ABSTRACT
Organizations
are beginning to appreciate labour as the greatest asset of a company, where
the economic, political and social growth of the entity can be said to be a
function of the level of human resources development and its efficient
utilization. Thus, this implies that training is highly important to develop
and utilize human resources.
This
research work examine the impact of labour training on employees productivity
in the development of Nigeria
economy with special reference to Nigeria postal service.
The
research further examined the practice of manpower training and employees
productivity in the Nigeria Postal Service (NIPOST).
Analysis
of the data gathered shows that training is essential to labour. Also, labour
productivity development is determined by training. The result also shows that NIPOST
has an organized manpower training programme and Labour training on employees
productivity has effect on Nigeria
economy development.
Conclusion
was drawn based on the result of the analysis and suggestive recommendations
were made.
TABLE
OF CONTENTS
CHAPTER
ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problems
1.3 Aim and Objectives of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Statement of Hypotheses
1.7 Research Methodology
1.8 Scope of the Study
1.9 Limitation of the Study
1.10 Definition of Terms
1.11 Plan of the Study
CHAPTER
TWO
LITERATURE
REVIEW
2.0 Introduction
2.1 Background of Nigerian Postal Service
2.2 Concept of the Training
2.2.1 Definition of Training
2.2.2 Training as a Process
2.2.3 Differences between Training and Development
2.2.4 Training and Development Process
2.2.5 Importance of Training
2.3 Concept
of Employees Productivity
2.3.1 Definition of Productivity
2.3.2 Measure of Productivity
2.3.3 The Effects of Higher Productivity
2.4 Economic and Human Development
2.4.1 Definition of Economic Development
2.4.2 Human Development
2.5 Training Policy of the Nigerian Postal Service
2.5.1 Philosophy of Training and Manpower Development of NIPOST
2.5.2 Training Objectives
2.5.3 The Training Board
2.5.4 Types of Training
2.5.5 Internal/External Training
2.5.6 Provision of Training Facilities
2.5.7 Monitoring and Evaluation of Training
Programmes
References
CHAPTER
THREE
RESSEARCH
METHODOLOGY
3.1 Introduction
3.2 Research Design
3.3 Sources of Data
3.4 Population of the Study
3.5 Sample and Sampling Techniques
3.6 Research Instruments
3.7 Restatement of Hypotheses
3.8 Method of data Analysis
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.0. Introduction
4.1 Personal Characteristics of the Respondents
4.2 Response of Respondents to the Problem Area
4.3 Testing and Interpretation of the Hypotheses
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.0 Introduction
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
References
Appendix
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Economic
development is very vital in any country and an aspect of economic development
is human capital development.
With
the growth and advancement of management principles in Nigeria, many organizations are beginning
to appreciate labour as the greatest asset of an organization, where the
economic, political and social growth of the entity can be said to be a
function of the level of human resources development and its efficient
utilization. Thus, this implies that training is highly important to develop
and utilize human resources.
Training
can be defined as a short term systematic process through which an employee
acquires technical skill and attitude required to perform a specific task or
job adequately. It is an organized procedure which people learn knowledge and
skills for a definite purpose. It is a recipe for helping employees develop
their weaknesses, a concept more traditional in management thinking. Sanusi
(2009) states that with anticipated challenges of the 21st century,
greater empowerment of people must be ensured as new technique, procedures and
systematic evolve to address the problems of the millennium. He described
training as “Creating value through people” and urged institutions to harness
the enormous values and potentials that are locked up with the work force for
increase performance in their field of endeavour.
NIPOST
as an organization according to its policy, encourages and assists its
employees to improve their skills and knowledge with a view to raise the
standard of efficiency within NIPOST
Training
to improve efficiency and increase productivity, requires that, it is necessary
for the organization to embark on effective training programmes, once people
are employed into the organization to enhance the productive capabilities.
According
to Buckly and Caple (1992) “Training is planned and automatic effort to modify
or develop knowledge skill and attitude through learning experience to acquire
effective performance in an activity or range of activities.” The believe that,
the primary aim of training is to develop individuals in terms of skills, so that,
he can perform effectively on a given task. However, the most frequently used
index training and productivity in any given organization is the level of
output and growth of the organization.
