TABLE OF CONTENT
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
1.0
Introduction
1.1 Background
of the study
1.2 The
statement of problem
1.3 The
objective/purpose of the study
1.4 Research
question/hypothesis
1.5 Significant
of the study
1.6 Scope
and limitation of the study
1.7 Definition
of terms
1.8 Organization
of work.
CHAPTER TWO
2.0 Literature
review
2.1 Types
of training
2.2 Method
of data analysis
CHAPTER THREE
3.0 Research
methodology
3.1 Research
design
3.2 Sources
of data
3.3 Population
sample
3.4 Sample
size
3.5 Instrumentation
CHAPTER FOUR
4.0 Presentation,
Analysis and Interpretation
4.1 Data
analysis
4.2 Hypothesis
testing
CHAPTER FIVE
5.0 Discussion
5.1 Summary
5.2 Conclusion
5.3 Recommendation
5.4 Bibliography
5.5 Appendix
5.6 Reference
CHAPTER ONE
1.0
INTRODUCTION
OF THE TOPIC
Personal management is a branch of a whole general management which could
be addressed both in the management and operative function performed by the
personnel management is development, which has to do with the increase of
skills through TRAINING that is necessary for proper job performance.
Training activities should include all employees from the least employees
to the executives.
It applies to experienced workers in an organization. This process is a
continuous process, training programmes should be designed or organized for the
present employees in a form of refresher course. Therefore training is through
to be great importance to many organization as well as development in the sense
that the trained employees who is capable of carrying out his function well is
m ore likely to be competent and productive.
This project examines critically effect of training o employee
performance in an organization. A case study of U.B.A Bank (United Bank of Africa, Osogbo Branch) Osogbo Osun
State.
This organization finds that no matter how well trained their present
employees are change in their task and general environment as well as in the
needs of the employee. Themselves of ten created.
1.1 BACKGROUND
OF THE STUDY
Training gives birth to knowledge and it been a very useful instrument in
performance improvement training is defined as an organization procedure
specifically designed for people to learn and have knowledge, skill technical,
aptitude which geared him or her towards the attainment of a specific purpose.
The goods will of any organization party if not completely depends on how
well its members are trained. When an employee is able to properly develop in
term of acquiring basic intellectual abilities them such an efficient employee
will tend to the motivated. And this will have a positive on the performance
improvement as it will make them works harder.
In the course of training, workers are exposed to new method and
techniques of doing thing of this, it aims of effecting a change in the
behavior of those trained employee in an organization, hence better efficiency
and productivity will result training a worker and this make the job of such
workers to be more secured.
The performance of an organization greatly depends on how trained staffs
perform.
This is because there are a lot changes around us in terms of
technological advancement. It can only be able to adapt to such change if one
realistic and adequate emphasis placed o training.
The training remains the key to long-term survival of an organization.
1.2 THE
STATEMENT OF THE PROBLEM
This study will identify the various problems militating against training
programme in an organization. It will examine the relationship between the
training and performance of worker effort will be made to offer solution to the
problems identified.
In this rapid technological and versatile world there is a difference
between the skilled, unskilled, and semi-skilled employees but the face to be
revealed here is that nobody is in born with a special ability but developed,
meaning in the sensed that a semi-skilled employee, if well trained can become
skilled.
It is also aimed at revealing the essence of training and development in
any manufacturing industry and its impact on over all productivity.
1.3
THE
OBJECTIVE/PURPOSE OF THE STUDY
The specific objective of this study includes the following.
1. To
determine how training and development can affect the productivity of an
organization.
2. To
determine the types and adequate of training activities that can be adopted by
an organization.
3. To
determine the usefulness of training in subduing deficiencies in individual in
the process of performing specific job.
4. To examine the relationship
between training and corporate productivity.
5. To
examine the techniques used in improving communication function in the
organization.
1.4 RESEARCH
QUESTION
1. How
would training and performance improvement reduce the rate of labour turnover
in an organization?
2. Does
training and performance improvement have any influence or organizational
productivity?
3. What
is the impact of training and performance improvement on organizational sales
volume?
RESEARCH
HYPOTHESIS
The hypotheses for the study are: -
1. Ho: There is no significant
correction between training and performance and organizational
productivity.
Hi: There is significant
correction between training and performance and organizational productivity.
2. Ho:
There is no significant correction between training and reduction in the
rate of labour turnover in the organizational.
Hi: There is significant correction
between training and reduction in the rate of labour turnover in the
organizational.
3. Ho:
There is no significance correlation between training and performance
improvement and organizational volume.
Ho:
There is significance correlation between training and performance
improvement and organizational volume.
1.5 SIGNIFICANCE OF THE
STUDY
UNITED BANK FOR AFRICA (U.B.A PLC) like any other company or organization
can attain its goods easily where there is good and effective training system.
This study is therefore significant for the following reason.
1.
It will enable the organization to know it staff
strength.
2.
It will enable the organization to know the effect of
worker training and recruitment needs of the organization.
3.
It will also enable us to identity effort being made by
the company in the training of worker.
1.6
SCOPE AND
LIMITATION OF THE STUDY
Since the source of data is primary in nature, this work is limited by
the following constraints.
Firstly transportation problem due to the distance involve in getting
data and facts, therefore researcher is unable and more fact than this.
Also the problem of finance is another constraint o this research work
which make it difficult for the research to further find more fact from other
banks.
Lastly, the customers of Union Bank for Africa Plc are not ready to
co-operate as expected and this pose problem to the research.
1.7 DEFINITION
OF TERMS
Training: - In a general language, it
is only learning experience by an organization to further the goals it is also
the act of skills and techniques detailed and routines skill and techniques.
Effect: - This is impact felt, it can
be positive or negative.
Organization: - A group of people who
form a business together in order to achieve a particular aim or objective.
Performance: - How well or badly an
employee performs his or her duty in an organization.
Development: - This is a systematic
process of education, training and growing b y which a person applies
information, knowledge, skill and attitude.
Management: - Is defined as a person by
which scare are necessary to achieve give ends.
Off the Job Training: - The method
presumes that knowledge of theory will help employees in adjusting to change in
job training.
Manpower Training and Development: -
Manpower training is the management scientific, engineering technical,
craftsman and skill, which are employed in designed and development an
organization. And Managing productive Economic Institution.
The Job Training: - This is a method of
training programs which involves showing the employee the job to be done and
explain o how it is being done while the employee earns salary or allowance for
the job done.
Near the Job Training: - This is a
method of training which lies between on the job training and off the job
training.
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