ABSTRACT
It is an
indisputable fact that human resources and training are needed for success and
effective performance of an employee and attainment of organisational
objectives and goals. The importance of it depends largely on how the top-level
leadership communicates clearly the destination and how to go about it through
the employees.
Training, on the
other hand, has been a very important function of business organisation in
recent years. Once employees are selected by the personnel manager or a
consultancy firm of the organisation, they must be trained and their potentials
developed. It is expected to determine whether training programmes improve the
efficiency of their employees in the
attainment of goals.
This written
research will reveal a limited scope of study and analyze the activities of
Sona Breweries Nigeria Plc Sango-Otta and determine the importance of the
training and personal management in the organisation.
TABLE OF CONTENT
Title page I
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
Table of contents vi
Chapter One:- Introduction
1.0
Introduction
1.1 Aim of the study
1.2 Scope of the study
1.3 Research questions.
1.4 Research hypothesis
1.5 Statement of problem
1.6 Organisational structure
1.7 History of the company
1.8 Definition of terms
Chapter Two:- Literature Review
2.0 Literature review
2.1 Human
resources planning and training need
2.2 Historical development of personnel and training
management
2.3 Manpower planning management
2.4 Aims and benefits of manpower planning and training.
2.5 Manpower planning and training process
2.6 Industrial relations.
2.7 Element of industrial relations policy.
2.8 Source of rules in industrial relations
2.9 Ministry of labour and production
2.10 Role of Nig. Institute of personal management
2.11 Role of employers consultative association (NECA)
2.12 Wages and salaries administration
Chapter Three:- Research Methodology
3.0 Research methodology
3.1 research
design
3.2 Sources of information
3.3 Data collection method
3.4 Population
and determination of sample size
3.5 Sample size
3.6 Questionnaire administration
3.7 Limitation of study
Chapter Four:- Presentation Of Analysis Of Data
4.0 Introduction
4.1 Data analysis and interpretation
4.2 Testing of hypothesis
4.3 Interpretation
Chapter Five :- Summary Conclusion
And Recommendations
5.0 Summary of findings
5.1
Conclusion
5.2
Recommendations
Bibliography
Appendix
CHAPTER ONE
1.0
INTRODUCTION
Effective
recruitment and selection provides an organisation with good employees, but
they need orientation and continual education and development so that their
needs can be achieved simultaneously. The same process is true for those
already on the job.
Training is a
continual process of helping employees perform at a high level, the first day
they commence work. Organisations with clearly defined and well articulated
objectives survives the effects of internal environment as well as external
environment which may make operational activities complex. For such survival to
be achieved, the organisation needs to attract a crop of personnel that should
be nurtured developed, guarded and allocated. Such personnel should be
effectively managed. The management efforts also include determination of
compensation maintaining contact with both unions and government.
The ultimate
objective of human resources management is to attract, motivate and retain
those employees required for smooth performance of operational activities for
the achievement of set goals. The process is seen as continuous process to keep
the organisation supplied with right people in the right position and at the
right time
1.1 AIM
OF THE STUDY
The primary aim
of the study is to examine whether the effective management of human resource
and training have a significant effect on the productivity of SONA BREWERIES.
It is also aimed at finding out the role of human resources and training
towards the organisational objectives in attainment of goals in the overall
target market.
To cap it all,
it is hoped that the project will provide insight into the roles of personnel
managers in charge of personnel management and how efficiently they perform
their functions.
1.2
SCOPE OF THE STUDY
The scope of
this research work will cover various process of human resource management and
all other necessary facts that should be included towards effective policies
for improving overall human resource.
It is believed that SONA BREWRIES PLC Hand bill produce in 1998 this scope of
study intend to widen the knowledge of researcher in term of human resource
management among other competing components or factors of production e.g.
(land, labour, capital and entrepreneur).
The geographical
coverage of this study will be Lagos.
1.3
RESEARCH
QUESTIONS
1.
Do people acquire more knowledge to
enable them perform better in work place?
2.
Do employees gets induction
training during recruitment process?
3.
Does training enhance job
satisfaction of employees?
4.
Do personnel managers help in job
placement?
1.4
RESEARCH HYPOTHESIS
For the purpose
of the research in order to validate or reject the statement that Human
resource and training are important to an organisation. The following hypothesis would be tested.
Ho- That a well planned Human resource and
training does not
improve the objective of an organisation.
Hi- That a well planned Human resource and
training management
improve the objectives of an
organisation.
2.
Ho – That the strength of any
organisation does not determine the size of manpower.
Hi – That the strength of any organisation determine the size of
man-power.
3.
Ho – That the kind of business
engaged in does not determine the human resource management policy.
Hi- That the kind of business engaged in determine the human resource
management policy adopted.
4.
Ho – That effective coordination of
human resource and training programme does not lead to increase profit.
