The Impact of Manpower Training and Development on Workers Performance (a Case of Guinness Nigeria Plc, Benin City)
CHAPTER ONE
OBJECTIVES OF THE STUDY
The objectives of this study are to:-
- Identify the major purposes of training and development, as well as the Key internal and external influences on training.
- Ascertain the training and development policy in operation at Guinness Nigeria Plc.
- Outline and explain the training and development practices and processes including the assessment of training needs, an outline of training methods, and the processes of monitoring and evaluating the plan.
- Find out whether training and development schemes have positive effect on the performance of workers and productivity.
CHAPTER TWO
LITERATURE REVIEW
OVERVIEW OF TRAINING
One major area of the Human Resource Management function of particular relevance to the effective use of human resources is training and development. Few people these days would argue against the importance of training as a major influence on the success of an organization.
Employees are a crucial, but expensive resource. In order to sustain economic growth and effective performance, it is important to optimize the contribution of employees to the aims and goals of the organizations.
The importance of training as a central role of management has long been recognized by leading writers. For instance according to Drucker (1998), the one contribution a manager is uniquely expected to make is to give others vision and ability to perform. The general movement towards downsizing, flexible structures of organizations and the nature of management moving towards the devolution of power to the workforce give increasing emphasis to an environment of coaching and support. Training is necessary to ensure an adequate supply of staff that are technically and socially competent and capable of career development into specialist departments or management positions. There is therefore a continual need for the process of staff development, and training fulfils an important part of this process.
WHAT IS TRAINING?
According to Ivancevich et al (2001), training is the systematic process altering employee’s behavior to further organization goals.
According to Hellriegel and Slocum (1996), training is improving an employee’s skill to the point where he or she can do the current job.
Thomas (1988) defines training as ‘a process through which experiences are deliberately offered to trainees to enable them to absorb some new perspective, understanding, value, attitude, techniques or skills’.
Jones, George and Hill, (2000) believe that training primarily focuses on teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers.
In view of Chruden and Sherman Jnr (1980), training is any organizationally oriented procedure, which is intended to foster learning among organizational members.
Training according to Davar (1950), states that its main goal is “To induce a suitable change in the individual concerned”. It is “to bridge the gap between existing performance ability and desired performance”.
METHOD OF TRAINING AND DEVELOPMENT
Training and development methods are means through which ideas, skills or knowledge are impacted to learners in an organized manner. There are different types of training and development methods that are in use today. The methods of training and development are the same. These methods are usually grouped into two broad categories namely;
- On – the –job training and
- Off – the –job training
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
Methodology, which is the method of arriving at a reliable solution to problems through planned and systematic collection, analysis and interpretation of data.
The method employed in the collection of information for the purpose of the research is textbooks, questionnaire, oral interview, magazine, and journal and participation observation.
METHODOLOGY
Methodology is generally a guideline system for solving a problem, with specific components such as phases, tasks, methods, techniques and tools. It can be defined also as follows:
“The analysis of the principles of methods, rules, and postulates employed by a discipline”;
“The systematic study of methods that are, can be, or have been applied within a discipline”;
A methodology can be considered to include multiple methods, each as applied to various aspects of the whole scope of the methodology.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
Presentation and analysis of data was done through the use of tabular format and percentages. Interpretation was done based on the result of the simple percentage used.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
SUMMARY OF FINDINGS
The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the impact of Training and Development on public sector organizations using Guinness Nigeria Plc, Benin City as a case study.
CONCLUSION
The essence of training and development in organization cannot be over emphasized. It has been observed that training is very important in every aspect of an organization. It enhances the efficiency of staff, increases output and motivates employees for better performance. It has been discovered that training and human development are not isolated from human resources. Even in the advanced countries and in most computerized organization, training and development cannot be overlooked because; human are the ones to operate this equipment. Because of the fact that ours is a world that is currently undergoing rapid change particularly in the area of skill obsolescence and technological capability, training is not exclusively reserved for newly employed staff but also for the old employees as well.
RECOMMENDATION
The following recommendations are offered which in the opinion of the researcher may go along way in addressing issues relating to manpower training and development programme in organizations.
The organization should restructure their training by including administrative courses into it so that the high cost of going outside for similar courses will be minimized. There should be free flow of information to enable all the staff aware of the training and development programme available both internally and externally.
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