ABSTRACT
This project takes a critical look at
the training as an effective tools for staff development in an organization
with a case study of international breweries plc Ilorin.
For the purpose of this study, training
as an effective tool for international breweries will be look into in relations
to the training as an effective tool for staff development in an organization.
Due to there, the research project is divided into five chapters.
The first chapter will be the
introduction chapter and it’s statement of the problem the research view of the
training as an effective tools for staff development in an organization. It
contains the scope and limitation of the study and effectiveness of training.
As well as the definition of terms.
Chapter two contains the investigation
of literature review on the training as an effective tools for staff
development in an organization.
Chapter three contains the methodology
employee in the study and problem in training.
Chapter four presents report on the
analysis of data and the historical background of international breweries plc.
Finally, chapter five presents the
summary and conclusion emanating from the study.
TABLE OF CONTENTS
Title
page i
Certification ii
Dedication iii
Acknowledgement iv
Proposal vi
Table
of contents vii
CHAPTER ONE
1.0
Introduction 1
1.1
Statement of the problem 3
1.2
Objectives of the study 5
1.3
Statement of hypothesis 5
1.4
Scope and limitation of the study 7
1.5
Definition of terms 7
1.6
Plan of the study 10
CHAPTER TWO
2.0
Literature review 12
2.1
Raining 12
2.2
Evaluation of training need 18
2.3
Importance of training 22
2.4
Resources for staff development and
training methods 23
2.5
Methods of training and development 24
2.6
Impact of training and development in an
organization 28
2.7
Advantages of training to staff
development 31
2.8
Problems in training 35
CHAPTER THREE
3.0
Research methodology 37
3.1
Research design 38
3.2
Method of data collection 41
3.3
Sample size 44
3.4
Methods of data analysis 45
CHAPTER FOUR
4.0 Historical background of international breweries
plc. 51
4.1
Data analysis and interpretation of data 55
4.2
Organization chart 60
4.3
Interpretation 62
CHAPTER FIVE
5.0
Summary 64
5.1
Conclusion 65
5.2
Recommendation 67
References 70
CHAPTER ONE
1.0 INTRODUCTION
Many
companies do not regard training as an effective tools and professional
activity. And in many cases training officers are not themselves trained. Many
courses are held and employees are sent to college without any serious, though
being given to the real training needs of a company.
Some organizations or firms have noted
the waste of money on external training. Course objective is often defined,
these should be determined together with the staffs qualifications and
experience. Course literature is more attractive than informative on course. A
system of reporting back after each course is essential.
The report should go to the training
officer as well as to the departmental head. In addition, individuals must be
given an opportunity to use the knowledge gained. When the skill and knowledge
required have been noted, a training programme is the need to train
instructional progress. These programme should be of course that periodically
evaluated. The training officer, therefore, advise the management on the
training policy, basing his advise on training needs. He analyses jobs to
identify skills, he plans programmes and evaluate cost of training also he must
keep abreast with method of training and these include programmed learning.
The organization committee are to ensure
that staff get the most form of their job and are able to access personal
development opportunities and in order to achieve they will.
i.
Implement key policies to deliver in
order to have high quality of staff development and training.
ii.
Provide the resources to implement the
staff development and training programme.
iii.
Ensure efficient communication and staff
development and training opportunity.
iv.
Developed a learning culture and workers
towards becoming a learning organization.
v.
Ensure the investor in people, standard
is net in all aspect of people’s management.
1.1 STATEMENT
OF THE PROBLEM
It
has been observed that technological change in machinery, method of production
materials to be used, product to be introduced, all these pose problem to the
organization. All these must be taken into consideration while marking on the training
and development of the employees.
Prior to training, wastage of resources
was the other of the day, people are not competent because of lacking of
technical know how which invariable lead to inefficiency of workers.
More accident on the job was recorded
because worker did not know how to handle most of the equipment in the
organization. This will substantially affect the workers and the firms as well.
Therefore, adequate training and
development programme should be provided for in the organization. This is to
prevent the following under listed problems form occurring in the organization
i.e.
If employees are not trained in an
organization on there will be.
i.
Increase in the number of breakage and
spoilage during and after production process.
ii.
