CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
“The ergonomics of the work environment, state of the art equipment as well as quality raw materials can make production possible, but it is the human resources that actually make production happen”, Asare-Bediako (2008). Human resources play a vital role in an organization, but they can also be a costly investment. To ensure their optimal performance and contribute effectively to the organization's goals, it is crucial to enhance their abilities through training and development. This is essential to guarantee a proficient workforce capable of fulfilling both departmental and managerial responsibilities(Mullins, 2007).
Training is recognized as a process that involves enhancing knowledge, honing skills, fostering attitude and behavioral changes, and improving the trainee's ability to carry out tasks effectively and efficiently within organizations (Wills, 1994; Palo et al, 2003; Robert et al, 2004). Similarly, Stewart (1996) combines the concepts of training and development to describe a function within an organization that aims to ensure that individuals and groups contribute to achieving organizational objectives by fostering appropriate knowledge, skills, and attitudes among employees. The development of individuals, work groups, and their integration into the larger organization plays a pivotal role in enhancing organizational performance.
Moreover, the process of training and development within an organization is systematic, aiming to ensure that the organization possesses competent employees capable of meeting the demands of a dynamic environment. This process involves enhancing the knowledge, skills, and attitudes of individual employees to improve their performance within the organization.
Training and development strategies are designed to enable employees to acquire new practical skills, technical knowledge, and on-the-job skills that contribute to overall organizational performance (Archieve, 2008: 78). Armstrong and Baron (2015:23) emphasize that organizations consistently strive for excellence, which places employee performance in the forefront of management's attention.
In today's rapidly changing business landscape, organizations need to continuously invest in the development of their workforce to remain competitive and adapt to evolving market demands. This is particularly relevant in the case of Dangote Cement, a renowned organization operating in the cement manufacturing industry.
Dangote Cement Plc, as the leading cement company in Sub-Saharan Africa, possesses a substantial annual production capacity of 51.6 million tonnes spread across ten countries. This makes them the largest cement producer in the region (Dangote Cement, 2022). In order to maintain its market leadership and accommodate the company's expanding operations, it is crucial for Dangote Cement to prioritize the development of a well-designed training and development program that aligns with the organization's strategic objectives.
The cement industry is a critical sector that requires significant capital investment, consumes substantial energy, and plays a vital role in supporting the infrastructure of nations (Selim & Salem, 2010). It is characterized by intense competition and advanced technology, necessitating a skilled and knowledgeable workforce to ensure efficient production processes, product quality, and customer satisfaction. Furthermore, Dangote Cement operates in diverse geographical locations, each presenting its own unique challenges and workforce dynamics.
Therefore, it is crucial for the organization to establish a targeted training and development program that effectively addresses these specific requirements and encourages ongoing learning and enhancement among its workforce. Training and development are essential for organizations that are strongly committed to achieving a competitive edge and striving for industry leadership.
By prioritizing the development of its employees, Dangote Cement can foster a highly competent and driven workforce that actively contributes to the company's overall achievements and expansion. Hence this study aims to explore and analyze the strategies for developing an effective training and development program in the context of Dangote Cement.
1.2 Statement of the Problem
The cement industry places significant importance on a range of skills with varying levels of proficiency, making training and development investment a critical factor. Organizations operating in the cement sector can achieve sustainable growth by nurturing technical skills that align with the evolving demands of the construction industry. Furthermore, Ngoc (2009:24) highlights that many employees are hired for positions without possessing the complete knowledge and experience required to effectively carry out their duties. Additionally, advancements in technology and the influence of dynamic micro and macro environments contribute to a skill gap within the workforce.
As organizational objectives and plans undergo changes, the knowledge, skills, and competencies required from employees also evolve accordingly (Blanchard, 2010:37). The success of any business heavily relies on the quality of its human resources, and it is widely acknowledged that training and development strategies play a crucial role in this aspect.
While existing research in the broader field of training and development offers valuable insights and support, there is a scarcity of direct investigations specifically addressing the research question at hand. Therefore, there is a pressing need for a focused inquiry into the unique context of Dangote Cement. The organization's distinctive characteristics, industry-specific challenges, and geographical diversity call for a comprehensive understanding of the strategies that can effectively cultivate and enhance the capabilities of its workforce.
1.3 Aim of the study
The aim of this study is to investigate strategies for developing an effective training and development program in the context of Dangote Cement.
1.4 Objectives of the Study
The specific objectives are:
1. To evaluate the methods and processes used for identifying training needs within the organization.
2. To determine the different training and development strategies at Dangote Cement.
3. To evaluate the effectiveness of the training and development strategies employed at Dangote Cement.
4. To propose strategies for enhancing the training and development programs at Dangote Cement.
1.5 Research Question
The research questions that will guide this study are as follows:
1. What methods and processes are used to identify training needs within Dangote Cement?
2. What are the different training and development strategies employed at Dangote Cement?
3. How effective are the training and development strategies employed at Dangote Cement in improving employee performance and organizational outcomes?
4. What strategies can be proposed to enhance the training and development programs at Dangote Cement?
1.6 Research Hypothesis
The research hypothesis for this study is as follows:
H0: The current training and development strategies employed at Dangote Cement are not significantly effective in improving employee performance and organizational outcomes.
H1: The current training and development strategies employed at Dangote Cement are significantly effective in improving employee performance and organizational outcomes.
1.7 Justification of the Study
An effective training and development program can enhance employee performance, improve productivity, and contribute to the long-term growth and success of an organization. The findings of this study will provide practical recommendations for Dangote Cement to enhance the effectiveness of its training and development programs. These recommendations can help the organization optimize its resources, align its initiatives with strategic objectives, and foster employee engagement and motivation.
Additionally, this study will contribute to the existing body of knowledge on training and development strategies in the context of an organization, particularly in the cement industry. The findings and recommendations can serve as a valuable resource for practitioners, researchers, and other organizations in developing effective training programs.
1.8 Scope of the Study
The scope of this study will be limited to Dangote Cement, focusing specifically on its training and development strategies. The study will involve data collection from employees, managers, and human resource professionals within the organization.