Training
has been identified as a potent strategy to improve organization productivity. The
Acting Executive Director of Agricultural and Rural Management Training (Samuel
Folayan) disclosed the same.
Management
of organizations should adopt periodic training of their employees to optimize
their potentials and boost growth. Effective training will translate to
improvement of employees’ performance and organization productivity.
According
to Flippo (1980), improved productivity is what portrays an establishment’s
commitment through policies
1.2 STATEMENT
OF PROBLEM
The
research’s work is to assess the important of training and development to
employees’ performance. The involvement of the organization in training and
development of their employees through the seminars, workshop, conference,
short and long term training programmes.
The
Nigerian Postal Services (NIPOST) realizes the importance of training and
development in pursuance of the corporate goals and objective and therefore,
has a comprehensive development policy in order to create an effective
workforce.
The
personnel or administrative manager of the industry who takes care of manpower
training and development of the Nigerian Postal Services (NIPOST) has the
responsibility to encourage, the development of human resources into division
and therefore, he is to identify training needs in conjunction with appropriate
organizational requirement. However, a pilot survey has identified the
following problems:
a.
Some of the employees believe that, if
they are sent on courses, seminars or conference and upon returns, they will
always want to be promoted automatically without observing the due process of
promotion.
b. Some
employees also believe that immediately when they are back from workshop,
seminars and conference they are sponsored to undertaken by their organization,
they may be assigned to the position of trust with the knowledge they have
gained.
c.
Some of the workers or employees
especially those in upper cadres do benefit from such training progamme than
others. Hence, this group of people does not have confidence in the programme
because of these flaws.
d. Some
employees expectations after training and development always negate the
intention of the management that sees such training programmes in the light of
self development rather than acquiring advancement
1.3 AIM
AND OBJECTIVES OF THE STUDY
This
research work is aimed at examining the impact of Labour Training on Employees
productivity in the development of Nigeria Economy, with the following
objectives:
·
To examine the practice of manpower
training and employees productivity in the Nigeria Postal Service (NIPOST).
·
To determine whether practice conforms
with modern staff training programmes adopted by the organization.
·
To determine solutions to the problems
confronting training in Nigeria
Postal Service (NIPOST) and the Nigeria
economy as a whole.
·
To determine the appropriate skills
development to perform well in the organization.
·
To determine employment growth rate,
distribution of employment by industry.
·
To determine the training and skill
development that will achieve vision 2020.
1.4 RESEARCH
QUESTION
The
research questions will examine the relationships and possible explanations to
the subject matter. Therefore, research questions for the problems
aforementioned are the followings
·
Is training essential?
·
Which training policy is to be adopted?
·
What are the basis for training?
·
What are the criteria for selecting
employee for training?
·
What are problems confronting training
programs in the organization?
·
Does training have relationship with
efficiency?
·
Does labour training on employee
productivity have effect on Nigeria
economy development?
1.5 SIGNIFICANCE
OF THE STUDY
This
study is poised to establish or examine the practice of manpower training and
employees productivity in the Nigerian Postal Service NIPOST. This will reveal
whether this practice is in line and related to modern staff training in the
development of nations.
Training
and skill development will reduce unemployment if government and organizations
could inculcate it in their policies to develop human capital in the nation.
Skill
development boost national productivity and reduces unemployment. If all
organizations adopt training as a strategy to boost productivity, this will
improve the quality of citizenry in the nation.
Organizations
and government need to give room for training and seminars that would help
employees develop their strengths.
Achieving
the millennium goals in Nigeria
is tantamount to achieving the goal of vision 2020. As a determined end, such a
pursuit, should begin with putting in place necessary skills and competencies
as the parameters for stimulating Nigeria’s economic growth and
development.
1.6 STATEMENT
OF HYPOTHESES
In
order to ensure the reliability of this study, it will be based on some assumptions.
These assumptions will be tested and determined by the means of statistical
methods. However, we will be guided by the following:
Hypothesis One
Ho:
Training is not essential to labour.
H1:
Training is essential to labour.
Hypothesis Two
Ho: The
labour productivity development is not determined
by
training.
