Download complete project materials on Impact Of Training On Office Professionals’ Productivity In An Organization from chapter one to five
ABSTRACT
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The study examines the impact of training on office professionals’ productivity in selected organizations in Kaduna metropolis. The theoretical basis for the study was done through the review of related literature from textbooks, journals, periodic, conference papers and internet. The entire population of 132 respondents was used for the study in view of the small size involved.
A set of questionnaire was used as instrument for data collection. Data were analyzed using mean statistical tool of the Four Point Likert Scale. The findings of the study revealed that training has positive impact on the productivity of office professionals as it helps to reduce cost of supervision and makes them flexible in performing diver task as well as enabling them to be secured to face challenges especially in the organization where skills are highly valued.
Thus, the study recommends among others that management of organizations should adopt organizational policies that will encourage both on-the-job and off-the-job training so as to improve their office professionals’ performance day-by-day.
TABLE OF CONTENTS
TITLE PAGE
DECLARATION
APPROVAL PAGE
DEDICATION
ACKNOWLEDGEMENT
TABLE OF CONTENTS
LIST OF TABLES
ABSTRACT
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitations of the Study
1.8 Definition of Terms
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Meaning of Training
2.2 Meaning of Office Professional
2.3 Meaning of Productivity
2.4 Importance of Training to the functions of Office Professionals
2.5 Methods of Training that can influence Office Professionals’ Performance
2.6 Factors Militating against the Training Needs of Office Professionals in an Organization
2.7 Ways in which training can be used to enhance the performance of office professionals
2.8 Summary of the Review
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Design
3.2 Area of the Study
3.3 Population of the Study
3.4 Sample and Sampling Technique
3.5 Instruments for Data collection
3.6 Validation of the Instrument
3.7 Administration of the Instrument
3.8 Method of Data Analysis Techniques
CHAPTER FOUR
DATA ANALYSIS AND INTERPRETATION
4.1 Data Analysis and Interpretation
4.2 Major Findings
4.3 Discussion of Findings
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusions
5.3 Recommendations
5.4 Areas for Further Research
REFERENCES
APPENDIX I
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The ever changing environment in acontemporary business organizationhas placed demand on managers to seek for tools that would enable them to survive and be relevant.To accomplish this organizations require the abilities of achieving excellence with competitive advantage which scholars have discovered is made possible through human resources above all other resources.
This advantage can however be realized when the human resources are fully trained in order to be able to manage other organizational resources (Saba &Fizza, 2015). The continue hue and cry among employers of labour on difficulties to achieve set goals and complaints by employees on inability to meet organizational requirement show ever, suggests challenges in the areas of trainingperhaps due to faulty selection procedures and staff development policies.
Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees (Sabir, Akhtar, Bukhari, Nasir & Ahmed, 2014).
Training is aboutknowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of Knowledge, Skills, and Abilities (KSA) through professional development (Brotherton and Evans, 2010). Some commentators use a similar term for workplace learning to improve performance – “training and development”.
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