ABSTRACT
This research was designed to explore the impact of training and development on employees’ performance. A case study of Nigerian Bottling Company Plc, lagos.
The study analyzed and focused on hundred worker of the organization while ninety workers responded to the questionnaire and returned them represent 90% of the administered questionnaires.
The data obtained from the questionnaire were analyzed using simple percentage analysis and Chi-square at 5% of confidence was used. Result from data analysis shows that training and development have positive impact on employee performance.
The study recommended that training and development that is proper made and continues to be carried out regular will have great impact on the organization productivity and profit.
TABLE OF CONTENTS
PAGE
TITLE I
CERTIFICATION II
DEDICATION III
ACKNOWLEDGEMENTS IV
ABSTRACT VI
TABLE OF CONTENTS VII
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of Research problem 6
1.3 Justification for the Study 6
1.4 Research Objectives 8
1.5 Scope of the Study 8
CHAPTER TWO
LITERATURE REVIEW
2.1 Literature Review 10
2.2 Definitions of Training and Development 11
2.3 Evolution of Training and Development 12
2.4 Process and Identification of Training Needs 17
2.5 Importance of Training and Development 24
2.6 The Training process 27
2.7 Methods of Training and Development programme 29
2.8 Implementation of Training programmes 40
2.9 Evaluation of Training programmes 41
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction 47
3.2 Historical background of Nigeria Bottling Company
Plc. Lagos and Research Methodology 48
3.3 Research Hypothesis 52
3.4 Criteria Variable 53
3.5 Data Specification 54
3.6 Sampling Frame 54
3.7 Method of Data Collection 55
3.8 Method of Data Analysis 58
3.9 Limitations of the Study 58
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Introduction 60
4.2 Data Analysis 61
4.3 Testing of Hypothesis 76
4.4 Discussion of Findings 79
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1 Introduction 82
5.2 Summary 82
5.3 Conclusion 84
5.4 Recommendations 85
References 88
Appendix 90
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The development of human resources has spanned through some epochs? It began with the process of transferring artisan skills and knowledge to younger generations through apprenticeship. Today the transfer process has become broader and more sophisticated. This is because of the completion and dynamic environment where there is increase in technologic advancement. Therefore, as the environment especially business environment changes people present in such environment have to change with it in order to move the pace of the responsibility of training and developing their work force so that they can fit the jobs they are given in order to perform efficiently.
One of the ways by which organisations respond to change is manpower training and development. This makes manpower development to be a common phenomenon in most co-operate organisations not only in this but other profit and non profits objectives.
By manpower, we refer to the human resources of an organisation. It refers to the totality of work force or employees regardless of their classification or designation. In a broad sense, an organization’s manpower encompasses the skills, energies, knowledge, and talent available in that organisation, including the individual goals and aspirations.
Manpower training and development constitute a major aspect of the performance of any employees as it affects the way they behave and perform in the organisation.
Many employees have failed in their organization because their needs for training and development were no identified and provided for as an indispensable part of the management function. This, the effect of training and development is meant for achieving employee productivity which is a function of ability, will and situational factors.
The aim of every reputable organisation therefore is to develop an active effective and appropriate workforce so as to achieve its organizational goal and objectives.
In a number of cases, lack of power training could be very costly and lead to a loss of productive ability and consequent short fall in target returns to the organisation.
The management as a part of its duty in the organisation should contend to maintain a highly qualified workforce, an indispensable potential in the drive towards increased productivity and over all goal actualization.
Training is therefore the acquisition of the technology which allows employees to perform their task satisfactory or to some specified standards. In essence, the emphasis of training is on the acquisition of new predetermined behaviour, the basic premise of training that it concerns people already employed and whole job are sufficiently defined that we are able to identity the appropriate job behaviours. The focus should be on enabling the individual to perform more efficiently on the new one. Training may be needed if a person hired without requisite skills, attitudes or after being on the job, performance differences were identified which are amendable to encourage the maintenance of a stable workforce, which has a reasonable level of job enrichment and training.
The importance of manpower training and development to an organisation, individual and nation cannot be over emphasized. The federal government thereby reacted and demonstrated this by offering or embarking on training scholarship and also encourages state government to operate training schemes. Also federal government established industrial training funds where individual industries are required to train and develop staff and recover a certain proportion of their contribution to the found. The realization of this is to fill the vacuums created by the departure of personnel and to some extent to meet the requirement of the industrial training fund.
Both the federal and state governments recognized the importance of training and development in the development of the nation and the entire workforce.
Therefore, efforts have been made to raise the standard of manpower training and development in the country. Some of these efforts include expansion of facilities in higher institutions e.g. colleges of education, polytechnics and universities for training of both senior and middle level management.
Establishment of Nigerian Council of Management and Administrative Staff Colleges of Nigeria (ASCON) establish in 1971, 1972, and 1913 respectively.
There are also appreciable efforts on the part of corporate bodies such as Nigerian Institute of Management (NIM) center for management development and the administrative staff college provide facilities for training and developing highest echelons of the economy to make it vibrant and productive.
The purpose of training and development is to ensure cross fertilization of ideas and ensure and widen frontier of knowledge and skill.
Whatever the size of the operation, consideration ought to be given to the benefits that can be derived from various training activities, successful training in any area requires accurate assessment of needs, the development of specific goals utilization of effective training techniques, programmes design and follow up.
In addition, it is always easier for people to learn fresh material correcting than for them to correct poor techniques and job skills.
However, the methods used should be such that it is concerned both with time and cost.
1.2 STATEMENT OF RESEARCH PROBLEM
Human resource management is an integral part of management of any establishment. Failure of any company to take human resource issues seriously is a great problem.
This work is aimed at looking at likely problems in NBC (Plc) as regard human resource and how those problems can be sacked. They include the following:
- poor human placement of personnel
- lack of adequate training and development
- non availability of future prospect
1.3 JUSTIFICATION FOR THE STUDY
This research work will be important to the company concerned i.e. Nigeria Bottling Company (PLC) Lagos, government institution and the general public.
They justification of this research work can be viewed from three angles that:
- From the importance to the company concerned
- From the importance to the individual concerned (i.e. the employee) and
- From the importance to the society at large.
i. IMPOTANCE TO THE COMPANY CONCERNED
Training and development applies not only to new employees but also to experienced people as well.
It can help employees increase their level of performance and hence increase productivity which invariably leads to increase in profit for the industry concerned. It will help the management of the company to identify training needs of their workers.
ii. IMPORTANCE TO THE INDIVIDUAL
Training and development are also important to the individual in that it would help him/her to possess useful skills, which enhance his/her value to the employer and increase his/her job security.
Training may also qualify employer for promotion which increase their pay.
iii. IMPORTANCE TO THE SOCIETY AT LARGE
Training leads to increase in productivity and thereby serving as tools for economic development in the country. Hence, it contributes to the increase in the standard of living.
1.4 RESEARCH OBJECTIVES
The prime objective of this work is to examine the impact of training on employee performance. In order to achieve this aim, some other things are also aimed at, they are as follow.
- To address the issue of poor human resource planning.
- How placement of personnel can be properly done.
- Provision of adequate training and development.
- Provision of future prospects for the employee.
1.5 SCOPE OF STUDY
It will be very difficult to carry out the study of this nature in virtually every company in Nigeria (both public and private sector) in Nigeria.
Hence, the researcher decided to enter her study on the impact of manpower training and development on the staff of Nigeria Bottling Company Plc. Lagos.
This study covers the training and development programme of the organisation between the year of 1998 till date.
It also covers all the various employees in the organisation ranging from executive management, middle management, supervisors and the rest of the workers in the organisation.