H1:
The labour productivity development is
determined by
Training.
Hypothesis Three
Ho: NIPOST
does not have an organized manpower training programme.
H1:
NIPOST has an organized manpower
training programme.
Hypothesis Four
Ho: Labour
training on employees productivity does not have effect on Nigeria economy development.
Ho: Labour
training on employees productivity has effect on Nigeria economy development.
Hypothesis Five
Ho:
Training does not have relationship with
efficiency.
H1:
Training has relationship with
efficiency.
Hypothesis Six
Ho: The
growth of NIPOST does not successfully influence the growth of Nigeria
economy.
H1: The
growth of NIPOST successfully influence the growth of Nigeria economy.
1.7 RESEARCH
METHODOLOGY
This
is the specification of procedure for collecting and analyzing the data necessary to solve problem at hand. The
research will require collection of secondary data on the organization’s
training programmes from 2006 to 2011. The study will also require the use of
primary data by giving out questionnaire to be administered by the staff and
customers of NIPOST basically to collect necessary information for the project
work. Simple random sampling technique will be employed in sampling
respondents. The data garnered will be presented on tables and charts.
Chi-square
as a test of frequencies observed events against expected events will be used
to test the stated hypotheses for the impact of labour training on employees
productivity.
1.8 SCOPE
OF THE STUDY
This
study will cover the impact of labour training on employees’ productivity using
one of the NIPOST territories as a case study. Hence, the study will state the
contributions of training to employees’ productivity as well as the structure
problems and prospects of training on employees productivity in one of the NIPOST
territories.
The
data to be analysed in this study will be obtained from the staff of Nigeria
Postal Service (i.e one of the territories) and also from the customers of the
same territory.
The
result can only be interpreted with caution when a general reference to the
impact of training on employees productivity occurs i.e how training on
employees has affected improved
productivity and efficiency to bring about development in the country.
1.9 LIMITATIONS
OF THE STUDY
This
study will be essentially based on the impact of labour training on employees’
productivity using NIPOST (one of its territories) as a case study. In the
course of conducting this research work it is expected that the following will
constitute impediments to the effective conduct of the study
a) Time
constraint within which the study must be completed.
b) Financial constraint
c) Inaccessible and inadequate data
Nevertheless,
I believe the above limitations will in no way affect the reliability and
validity of the research study.
1.10 DEFINITION OF TERMS
i. Development:
The process of producing or creating a new and advanced products or utilities
which will bring about increase in GDP and other institutional arrangement.
ii. Labour: Employees who
are supplying their mental, physical efforts and time towards production
effectiveness.
iii. Postal Service:
All services rendered by the post office e.g receiving, processing and sending
letters, sales of forms, counter
services etc.
iv. NIPOST: Nigeria
Postal Service
v. Counter Services:
Services rendered and products offered for sale
vi. Occupational level:
Specific, specialized additional knowledge, skills and attitudes, which are
necessary for the particular job.
vii. Management Development:
Focus on improving, keeping staff abreast with any relevant new knowledge that
may enhance their productivity.
viii. On-the-Job-Training:
Training programmes that takes place within the actual job environment
ix. Vestibule Training: New
employees who are to work on production lines that require a particular speed
or skill level to increase the rate of production.
x. Induction:
It is a process of admitting new employees into an office or organization.
1.11 PLAN OF THE STUDY
In
order to give room for thorough presentation of the impact of labour training
on employees’ productivity in the development of Nigeria economy, the project will
be divided into five chapters
Chapter
one will cover the introduction, background of the study, statement of the
problems, the objectives of the study, research questions, research
methodology, significance / justification, the scope and limitation of the
study and the organization of the study.
The
chapter two will deal with literature review on training, employees’ productivity,
economic and human development, as well as the training policies of NIPOST
Chapter
three will deal with the research methodology, which explain the method of data
collections, data sampling technique, the population and sample size, the
research design and finally the method of analyzing and testing hypotheses.
Chapter
four will cover data presentation and analysis where chi-square will be used to
analyse the available data by testing frequencies from observed events against
expected events.
Chapter
five will deal with summary of the findings, problems, conclusion and
recommendations on the study.
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