efficiency and effectiveness of manpower should constantly be improved.
This study portrays the need for training and
development of new employees of staff who are being promoted as self evident to
the organization. The manpower when there is additional training for effective
performance. It is used to denote of the technical skills.
Lack
of skilled manpower training and development has always been given as the
reason for our failure to realize the objective of our national development
plans in private sector the power of economy was developed rapidly as the
industrial and commercial organization spreading up all over the country.
Therefore, the nation wants to progress, it must plan for its future manpower
training and development.
Training
and development is one of the ways in which staff efficiency and effectiveness
can be proved. However, there are many employers in the country who do not
believe in the philosophy of training and development so long as employees can
be used to get the money, such employment programmes for their employees. To
them training is costly and unnecessary, that attitude, however is an
unfortunate one, which in the long run will do such organization more harm than
good. Thee pressure to promote Nigeria to positions of higher responsibilities
in industry and commerce and any company that is not prepare with trained
people (workers) might find itself handling over the business to people who
have not been trained to run such as business and such companies will not be
able to cope with the competitive nature of the modern business environment in
view of this, we wants to look at the role of manpower training and development
in the oil industry using shell petroleum development company as a
case study.
1.2 STATEMENT OF THE PROBLEM
After
an employee has been recruited and inducted, his skills must be updated and
developed to better fit into the job and the organization. The need for
training and developing the employee not only arises from the fact that he
might not fit in the job posses the necessary skill needed in the job but have
the effect of the dynamic nature of the society influenced by changes in the field of science and
technology necessitated the continuous improvement of worker’s skill and the
skill he expected to have in order better fit into the new job demands is
bridged by manpower training.
Many
organizations have over the years established good manpower training and development
programmed in order incite better employee performance at work and increased
productivity. Good development programmed have not always been easy to attain I
organization because of the forces
include selections or recruitments problems, training procedure and inadequate
facilities, government policy , the economy and labour legislation. The crucial
problems this research will address include:
i.
The
problem of inadequate manpower resources in the oil industry in Nigeria.
ii.
The
lack of functional manpower development programmed
iii.
The
under utilization of available manpower resources.
A critical analysis of these problems
will be done with a view to determining their causes and consequences on the
organization.
1.3 RESEARCH QUESTION
1. Does training and development enhance organization productivity.
2 does
training and development enhance workers to achieved new skills, abilities and
knowledge for organization productivity.
3 Does training and development reduce
employee turn over in an organization.
1.4 HYPOTHESES FORMULATION
The
following hypotheses which are stated in the null, shall be tested.
Hypothesis
1
Ho: Training and development do not
enhance organizational productivity.
Hi: Training and development enhance
organizational productivity.
Hypothesis 11
Ho: Training and development does not
make employees to acquire new skills, ability and knowledge for greater
productivity
Hi: Training and development makes
employees to acquire new skills, abilities and knowledge for greater
productivity
Hypothesis
111
Ho: Training and development does not
reduce employees’ turnover in the industry.
Hi: Training and development reduce
employees’ turnover in the organizational.
1.5
PURPOSE OF THE STUDY
The
objective of this study is designed to examine and clarify the following
issues.
i.
To
identify the manpower training and development of the organization.
ii.
To
determine the impact of manpower training and development on workers performance
iii.
To
identify the problems which negatively affect the successful implementation of
trainings and development programmed and achievement of the desires result.
iv.
Make
recommendation on ways of ensuring greater successes in future.
1.6
SCOPE OF THE STUDY
According to Gary (2009) training and development provide
workers skills they need in their daily work and helps to set standard for
quality in an organization.
The
research focused on impact or manpower training and development in the oil
industry. This study intend to cover department of petroleum resources
inspectorate in shell development company it will cover their conditions of
services of workers that enable management enhance organizational productivity,
to give workers, development training, refresher training, n the job training
and how this type of training will benefit the employees and the organizations.
1.7 SIGNIFICANCE OF THE STUDY
In
Nigeria today, the desire of rapid
economic development and technological advancement make this study a subject of
significance. To this end, various debates, researchers, conferences and
seminar have been conducted by workers. This study will be of valuable
assistance to management development institutes, employers of labour, the
government policy makers, administrators, human resources personnel researcher
study and future administrative leaders.
It is expected that the study will inform the head of organizations that
to increase workers performance and enhance organizational productivity there
is the need to have and retain well trained and motivated employees. Finally,
The study will aid management to introduce modern scheme for training and
development to be able to meet the challenges to change in the future.
1.8 LIMITATIONS OF THE STUDY
In
the process of carrying out this project work
on the impact of manpower a training and development in the Oil Industry
Shell Petroleum Development Company Warri as a case study, efforts were made to
arrive at logical conclusions. But the work I subject to certain limitations.
In
the first place, the study was done under time constraints, it was a difficult
task for me to combine both the class work and fieldwork. This has minimized
the extent to which this research work would have been done to a more meaningful
conclusion, since the case study restrict he work to shell petroleum
development company Warri, it will not be a representative of all the oil
industry in Nigeria.
In
the second place there was a lot of financial limitations as a result of high
cost of transport fair to warri to collect data, cost of material to bring this
work to a good standard.
In
the third, pace problem of getting information from the internet, difficulty in
getting questionnaires return was also a problem.
Finally
some officials refused to give out information saying that the disclosure of
sure information was to expose the
company’s secret and that they may loose their job by disclosing these
information, most senior staff were always very busy with their work, there by
postponing schedule typed, interview. This lead to visiting the company several
times to administer questionnaire and personal interview.
1.9 OPERATIONAL DEFINITIONS OF TERMS
The
following terms are defined as used to enhance understanding.
Development: Cole (2007) define development as a
process that enables individuals to grow in skills and experience in order to
be of greater potential use to the organizations in the future.
Employee
appraisal: This the
concerned with the assessment of employee potential and inadequacies in respect
to take refinal decision in such areas like promotion, transfer, dismissal and
termination etc.
Industry: Online dictionary (2013) industry is
the production of an economic good or service within an economy.
Learning: Cole (2007) defined learning as the
act by which the individual acquire skill, knowledge and ability which result
in a relatively permanent change in his or her behaviour.
Management
by objectives (MBO): This
is management technique that encourages employee involvement in organization
related activity and integrates their individual goals to motivate higher
performance.
Manpower: Cole (2007) this is human resources of an organization.
They are the required hands that work synergistically to attain organizational
objectives.
Organization: Iboma (2008) This is an entity that is
made up of various departments coming together to achieve a common goal.
Performance: Carter (2009) This is the aggregate
result of the effort of worker towards achieving the organizational goals
Trainee: Cole (2007) This is the person who
undergoes some form of training
Training: Cole (2007) defined training as a
process of updating old skills as well as developing new skills in a particular
job.
Trainer: Sole (2007) This is the person who
trains workers in the organization.
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