TABLE
OF CONTENTS
CHAPTER
ONE
INTRODUCTION
Background
of the Study
Purpose
of the Study
Research
Questions
Research
Hypothesis
Scope
of the study
Justification
of the study
Limitation
of the study
Statement
of the problem
Operational
definition of Term
REFERENCES
CHAPTER
TWO
LITERATURE
REVIEW
Introduction
Training
Development and Employees Productivity
REASONS
FOR STAFF TRAINING AND DEVELOPMENT
TYPES
OF TRAINING
AREAS
IN WHICH TRAINING CAN OPERATE
WHY
THE NEED FOR TRAINING
Determining
the Training Needs
EMPLOYEE
SUGGESTION ON TRAINING
OPERATIONAL
OF THE CONCEPT
TYPES
OF PRODUCTIVITY
CONDITIONS
FOR THE ATTAINMENT OF HIGH PRODUCTIVITY
REFERENCES
CHAPTER
THREE
RESEARCH
METHOD
Research
Design
Population
Sampling
technique And Sampling Technique
Research
Instrument
Validity
of Instrument
Procedure
for data collection
CHAPTER
FOUR
DATA
ANALYSIS AND INTERPRETATION
PRESENTATION
OF BIO-DATA OF RESPONDENTS
CONCLUSION
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
Summary
of the Study
Conclusion
Recommendation
REFERENCES
APPENDIX
CHAPTER
ONE
INTRODUCTION
Background
of the Study
The importance
of training and manpower development for the successful operation and
maintenance of civil aviation system is a fast paced, competitive industry
cannot be over-emphasized.
Training has an
important role to play in achieving the aim and objectives of any organization.
It brings about changes in knowledge, skills and attitude. It ensures that skilled managers are
available to plan effectively this delivery of high quality service.
Organizations
that neither train nor develop their staff are likely to face the problems of
loss of competitiveness as well as the danger of extinction in this millennium.
The dynamism and changes in the environments in which organizations operate
today have become irrelevant discontinuous, spasmodic nature and sheer growth
of knowledge especially in information technology make the continuous upgrading
of the critical skills and capabilities of employees a major imperative for
human resources management.
Training is
concerned with the acquisition of a body of knowledge and skills which can be
applied to reading, writing and aptitude verbal and quantitative. Patrick
(2000).
The importance
of training is a means of productivity cannot be over stressed due to rapid
changes in technology the pattern of training has been concerned as a
continuous exercise throughout one’s working life. It is necessary that from
time to time, training needs of a job or group of jobs be identified so as to
determine the best way such needs can be met.
Simbo (2002)
define training as “an organized procedure by which people learn knowledge or
skills for a definite purpose”. It is a
process for equipping the employees with specific skills e.g. technical skills
like plumbing, electrical wiring, repairing artistic skills, clerical
performances and overall efficiency.
Training refers to the organized activity aimed at imparting information
or instructions to improve the recipients performance or to help him attain a
repaired level of knowledge or skill.
Training is developed as learning that is provided in order to improve
performance on the present job performance is improved by helping the learners
to master a new or established technology.
The technology may be a piece of heavy machinery, computer a procedure
for creating a product. Training according
to Oxford Advanced Learner Dictionary is the process of preparing somebody or
being prepared for a job. Training is
the action of teaching a personal skill.
Training defined by Merriam Webster Dictionary is the act, process or
method of one that trains. Training refers to the acquisition of knowledge
skills and competencies as a result of the teaching of vocational on practical
skills and knowledge that relate to specific useful competencies. It forms the
core of apprenticeship and provide the backbone of contents at institutes of
technology also known as technical colleges or polytechnics. In addition to the
basic training required for a trade, occupation or profession, observers of the
labour market who recognized as of 2008 the need is continue training beyond
initial qualifications to maintain, upgrade land update skills throughout.
Purpose
of training: The quality of employees and their
development through training and education are major factors in determining
long-term profitability of a small business.
