Download complete project materials on Training And Development As A Tool For Employee Performance In An Organization from chapter one to five
ABSTRACT
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This research was carried out on training and development in Kaduna refining and petrochemical company limited Kaduna. The research reviewed related literatures and opinion of some authors in the field of human resource training and development. Based on this documented facts the researcher has thrown light on how to evaluate training and development.
Training and development setting of standard,.performance measurement, corrective measures involved for employees. The researcher collected information through the questionnaire, the information collected and analyzed were interpreted using chi-square method. The data collected and analyzed were presented in the fourth chapter as well as testing the hypothesis, the result of the findings were also presented. From the findings, it was discovered that training and development increases employee’s productivity.
It was recommended that training and development should in such a way that it will be of the organization’s best interest; training and development should be carried out by specialists or experts who are able to master both intellectual demand of the job as well as the psychological aspect of the job; the management should adopt a standard policy with regards to the selection of its human resources that are due for which the training program can be evaluated.
TABLE OF CONTENTS
Title page
Declaration
Approval page
Dedication
Acknowledgement
Table of content
Abstract
Chapter One: Introduction
1.1Â Â Â Â Background of the Study
1.2Â Â Â Â Statement of the Problem
1.3Â Â Â Â Objectives of the study
1.4Â Â Â Â Statement of Hypothesis
1.5Â Â Â Â Significance of the Study
1.6Â Â Â Â Scope of the Study
1.7Â Â Â Â Limitations of the Study
1.8Â Â Â Â Historical Background of the Case Study
1.9Â Â Â Â Definition of Terms
Chapter Two: Literature Review
2.1Â Â Â Â Introduction
2.2Â Â Â Â Concept of Training
2.3Â Â Â Â Need for Training and Development
2.4Â Â Â Â Types of Training
2.5Â Â Â Â Purpose of Training and Development
2.6Â Â Â Â Training Process
2.7Â Â Â Â Development Process
2.8Â Â Â Â Development Techniques
2.9Â Â Â Â Problems of Training and Development of KRPC Staff
Chapter Three:
Research Methodology
3.1Â Â Â Â Research Design
3.2Â Â Â Â Population of the Study
3.3Â Â Â Â Sample Size and Sampling Techniques
3.4Â Â Â Â Methods of Gathering Data
3.5Â Â Â Â Justification for the Method Used
3.6Â Â Â Â Methods of Data Analysis
3.7Â Â Â Â Justification for the Instrument Used
Chapter Four:
Data Presentation and Analysis
4.1Â Â Â Â Data Presentation
4.2Â Â Â Â Data Analysis
4.3Â Â Â Â Testing Hypothesis
Chapter Five:
Summary of Findings, Conclusion and Recommendations
5.1Â Â Â Â Summary of Findings
5.2Â Â Â Â Conclusions
5.3Â Â Â Â Recommendations
References
Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training refers to the teaching or learning activities carried on for the primary purpose of helping the organization acquire and apply the knowledge, ability, skill and attitude needed by the organization.
Training and development of an employee cannot be over looked especially in Kaduna refining and petrochemical company as it forms the umbilical of proficiency and greater efficiency which remain the trademark of any organization.
Broadly speaking, training is the Act of increasing knowledge and skill of an employee in doing a particular job.
Acceding to Farland(2011) training is the term used to describe the process through which organization build the skill and abilities of non- managerial employee. Development on the other hand includes the process by which manager and executive acquire not only the skill but competence in their present job but also capacity for future managerial task increasing scope.
Development is not as specific that it is used in relation to the process of helping management improve the managerial administrative skill and decision making process, qualities, and competences and achieving motivational and consequently productivity of employer. Training tends to be connected with non- managerial employee while development refers to managerial staff.
1.2 Statement of the Problem
Competition has affectedemployee’s effective and efficient performance hence; they are not having required skills, knowledge attitude and the technical know-how to enhance their professional performance at their job level.
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