ABSTRACT
The survival of every
organization depends on the acquired and developed knowledge skills and
experience of their employee. The employees are expected to develop along with
the contemporary and anticipated changes in the organization and in response to
rapidly growing competition in the corporate world. The essence of this project
is to know how training and development can affect employee's performance. The
methodology used is questionnaire and personal interview. The chi-square method
was used to test the research hypothesis. From the findings it is seen that
there is a strong relationship between training and development on employee's
performance consequently it is recommended that organizations should regularly
organize training / developmental programme as this in turn will enhance their
performance and of course increase in productivity.
TABLE OF CONTENTS
Title page
Abstract
Certification
Dedication
Acknowledgement
Table of content
CHAPTER ONE:
Background of the Study
1.0 Introduction
1.1 Statement of Problem
1.2 Research Question
1.3 Research Objective
1.4 Significance of Study
1.5 Scope of Study
1.6 Definition of Terms
CHAPTER TWO:
Literature Review
2.0 Introduction
2.1 The Concept of Training and Development
2.2 Theoretical Orientation
2.3 Conceptual Clarification
2.4 Research of Hypothesis
CHAPTER THREE:
Research Methodology
3.0 Introduction
3.1 Data Collection Procedure
3.2 Study of Population
3.3 Sample Size
3.4 Data Techniques and Research Instrument
CHAPTER FOUR:
Data Analysis and Research Findings
4.0 Data Analysis
4.1 Test of Hypothesis
4.2 Interpretation of Findings
CHAPTER FIVE:
Summary, Conclusion and Recommendation
5.0 Introduction
5.1 Summary
5.2 Conclusion
5.3 Recommendation
Reference
Appendix
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND
TO THE STUDY
The survival of every
organization depends on the acquired and developed knowledge, skills and
experience of their employee. The employees are expected to develop along with
the contemporary and anticipated changes in the organization and in response to
rapidly growing competition in the corporate world.
Having realized the fact
that Personnel selection alone cannot ensure productivity, it is mandatory for
staff to develop with other development in the organization, and hence the need
for training (caves 1995) and methods that can easily be applied to carry out
jobs and achieve organizational goals. Going by the contribution of Drucker
(1987) effective managers are those who get the right things done at the right
time.
Effectiveness in this
sense does not relate to the level of intelligent or the level of education but
flows from systematic and continuous training and manpower development. While
intelligence, imagination and knowledge are essential factors; effectiveness
only converts them into results brought about to continuous and systematic
training and development to ensure proficiency of a present job enhancement on
a new job.
The training and
development of employees is an issue that has to be faced by every
organization. The amount and quality of training carried out varies enormously
from one organization to another. Many organizations meet their training needs
in an adhoc and haphazard way. The training in these organizations is more or
less unplanned and unsystematic. Other organizations like the one in question
set about identifying their training needs then design training activities in
rational manner and finally assess the result of training and development of
their employees.
1.1 STATEMENT
OF PROBLEM
Training helps the
workers to bridge the gap or deficiency between the skills required for the job
and those actually possessed by the staff. This is the fit of alignment view of
training and development.
However, the following
problems will be considered in the course of this project. How if training
needs are identified.
Are employees
effectively utilized after the training and development programmes.
What are those training
and development programmes required to perform relevant jobs or tasks.
The training and
development expenses incurred by an organization to achieve the desired
training objectives.
The performance of
employees on the job after the training and development been conducted.
1.2 RESEARCH
OBJECTIVES
The
objectives of this study are:
i.
To find out various training
and development practice in
ii. To find out to what extent training and development
motivate workers.
iii. To identify the level/impact of training and development
on employees performance
iv. To find out how Organization can improve employee's
performance beyond training and development.
1.3 RESEARCH
QUESTION
i.
To evaluate the effect of
training and manpower development on organizational performance in Chellarams
Plc.
ii.
To determine the relationship
between the performance of employees before and after the training.
iii. To examine the extent to which manpower, training and
development has contributed to high quality performance of the organization.
iv. To examine the extent to which manpower training and
development have contributed to organizational level of turnover.
1.4 RESEARCH OF
HYPOTHESES
For the purpose of this
study, the following assumption would be tested under which the investigator
would then attempt to examine the degree of relationship between the assumption
and what is really obtainable out of the findings. This study is generally aim
at ascertaining what is true or not.
i.
Ho: That method used to determine training needs are not
effective enough thereby have negative
effect on the organizational ability to its objectives.
Hi: That the
methods used to determines the training needs are effective enough
thereby contribute positive effect on th~ organization ability to achieve its
objective.
ii. Ho: That employees'
performances in the job after training and development programme is not
directly related to the effectiveness of the organization objectives.
Hi: That employees' performances on the job after training and
development programme is directly related to the effectiveness of the
organization objective.
1.5 SIGNIFICANCE
OF STUDY
The need for training
and development of manpower cannot be over emphasized. This study will be of
benefit to managers, management practitioners, consultants and organizational
researchers as its finding will help them in making the necessary contributions
towards staff training and development and how many organization spends a great
deal of time and money on training and development of their employees.
However, the management
of some companies is often worried about the effectiveness of such training and
development programmes in terms of contents, methods, usefulness and desired
result.
Training and development
of employee is very relevant to an organization since it may increase the
chances of trained employee staying within an employer for consideration
period. In other words training and development may prevent high rate of
workers turnover and encourage employees to stay with an employer for
appreciable period.
Secondly, there are
chances of presentation of industries folding up if they have competent and
well-trained staff delivering improved and better services in line with the
organization objectives and goals. These will in turn enable locally made
product and services to complete favourable with foreign product and services.
A better "home-made" or indigenous product will encourage our people
from demanding for exotic goods, thus saving a lot of the much needed foreign
exchange for the nation.
Finally, the result of
this research will be useful in that, it will provide information on what
methods or techniques to adopt so as to enhance greater productivity through
training and development programme.
1.6 SCOPE
OF STUDY
This study is carried
out between both junior and senior cadres in the various departments within the
organization i.e, (chellarams Plc) in other to balance the response obtained
and to see their different perception of training and development programmes
which will centre on whose expectations and feeling about the organizations
training and development programmes.
1.7 DEFINITION
OF TERMS
For the purpose of this
research, the following terms are conceptually defined.
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Development: Any learning activity which is directed towards future
rather than present needs, and which is concerned more with career growth
than immediate performance.
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Education: Any long term learning activity aimed at preparing
individuals for variety of roles in the society, as citizens, workers and
member of family groups.
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Labour Turnover: Movement of people into and out of the firm.
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Performance Appraisal:
This is the formed structured system of measuring and
evaluating an employee’s job related bahaviours and outcome to discover how
and why the employees can perform more effectively in the future so that
employee’s, for the organization and society will all benefit.
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Performance Standard: A written statement of conditions that will exist if
“acceptance” job is being done.
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Productivity: An activity that yields result or outcome, it is also
refer to the maximum output, which a worker can render to his employer.
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Techniques: This is a method by which training and development is
being carried out.
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Training: Any learning activity which is directed towards the
acquisition of specific knowledge and skill for the purpose of an occupation
or task.
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Training Need: Any short fall in employee’s performance which is
remedied by appropriate training. |
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