If you line and keep good employees, it is a good policy to invest in
the development of their skills, so they can increase their productivity. Training
for most organization is considered for new employees help them adjust to
rapidly changing jobs requirements. Purpose of training which helps to
emphasize the growth and development of personnel include creating a pool of
reading materials and making available adequate replacements for personnel who
learn or move up in the organizations enhancing the company’s ability to adapt
and use advances in technology because of a sufficiently knowledge staff. Building a more efficient, effective and
highly motivated team which enhances the company’s competitive position and
improves employee morals. Ensuring
adequate human resources for expansion into new programmes is another purpose
of training. Research has shown specific
benefit that a small business receives from training and developing its
workers. These include increased
productivity educated employee turnover, increased efficiency resulting in
financial gains and increased need for supervision sense of self worth, dignity
and well being as they become more valuable to the firm and society. Generally, they will receive greater share of
the material gains that result from their increased productivity. These factors give them a sense of
satisfaction through achievements of personnel and company goals.
Impact of
technology in training: Impact of technology in training to grasp the impact
that technology is creating in training society most consider how technology
has revolutionized the aviation industry in barely five years, electronic
technology has dramatically penetrate into the aviation industry. The entire
society can reflected on how some aspect of the new information age is changing
their job in the air industry. As the nation
enters into the new millennium the most fundamental shift will reflect redefinition
of training itself. To maintain a key talent, remain competitive and ensure
long-term profitability organizations are making dramatic changes in the way.
They develop the knowledge and skills of their workforce. Training as something provided for employees
will be replaced by learning that employees initiate themselves. New skills and knowledge are required in
training. There is greater efficiency
and greater productivity in training; we live in a competitive economy where
new services required. In Federal
Airport Authority of Nigeria that training is becoming ultimate FAAN is not committed.
Training and retraining is viral in order to give maximum comfort to air
commuters.
Types of courses
and benefits of Training: There are variety of courses for the workers of the
aviation industry some courses take place in Nigeria while others take place
oversees. Women in Aviation training (USA)
AC side training
(FAAN)
Revalidation
training
Pilot training
(NCAT)
The benefits are
a.
Training keep employees motivated
b.
Training prevent boredom with new skills
and knowledge
c.
It demonstrates to the employee that
they are valuable enough for the employer to invest in their development.
d.
Training creates positive attitudes
through clarifying the behaviours and attitudes that are expected from the
employee.
e.
Training some organization money, if it
helps the employee to become efficient.
The above
stated, perhaps explains why the Federal Airports Authority of Nigeria (FAAN)
recognized that it has to build rapidly the human capacity of managing it
operations effectively and efficiency.
Consequently,
manpower development through training was accorded high priority when the
training department of the authority was established as a separate entity from
the personnel department as early is 1979 about a year after the take off of
the authority. Though training has been
on, it had not been without problems (Odugbem 2002).
Factors
that Influences Training: When a business chooses to train
their workers, there are many factors that affect the training process. Top
management needs to have a “buy-in” and commitment to the training and
development. Training needs to be part of the corporate culture. If employees feel they are not supported by
their management while training, they may not give the attention and commitment
that the training deserves. Training
needs to be tied to business strategy and objectives and needs to be tied to
business strategy and objectives and needs to be linked to bottom line
results. Workers want their organization
to do well. Employees that contribute to
the bottom line especially are less likely off during tough times. Organizational environments are “feed back”
they stress continuous improvement promote risk taking and afford opportunities
to learn from success and failures of decisions. Without this freedom of allowing changes to
the status quo workers are not able to use the training that they have acquired. Training is more than classroom time and it
can be influenced by (a) intrinsic motivator (b) extrinsic motivator.
Purkey and
Stanley (1991) described intrinsic motivation as a motivation to engage in
activities that enhance or maintain a person’s self concept. Fredrick
(1923-2000) posits that some factors relate to one’s job satisfaction: that
certain factors lead to job satisfaction while others lead to dissatisfaction.
These factors that include work itself, responsibility and advancement. This
factors give rise to satisfaction motivator i.e with its intrinsic challenge it
concentrated on satisfaction at work intrinsic is what one enjoy doing.
Extrinsic
Motivation: An extrinsically motivated person will
work on a task even when they have little interest in it because of the
anticipated satisfaction they will get from some reward. The reward can be
something as minor as smiley face to something major like frame or future.
Douglas McGregor
(1906-1964) posits that the average person dislike work and will avoid it. the average person prefers to be directed
tries to avoid responsibility and wants security. Most people must be forced
with the threat of punishment to work towards organisatonal objectives. The
Federal Airport Authority of Nigeria (FAAN) is a transport industry founded in
1935 with its headquarters at the Muritala Mohammed International Airport
Ikeja, Lagos State is a service organization statutorily changes to manage all
commercial airports in Nigeria and provide service to both passengers and
airlines. FAAN is a parastatal of
government which is under the auspices of the Federal Ministry of Aviation. Her
vision and mission are: to be amongst the best airport groups in the world and
to develop profitably manage customer centric airports facilities for safe
secure and efficient carriage of passengers and goods of world class standards.
