TRAINING AS AN EFFECTIVE TOOL FOR STAFF DEVELOPMENT IN AN ORGANIZATION (A CASES STUDY OF INTERNATIONAL BREWERIES PLC)
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
Table of contents vii
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
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
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
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
5.0 Summary 64
5.1 Conclusion 65
5.2 Recommendation 67
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..