ABSTRACT
This research study investigated human resources training and
development practices in a business organization. The purpose of this study was
to find out if training and development programs in business organization have
impact on organizational
performance. This study was descriptive. Survey methods were used to generate
data for analysis. Some hypotheses were formulated to guide the major
activities of this study.
The major findings of this study were as follows:-
i.
Training and development improve performance
ii.
Training and development improve employee
motivation
iii.
SCOA Nigeria Plc use mostly on-the-job
training, apprenticeship development, special cases to train and develop their
workers.
The major conclusion of this study is that training and development
programs are very important to business organization in relationship to
improvement of organizational performance.
The following recommendations have been
made for improvement:
a.
Management should finance training and
development programs adequately
b.
Experts training and development staff should
be employed, etc.
CHAPTER ONE
INTRODUCTION
1.1 CONCEPTUAL
FRAMEWORK
The conceptual framework for this study is
based on personnel management as a field of study. According to Flippo (1986),
personnel management is the planning, organizing, directing and controlling of
the procurement, development, compensation, integration, maintenance and
separation of human resource to the end that individual, organizational and
societal objectives are accomplished. From the above definition of human
resource management, it can be observed that personnel management involves two
(2) major types of activities. These are managerial functions of personnel
management and operative functions of personnel management.
Managerial
functions of personnel management involves:-
1.
Human resources planning
2.
Organizing human resources
3.
Directing human resources
4.
Controlling human resources
The
second function of personnel management involves the operative function of
personnel management. They involve the following activities.
1.
Procurement of human resource
2.
Development of human resource
3.
Compensation of human resource
4.
Integration of human resource
5.
Maintenance of human resource
6.
Separation or disengagement of human resource.
The present study falls within the operative function of development of
human resource. This will be discussed in details in chapter 2 which deals on
theoretical framework for this study.
1.2 BACKGROUND
OF RESEARCH PROBLEM
Organizations are founded and built on two
fundamental forces – people and goals. Recently, organizations have come to
realize that people are their most valuable resource or assets. The success or
failure of every organization still depends to a large extent on the quality
and level of motivation of its workforce. People are the causative factor that
begin and impose change and transformation on the other factors of production,
Onukogu (1982). According to him; human resources need thoughtful provision,
utilization and preservation. This consideration has led experts to focus more
on people at work and their nature. But what is the nature of people at work (i.e.
pursuing the goals of the organization).
1.3 STATEMENT
OF PROBLEM
The statement of problem in this study is
that poor training and development program affect organizational performance
negatively which, as a result of poor assessment phase, lead to poor training
and development in employees. To what extent are resources committed to
training and development? Does the organization in question have adequate
facilities and personnel for training and development
1.4 OBJECTIVES
OF THE STUDY
1.
To ascertain if organizations commit adequate
human and material resources towards training and development activities.
2.
To identify the human resources training and
development strategies adopted by SCOA Nigeria Plc.
3.
To determine if these training and development
activities improve organizational performance and employee motivation.
4.
To ascertain the quality of training and
development delivered in terms of its financing.
5.
To recommend how training and development
program can be improved to meet its objectives and that of the organization in
question.
1.5 HYPOTHESES
The
research hypotheses for this research are based on the following:
Hypothesis
1:
When employees are effectively trained and developed, employees skills
and talents improve
Hypothesis
2:
When employees are effectively trained and developed, executive decision
making skills improve
Hypothesis
3:
When employees are effectively trained and developed, employee
commitment and motivation improve.
Hypothesis
4:
When employees are effectively trained and developed, organizational
performance improves.
1.6 SIGNIFICANCE
OF STUDY
The result of this study will assist to emphasize that human resources
training and development is necessary for all levels of staff as a result of
the ever changing environment of SCOA Nigeria plc more especially in the area
of organizational development.
This study will also assist the top management of SCOA Nigeria Plc to
assess their commitment to human resource training and development in terms of
proper funding which assures quality training in an organization and rightful
skills acquired.
Another significance is that the impact of
the training and development on the employees is ascertained in terms of its
relationship with promoting employees and increment in salary. It is often
times expected that when employees are updated through training and a new
position occupied in the case of transfer, that there is an increment of salary
and promotion too.
1.7 MOTIVATION
FOR THE STUDY
SCOA Nigeria Plc is a company which commenced operation and got
incorporated as a limited liability company in June 1969.
Being a conglomerate whose principal
activities of the company are distribution, maintenance and leasing of motor
vehicles; sales and service of power generators and plants; sales and service
of : earthmoving equipment, construction and mining equipment, industrial
compressors, agricultural equipment etc show that, its expectations and
practices are challenging and requires a lot of hard work and, thus the need
for training and development will always be evident to meet up with these
challenges.
The use of the training model is usually
not exhaustive and thus there was need to investigate if this conglomerate does
likewise.
1.9 DEFINITIONS
OF TERMS
Organization
An organization of two or more people who
work together to accomplish an objective under authority and leadership.
Nwachukwu (1988).
Management
Is the process of planning, organizing,
leading and controlling the efforts of organization members and of using all
other organizational resources to achieve stated organizational objectives.
Stoner (1982).
Personnel
Management
The planning, organizing, directing and controlling
of the procurement, development, compensation, integration, maintenance, and
separation of human resources to the end that individual, organizational and
societal objective are accomplished. (Flippo1980).
Operative
One who has no authority over others but
has been given a specific task to perform under managerial supervision. Flippo
(1980).
Training
Planned programmes
designed to improve performance by non-managers to enable them perform specific
tasks such as operating machines, computer e.t.c. Casio (1989).
Development
Planned programmes designed to improve performance by managers to enable
them manage. Examples are skills and knowledge to negotiate with partners,
decision skills etc. Casio (1989).
Trainee
Employee
undergoing a planned training program. Okoye (1999).
Training
Need
Perceived or real skill deficiencies in employees which need updating,
correction and consolidating. Such needs must be in line with organization’s
objectives. Fisher (1996).
Training
Need Assessment
Systematic analysis of specific training
activities required by an organization to achieve its defined objectives.
Fisher (1996).
Managers
One who exercises authority and leadership
over other personnel. He is solely responsible for the achievement of the
over-all goal of the organization .Flippo (1980).
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Item Type: Project Material | Size: 57 pages | Chapters: 1-5
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