Sunday, 24 July 2016

An Evaluation Of The Effect Of Manpower Training And Development



CHAPTER ONE
INTRODUCTION
1.1   BACKGROUND STATEMENT
Manpower training and development must be based on a need analysis derived from a comparison of “actual’ performance” and behavior with “required performance” and behavior manpower training and development is one of the major ways organization invests in the work force for greater return today and even in the foreseeable future.

       
Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the work forces in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills.

This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed bounding duty to ensure the development of their employees who have requisite knowledge and expertise.

Training is like sharpening and existing skill in order to reflect the trends in technology and other social — cultural environmental changes of organization productivity is the goal of today’s competitive business world and training can be spring board to enhance productivity.

The aim is to enable them contribute their full measure to the welfare, health and development of the organization (Onah 1993). The main objective of training and development in service organization is to increase efficiency of employees with the resulting increase in corporate productivity. This accounts for why a large number of funds and time is expected by organization at one period or the other in the improvement of the skills of their employees at various levels.

The principal intention of training according to AKPAN (1982:128) is to equip people with the knowledge required to qualify them for a particular position of employment or to improve their skills and efficiency in the position they already hold.

Manpower development on the other hand, implies growth and the acquisition of wide experience for future strategic advantages of the organization.

Manpower training and development therefore, improves the effectiveness and efficiency of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of training and development used by the Power Holding Company of Nigeria (PHCN) for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think training and development are expensive try ignorance”. While training and development prosper organization, ignorance destroys it.

Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.

1.2 STATEMENT OF THE PROBLEM
This research as it deals with the training and development of employees in service organizations is intended to find out the efficiency and effectiveness of training and development. Programme in service organization with reference to Power Holding Company of Nigeria (PHCN) is an organization governing the use of electricity supply distribution and maintenance round the nation. For this reason, it encounters numerous problems which range from:
1. Lack of qualified instructors and consultants to undertake training courses,
2. Lack of essential training tools to
3. Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them.

1.3 OBJECTIVES/PURPOSE OF THE STUDY
The purpose for this research is to probe into the evaluation of the effect of manpower training and development in service organization using Power Holding Company of Nigeria (PHCN) Enugu Zone as a case study with a view to find out how the organization is performing in terms of its employees training and development.

The following are the specific objectives of the study:
i. To highlight the advantages of employees training and development in service organization.
ii.To examine the current training and the development of employees in the organization and PHCN Enugu Zone in particular.
iii. To increase the general knowledge and understanding of individual member
iv.To recommend appropriate measures that could help improve the current manpower training program.
v. To increase efficiency and effectiveness of employer with the resulting increase in corporate productivity.

1.4 RESEARCH QUESTIONS 
a.What method of training and development does your organization use?
b.What is the category of staff level in your organization (PHCN)?
c.What is the major problem in the organization?

1.5 STATEMENT OF HYPOTHESIS
Here, H and Ho below represent the alternative hypothesis and null hypothesis respectively.

Hypothesis One
H1: Training and development improve productivity and better performance
H: Training and development does not improve productivity and better performance.

Hypothesis Two
H1: Training and development improve skills and knowledge of manpower in service organization.
H: Training and development do not improve skills and knowledge of manpower in service organization.

1.6 SIGNIFICANCE OF THE STUDY
The research will be beneficial to all service organization especially Power Holding Company of Nigeria (PHCN) and their staff as it emphasized the need and encourage the establishment or policy guidelines on the efficient and effective training and development programme.


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