AN EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS
(A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) PLC ENUGU ZONE)
ABSTRACT
This
research work was designed to study training and development of
employees in service organization. This study titled “An Evaluation of
the effect of manpower training and development in service
organizations. A case study of power holding company of Nigeria (PHCN)
PLC Enugu Zone is of/with the view of finding out the way by which
training and development can be conducted. The objective of the study is
to highlight the advantages of human resource training and development
and recommend an appropriate measure that could help improve the current
human resource training programmes. Relevant data for this research
work were collected from both primary source and secondary source of
data. A descriptive method was used for this study. The total population
of the staff in the organization is 250 out of which questionnaires
were drawn from staff of the organization which constitute a sample size
of 154. The statistical instrument used in testing the validity of the
hypothesis was chi – square. Among the major findings of the work was
that training and development programme improve productivity and better
performance. The research therefore recommended that there should be a
free flow of information to enable all the staff to be aware of the
training and development programme available to them both internally and
externally.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
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 workforce 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 workforce inturn, 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
the bounding duty to ensure the development of their employees who have
requisite knowledge and expertise.
Training is like sharpening an existing skill in order to reflect the
trends in technology and other social –cultural environmental changes of
an organization. Productivity is the goal of today’s competitive
business world and training can be a 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 fund and
time is expected by organization at one period or the order 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)
Enugu Zone. Since power holding company of Nigeria (PHCN) is an
organization governing the use of electricity in Nigeria serves as a
source of electricity supply, distribution and maintenance round the
Nation. For this reason, it encounters numerous problems which range
from:
- Lack of qualified instructors and consultants to undertake training courses,
- Lack of essential training tools, to
- Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them.
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:
- To highlight the advantages of employees training and development in service organization.
- To examine the current training and development of employees in the organization and PHCN Enugu Zone in particular
- To increase the general knowledge and understanding of individual member.
- To recommend appropriate measures that could help improve the current manpower training program.
- To increase efficiency and effectiveness of employees with the resulting increase in corporate productivity.
- What method of training and development does your organization use?
- What is the category of staff level in your organization (PHCN)?
- What is the major problem in the organization?
Here, Hi and Ho below represent the alternative hypothesis and null hypothesis respectively.
HYPOTHESIS ONE
Hi: Training and development improve productivity
and better performance.
Ho: Training and development does not improve
productivity and better performance.
HYPOTHESIS TWO
Hi: Training and development improve skills and
knowledge of manpower in service organization.
Ho: 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) Enugu and their staff as it
emphasized the need and encourage the establishment of policy guidelines
on the efficient and effective training and development porgramme.
It
will help managers of various organizations to generate ideas and
solution to problems based on the best way to run training in their
organization in order to achieve desired goals and objectives.
It
will equally be useful to small scale business, large corporations,
universities, college of education and to the government.
It will also help researchers to know more about training programme as a tool for improving employees’ performance.
Finally, it will be of great value to students as a point of reference
and will equally form the basis for further research study.
1.7 SCOPE AND LIMITATION OF THE STUDY
The scope of this study although very wide if it has been carried out in
the entire service organization. For this reason, it was necessary to
have a concentrated area of study which was restricted to the evaluation
of the effect of manpower training and development in service
organization using power holding company of Nigeria (PHCN) Enugu Zone as
the case study.
Its
major limitation was the problem of getting information from the
institution under study. As a parastatals, there is always the fear of
giving out information to the public as such, vital information needed
was not readily available.
Time equally would not be left out; getting permition to leave school
and the issue of finance cannot be ignored as much was spent in
procuring materials. However, with fact and judicial use of the limited
resources, reasonable analyses have been carried out in this research
work.
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