Hi – That the effective coordination of human resource and training
programmes leads to increase profit.
1.5
STATEMENT OF PROBLEM
This research
work is aimed at examine the problems associated with human resource aid training
management and the importance to an organisation. Virtually all business policies or objectives have indicated that
human element remains and will continue to remain the most critical determinant
of organisational performance. This is so because it is only the human resource
that is endowed with the capacity to plan, think, executive and achieve
organisational result.
The research
project will cover various governmental policies on the human resource and training management, problem
encountered. In achieving designed result and how to resolve them will also be
visited.
In a nutshell,
the main focus could be itemized as follows:
(i)
To highlight the advantage of human
resource and training management
(ii)
To examine the current human
resource and training management in Sona Breweries Plc.
(iii)
To recommend appropriate measure
towards improving the current human resource management practice in the
organisation under study.
(iv)
To investigate the impact of human
resource and training management its an organisation growth and services.
(v)
To serve as reference points to
future researcher who might wish to carry out study on human resource and
training in an organisation.
1.7 HISTORY OF THE COMPANY
Sona breweries Nig. Plc was commissioned by late
chief Olabisi Onabanjo, the First Civilian Governor of Ogun State
on 17th of August, 1981. The company was licensed to produce a
product known as Gold larger Beer. The
company later added small size Gold called Gold Export, Maltonic, Eva Mal TUSK
large beer, Wilfort dark ale and tizzy water to its production lines.
Sona breweries is one of big companies situated in
Sanjo –Otta located along Abeokuta Express way via Ijako Village.
The company which covers about thirty-five
(35) hectares of land and operating capacity of staff stands at about
three thousand, two hundred and sixty two (3,262) workers as at year 2000
Most consumers perceived the product as “Ijamido”
water-Ijamido is a popular river at sango-Otta where the company is situated.
Hence it was christened Ijamido Holy water. Efforts were made however to
correct the wrong public impression of the product through personal selling.
But the marketing strategy failed to recognize that maltonic is a consumer
product that requires more than personal selling.
Actually, when the demand increased in the market
and there were more competitors producing generic or close substitute
products e.g. Guinness Plc. Introduced malta
Guinness while Nigeria Breweries
Produces maltina with sound promotional campaign which include advertising and
sales promotion.
Recently, management of sona breweries recognize the
importance and need for an effective personnel management and training
programmes perhaps more emphasis is now intensified on advertising,
sales promotion and publicity. In order to fortify the marketing strategies of
maltonic and fizzy water the personnel manager increased company budgeted
expenditure in training and working firm N2.5million in 1997 to N5.million in
1999 and N7.5million in 2004. Today, Sona Breweries is a leading manufacturer
in the Breweries industries.
1.8 DEFINITION OF TERMS
The operational definition of terms is accordance
with personnel activities. According to Darber (1989), personnel management
activities include the following:
Corporate Planning:- According
to Adepoju
(1) Adeleke and Others (2003). It is a
discipline that forces each unit of an organisation to coordinate it’s
operations with those of every other unit or functions in terms of
predetermined objectives.
(2) Organisation Structuring:- This
involves the examination of the efficiency of management structure, arrangement
of authority and respond work organisation, manning rations laws of work shift,
Job design.
(3) Manpower Planning:- This
involves the consideration of organisation design, objectives and plan,
the determination of required manpower
as well as making the plan for meeting this requirement most effectively.
(4) Employment:- This involves
getting the right man for the right job at the right time. Specific
activities here include job design and
analysis, recruitment, classifications and correct assignment of personnel and
elimination of personnel incompetence.
(5) Manpower Development:- This
is about increasing the ability of personnel to perform to prepare them for
future job and increase their value to the organisation. By this, their skills
are developed, behaviour improved and they are provided with information
necessary for more effective performance through performance appraisal e.t.c.
issues like the determination and analysis of training needs, designs and
administration of training, the blending
of business need with personnel aspirations to help insure that human talent
are optimally utilized through career planning integration of training with
other function such as production
(6) Motivation /Compensation:- This is about stimulating the will to work of the workers.
This start with induction to start him right, provision of proper working
condition giving the right incentives through the development of appropriate wage and salary
structures, job evaluation and grading incentive schemes, merit rating,
productivity agreement negotiation with trade unions e.t.c.
(7) Discipline:- Ensuring proper
work behaviour and keeping him available for the work. It is ability to work is
protected, his absence is controlled and efficiency is schedule.
(8) Performance Appraisal:- The aim of this is to fully use the
workers on appropriate or essential task. He is by this given a full day work,
hindrances are removed and his method improved.
(9) Industrial Relations:- This is about trade union recognise and relationship, the establishment of
consultative and dispute settlement machineries, counselling, complying with
industries law and provisions of necessary facilities.
The details and linkages of these personnel activities are
illustrated in the diagram below.
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