Purpose
of the Study
The primary aim
of this study is to establish whether effective employee training can enhance
productivity, specifically the study will try it.
a.
Ascertain the importance which the
management of FAAN attaches to training and development as a means of improving
knowledge, skills and behaviour of its staff.
b.
Find out whether such training programmes
actually assisted staff productivity.
c.
Find out whether courses undertaken are
geared towards improving service delivery by FAAN manpower.
Research
Questions
1.
What kind of training and development
programmes is available to employee in FAAN?
2.
How effective are the training programme
from both the employee and management perspective?
3.
What is the relationship between
training availability, training relevant and productivity in FAAN?
4.
What extent have proper and effective
training programmes minimize aviation problems?
5.
Is it inadequacy of training that is
responsible for employee poor performance in FAAN?
Research
Hypothesis
Hypothesis
1
Effective
training of employees cannot lead to increased performance and productivity.
Hypothesis
2
Federal Airport
Authority of Nigeria does not provide adequate training and development for its
staff
Hypothesis
3
Proper and
effective training programme cannot minimize productivity problems.
Scope
of the study
The research was
carried out at the headquarters of Federal Airports Authority of Nigeria (FAAN)
in Lagos Muritala Mohammed International Airport Lagos. The researcher also will administer middle
staff, supervisors and clerical officers. Finally, the research will also be
extended to Human Resource and FAAN Training Department to collect relevant
information.
Justification
of the study
This study is
very significantly in that it will throw more light on how effective employee
training can be used to increase the productivity level in the organization.
Limitation
of the study
The findings of
this study will have limited application in view of the fact that the research
is not going to cover all the airports and other formations of FAAN. Since one major source of information is
questionnaire, the resources may be blow out of proportion and may affect the
reliability of such information.
Statement
of the problem
Training is an
essential ingredient in the productivity of an organization and when it
concerns the aviation industry that is geared towards the safety of human lives
and goods. The importance of training cannot be overemphasized provision of
quality services to customers is paramount therefore training and retraining of
employees need to be a subject of great concern to researchers and the
generality of the populace.
It is against
this that this research work is set to investigate if proper and adequate
training programem are undertaken to make employees to be on top of providing
quality service to the people.
The
responsibilities of FAAN are:
a.
Development and maintenance of airports
with the Nigeria territory.
b.
Provide safe environment under which
passenger and goods would be carried by air.
c.
Provide accommodation and other
facilities for effective handling of passengers and freight.
d.
Development and provision of facilities
for surface transport at Airports.
An organization
saddled with the above responsibilities cannot but train her employees to
provide efficient and effective services to customers. The authority established a training centre
for the training development of her staff nationwide. It is therefore not out of place to look at
the training programme offered to employees to improve their skills, knowledge,
behaviour in order to increase their productivity.
Operational
definition of Term
Employee:
Employee is a person who is hired to provide services to a company on a regular
basis in exchange for compensation and who does not provide these services as
part of an independent business. An
employee is a person working for another person or a business firm for pay.
An employee is a
person employed for wages or salary especially at non executive level.
An employee is a
person who laws hired by an employer to do a specific job.
Training:
Training is an acquisition of knowledge, skill and competencies as a result of
the teaching of vocational or practical skills and knowledge that relate to
specific useful competencies. Training has specific goals of improving one’s
capability, capability and performance. it forms the core of apprenticeships
and provides the backbone of content at institutes of technology.
In addition to
the basic training require for a trade, occupation or profession, observers of
the labour market who recognize as of 2008 the need to continue training beyond
initial qualifications to maintain upgrade and update skills throughout working
life people within many professions and occupation may refer to this sort of
training as professional development. Training is also the action of teaching a
person or animal a particular skill or type of behaviour. Training is an
educational process.
Productivity:
Productivity is a measure of the efficiency of production. Productivity is a
ratio of production output to what is required to produce it (input) the
measure of productivity is defined as a total output per one unit of total
output. Productivity is the state of
quality of producing something.
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