Download complete project materials on Utilization Of Training Consultants In The Development Of Office Professionals In Nigeria from chapter one to five
ABSTRACT
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The study was conducted to determine the utilization of training consultants in the development of office professionals in selected organizations in Kaduna metropolis. Four research questions were raised to address its objectives. The theoretical basis for the study was obtained through the review of related literature such as textbooks, journals, conference paper and internet facilities.
The population of the study is 42 and all was used as sample size due to its small size. The instrument used for the collection of data was questionnaire. 38 copies of questionnaires were dully filled and returned. The number was used for the analysis using mean statistical distribution table of Four Point Scale.
Based on the findings, the researcher concluded among others that multinational companies utilize training consultants in order to reduce risk involved in the process and to allow employees develop new talents that did not exist in the organization.
thus, the study recommends among others that Company executive management team should understand the risks involved in the use of training consultants and therefore sort for ways to overcome these risks and employees should enlightened on the importance of training consultants and its effect on the organizational value.
TABLE OF CONTENTS
TITLE PAGE. i
DECLARATION.. ii
APPROVAL PAGE. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
TABLE OF CONTENTS. vi
LIST OF TABLES. ix
ABSTRACT. x
CHAPTER ONE. 1
INTRODUCTION.. 1
1.1 Background of the Study. 1
1.2 Statement of the Problem.. 4
1.3 Purpose of the Study. 5
1.4 Research Question. 5
1.5 Significance of the Study. 6
1.6 Scope of the Study. 7
1.7 Limitations of the Study. 7
1.8 Definition of Terms. 8
CHAPTER TWO.. 9
REVIEW OF RELATED LITERATURE. 9
2.1 Training Consultants as a Concept 9
2.2 The Functions of Training Consultants. 11
2.3 Utilization of training consultants. 13
2.4 Reasons for Using Training Consultants. 15
2.5 Challenges faced for using training consultants. 18
2.6 Strategies for Dealing with the Challenges. 21
2.7 Summary of the chapter 23
CHAPTER THREE. 25
RESEARCH METHODOLOGY.. 25
3.0 Introduction. 25
3.1 Research Design. 25
3.2 Area of Study. 25
3.3 Population of the Study. 26
3.4 Sample Size and Sampling Techniques. 26
3.5 Instrument for Data Collection. 27
3.6 Validation of Instrument 27
3.7 Administration and Collection of the Instrument 27
3.8 Method of Data Analysis. 28
CHAPTER FOUR.. 29
DATA ANALYSIS AND INTERPRETATION.. 29
4.0 Introductions. 29
4.1 Data Presentation and Interpretation. 29
4.2 Major Findings. 37
4.3 Discussion on Findings. 40
CHAPTER FIVE. 42
SUMMARY CONCLUSION AND RECOMMENDATION.. 42
5.1 Summary. 42
5.2 Conclusion. 43
5.3 Recommendations. 44
5.4 Area for Further Studies. 45
REFERENCES. 46
QUESTIONNAIRE. 48
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Literally, consultancy means the act of consulting. It is the process of seeking the advice of a consultant. According to New Webster’s Collegiate Dictionary (2015) states that ‘to consult’ means ‘to ask advice of’ or ‘to seek the opinion of’ and – ‘consultant’ means ‘one who consults or gives expert advice’.
The World Book Millennium (2000) defines a consultant as “a person who gives professional or technical advice” and consultancy has been defined as “the work or business of a consultant”. However consultant is a word that is likely to be misunderstood until one becomes more fully aware of the many kinds of consultants. It is used in a generic sense and it gets the right meaning only when some prefixes are added like ‘management’, ‘technical’, ‘investment’, ‘tax’ etc.
According to Jha, (2010), a consultant is an independent and qualified person who provides professional service to individuals, organisations or business undertakings.Consultancy services are the services provided by an independent and qualifiedperson or persons to identify and investigate the problems concerned with policy, organisation, procedures and methods; recommending appropriate action and helping to implement these recommendation.
Apo Center for Excellence for Business Excellence (2011) sees training consultancy as a legal entity inform of agency who is charged with the responsibility of training employees of an organization for a particular fee. Training and development is seen as an organization deliberate effort aimed at equipping the employee for effective and efficient performance.
According to Armstrong (2014), training is an organizational deliberate effort directed towards maintaining and improving current job performance, while Development refers to efforts oriented towards improvement in relevance to future job.Development on the other hand is an unfolding process that enables people to progress from a present state of understanding and capability to a future state in which higher level skills, knowledge and competencies are required (Armstrong, 2014).
It has also been defined by Prasad (2006) as ‘learning experiences of any kind, where by individuals and groups acquire enhanced knowledge, skills, values or behaviour.
However, in practice the distinction between these two concepts. (Training and Development) is often blurred, mainly because upgrading the skills of employees on present job performance usually improve performance on current job.
Odiagbe (2008) sees an office professional as; a high caliber support staff who can be called upon to relieve a typical director or chief executive of some stress inducing workload, solve problems, represent him when necessary, organize the office, manage his tours and be a resource person or a reservoir of facts and information connected to the organization, She/he must be capable of using his/her initiative and good judgment at critical times”.
An office professional is also seen as one who is versed in the art and science of superintending office and machinery. The job entails a lot of initiatives and a compelling need to know as much as possible about everything in the organization. Base on this research work, an office professional can be said to be an office specialist who assist his/her executive, using his/her professional skills and expertise (Alegre et al, 2007).
Utilization is the primary method by which asset performance is measured and business success determined. In basic terms it is a measure of the actual revenue earned by assets against the potential revenue they could have earned. Utilization of training consultants is the use of training consultants in training and developing employees in order to increase performan
Some years back, retraining of employee is not so important as it seems so optional (Mabel &Olomukoro, 2012). But due to advancement in technology which has changed the direct role of a secretary to an office professional, more skills are required in order to handle modern office equipment, this gives rise to the utilization of training consultants for expertise in the training and development of employees in an organization.
1.2 Statement of the Problem
Consultants are mostly common in today’s world of business. This is because most business organization tends to outsourced certain aspect of their work to be done by expert. However, studies have shown that most organizationscontract their training and development programmes to consultants.
It has also been observed that some organizations do not have money to finance training through consultancy. While some consultants do not understand the training need of the individual professionals and that of the organizational objectives. Hence they office programs that fall short of the organizational needs.
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