High rate of labour turnover and absenteeism
iii.
Reduction in the number of production
procedure
iv.
Increase in the number of accidents
v.
Increase wastage of time on a given
tasks or job
vi.
Low quality of performance
vii.
Much more constant and unnecessary
supervision.
1.2 OBJECTIVE
OF THE STUDY
The
importance of training and development can not be overemphasized through, many
large manufacturing organization action in Nigeria train and development of
their employees.
To ensure that the organization has a
skill motivated workforce, which is able to deliver high quality continually
improving service to the people. The following are the objectives.
i.
To explain and analyze the importance of
training
ii.
To distinguish clearly the difference
between training and development
iii.
To highlights various method of training
and development to explain how to plan for staff development and training.
1.3 STATEMENT
OF HYPOTHESIS
The
validity of this hypothesis will be tested in this research work.
Ho = Null
hypothesis
Hoi = Alternative
hypothesis
Ho: = Motivation of Nigerian workers will have
no significant difference in improving their performance as expected by
management
Hoi = Motivation of Nigerian workers have
significant difference improving their performance as expected by management
2. Ho: Nigeria workers participation in
decision making will have on significant difference in motivating them to
higher performance.
Hoi: Nigeria workers
participation in decision making will have a significant difference in
motivating them to higher performance.
3. Ho: Financial reward will have on significant
difference in motivating Nigerian workers to perform as expected by management.
Hoi: Financial
reward will have significant difference in motivating Nigerian workers to
perform as expected by management.
1.4 SCOPE AND LIMITATION OF THE STUDY
This
research work covers all that entails in training and development of employees
in any organization, It involves not only the recruitment and selection but the
training and development of employees. Aspect like types of training, method of
training and other activities will be exposed in this research work.
In
the course of this research work, there are some factors which serve as
limiting factors during this research work. Such factors include lack of enough
textbook, financial constraints which will duely serve as a form of restriction
during the research work.
1.5 DEFINITION OF TERMS
i.
TRAINING:
training can be defined as an experience, discipline or a gradual process which
cause people to acquire new skills and knowledge and predetermined behaviours.
It can also been define as the acquisition of practical knowledge and skills.
It is acquiring more responsibilities at a short period to improve
productivity.
ii.
TOOLS:
These
are instrument that are implemented for carrying out certain process or work.
iii.
STAFF:
This refers to group of employees working together in an organization or the
workforces of an organization ranging from the newly employed staff of the
highest position in the organization hierarchy.
iv.
DEVELOPMENT:
This
is a long term learning process designed to develop officers to acquaint them
with changes in technology and management methods. It is, also, the increase
and improvement in the quantity and quality physical change which may include
output increase, input and their technical efficiency.
v.
MANAGEMENT:
This can be defined as planning, organizing, controlling and directing of
organizational resources in order to accomplish a specific goals or objective.
And it is also the act of getting things done through people or by the people.
vi.
PLANNING:
This is the process of deciding what should be done. It also, involves decision
by management above what be do in future, how to do it, when to do it and who
is to do it planning in an organization is evitable it gives the ability to
forecasting in to the future in order to achieve a specific goals.
vii.
ORGANIZATION:
In
a management context means defining the tasks that must be completed in order
to achieve corporate goal and the grouping the work into logical and allocating
authority and responsibility to carry out the task.
viii.
PRODUCTIVITY:
This
refers to the result or the output of a given employees in an organization
showing efficient he/she has being.
ix.
JOB:
A
job consist of a related set of task that are carried out by a person to
fulfill a purposes.
1.6 PLAN
OF THE STUDY
The first chapter of this project work
is the introduction chapter and it discusses the statement of the problem;
objective of the study and statement of hypothesis will be discussed.
Chapter
two which is the literature review chapter comprises the evaluation of training
need, the importance of training, resources for staff development and training
methods, methods of training and development, impact of training and
development in an organization, advantages of training to staff development and
the problems in training will be discuss also
Where as, chapter three talks about the
research methodology, research design, method of data collection, sample size
and data analysis.
In addition chapter four discussed the
historical background of international breweries plc, organization chart of
international breweries and the interpretation of data
Chapter five comprises of summary,
conclusion and recommendation.
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