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 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: workers participation in
decision making will have on significant difference in motivating them to higher
performance.
Hoi:
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.