Download complete project materials on The Impact Of Training And Development On Employees’ Performance In An Organisation from chapter one to five
TABLE OF CONTENT
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Title page
Approval page
Declaration
Table of content
CHAPTER ONE: INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Statement of Hypothesis
1.5 Significance of the study
1.6 Scope of the study
1.7 Limitation of the study
1.8 Historical Background of the case study
1.9 Definition of the terms
CHAPTER TWO: LITERATURE REVIEW
2.1 Meaning of training and development
2.2 Benefits of training and development
2.3 Information presentation Techniques
2.4 The impact of training and Development on employee performance
2.5 Analysis of the training need
2.6 Methods of training
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research design
3.2 Research population
3.3 Sample size and sampling techniques
3.4 Method of gathering data
3.5 Justification of method used
3.6 Method of data analysis
3.7 Justification of instrument used
References
Appendix
CHAPTER ONE
INTRODUCTION
1.1 Background Of The Study
Employee training and development are at the heart of the employee utilization, productivity, commitment, motivation and growth. Many employee’s have failed in an organization, not because they cannot do better but because what could bring out what they have in them to achieve organizational set goals was not properly indentified and provided, that is training and development.
It is a known fact that organization can not operate effectively without training and development of staff because no system of recruitment and selection flawless that it will produce employees who would not require training and development from the employers who have been on the job. To increase productivity of workers and organizational output depends largely on training and development of their staffs.
The complex change in employees attitudes, value system, government regulations and guidelines concerning employees matters has not only increased task of organizing and administering human resources but has gradually assumed complex dimension.
The impact of training and development cannot be over emphasized in any organization. It is quite obvious to argue that managers formed the bed rock of an organization; Management has become one of the most vital factors that determine the progress as well as the success of an organization towards achieving its objectives.
Training is not an end to itself purpose, is to improve present job performance. It can therefore be described as any procedure that will ensure improvement of the employee skills knowledge and abilities required to perform his or her job. Accordingly training is often thought as something which occurs in a classroom or in the job encounter between someone who is teaching and someone who is bean taught, it implies that one person to another is doing something.
In term of modern learning theory, this view is greatly over simplified as well as in accurate. Training is more appropriate thought as part of leaning process. Learning itself cant be observed but must be inferred from behavior that resulted from experience.
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But development is measured in terms of quality in the improvement of the mental, physical and physiological well being of the employee involved, this should be distinguished from growth which aims at achieving increase in quality staff development, provide employees to carry-out task or responsibilities effectively without delaying on his supervisors ability and instructions.
Also training helps organization to meet their human resource needs and ensure that the organization employees are ready to meet future challenges and it is aimed at enhancing specific skills for a specific job, while development is aimed at providing new ideas and concept that may be useful for present and future jobs.
The study aimed at examining whether not training workers performance and contribution to organization effectiveness.
Training tends to deals with factual and relatively and structured learning materials having often used in reference to programmes for above ranking employees, while development is deserted for higher ranking employees.
1.2 Statement Of The Problem
To solve a problem, one must be able to identify the problems and to know what the problem is all about. Once a problem is duly defined, it can easily be dealt with.
Therefore in conducting a research on the impact of training and development on the employee performance of Kaduna Electricity Distribution Company (KAEDCO) Kaduna Zonal office. The following are the problem identified below:
1. The above mentioned organization is faced with the problem of administration and record management.
2. Lack of proper measuring devices, working tools and equipments.
3. Delay in the receipt of important stored documents like copies of LPO or supplier by stores department.
4. Inefficient supervision of stores accounting function by station accountant and their assistant also face huge challenge to smooth operations.
5. Lack of adequate storage space, an lack of adequate security.
6. The caliber of staff managing the stores was generally low.
7. Storage of training material for the staff.
8. Lack of quality standard, this make the power supply shortage and failure of supply against what is expected.
9. Here are other problems: Cost, urgency, availability of space and lack of good or qualitative instrument, lack of qualitative instructors and training materials not available for on-the-job training.
The above stated problems have been observed and could be traced to the inability of the organization to properly train its employees to the level which their performance in operating most of the newly installed plants and maintenance of machine requiring highly skilled operators for effecfctive supply of owner to their customers.
1.3 Objectives Of The Study
The extent KAEDCO has gone in providing training and development of their employees. The objectives can be Itemize through the following:
To examine the relative importance of training and development of employee performance most especially in Kaduna Electric Distribution Company (KAEDCO).
To also look at the structure and function of KAEDCO and to identify the extent problems associated with the training and development in KAEDCO and the organization compliance with the needs of training and development of their staff in order to enhance their productivity.
1.4 Statement Of The Hypothesis
Hypothesis could be described as a conjectural statement of the relation between two or more variables. Hypothesis are always in a declarative form of sentence and they relate either generally or specifically between variables.
Ho: Staff training and development do not have significant impact on employee’s performance.
H1: Staff training and development has significant impact on employees performance.
1.5 Significance Of The Study
The significance of the study is to examine the impact of training and development of the employee’s performance of Kaduna Electricity Distribution Company (KAEDCO) . Since it was established by Decree No 24, on 24th June 1971. Every nation depends seriously on electricity, which all the industrialized nation traditionally take very serious. The significance also includes the examination of the impact of training and development on employee’s performance in all its entity.
The researcher is of the option that the study will no doubt contribute positively towards making our organization more willingly to actively engage in the training and development of their employee in order to increase their productivity and to tap from the wealth of experience and knowledge they acquire through the training they have attended.
1.6 Scope Of The Study
This study focuses on the impact of training and development on employees performance using Kaduna electricity distribution company as a case study, will be possible to extend it to other organization to get data from the office of Kaduna Electricity Distribution Company “KAEDCO”
1.7 Limitations Of The Study
The study is limited by the following factors:-
Resources: the resource at disposal of the research was financially and materially limited and account for the limitation of work.
Access of Document: lack of access to official document was due to administrative bureaucracy.
A lot of difficulties were encountered on the process of collecting data, these difficulties serve as constraint on the available data for this study especially in the area of financial records and other strategic information.
Time: considerable time is one of the constraint or barrier of this research work as a researcher and a student, it will not be possible to cover the company in the mouth.
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