(+234)07060722008 
sales@graciousnaija.com
HUMAN RESOURCE TRAINING (ETD) AND
ORGANIZATIONAL PERFORMANCE
ABSTRACT
This research study investigated human
resources training and development practices in a business organization. The
purpose of this study was to find out if training and development programs in
business organization have impact on organizational performance. This study was
descriptive. Survey methods were used to generate data for analysis. Some
hypotheses were formulated to guide the major activities of this study.
The major findings of this study were as
follows:-
i.
Training
and development improve performance.
ii.
Training
and development improve employee motivation.
iii.
SCOA
Nigeria Plc use mostly on-the-job training, apprenticeship development, special
cases to train and develop their workers.
The major conclusion of this study is
that training and development programs are very important to business
organization in relationship to improvement of organizational performance.
The following recommendations have been
made for improvement:
a. Management
should finance training and development programs adequately
b. Experts
training and development staff should be employed, etc.
Chapter One
Introduction
1.1 Conceptual Framework
The conceptual framework for this study
is based on personnel management as a field of study. According to Flippo
(1986), personnel management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance and separation of human resource to the end that individual,
organizational and societal objectives are accomplished. From the above
definition of human resource management, it can be observed that personnel
management involves two (2) major types of activities. These are managerial
functions of personnel management and operative functions of personnel
management.
Managerial
functions of personnel management involves:-
1. Human
resources planning
2. Organizing
human resources
3. Directing
human resources
4. Controlling
human resources
The second function of personnel
management involves the operative function of personnel management. They
involve the following activities.
1. Procurement
of human resource
2. Development
of human resource
3. Compensation
of human resource
4. Integration
of human resource
5. Maintenance of human resource
6. Separation
or disengagement of human resource.
The present study falls within the
operative function of development of human resource. This will be discussed in
details in chapter 2 which deals on theoretical framework for this study.
1.2 Background
of Research Problem
Organizations are founded and built on two fundamental forces – people and goals. Recently, organizations have come to realize that people are their most valuable resource or assets. The success or failure of every organization still depends to a large extent on the quality and level of motivation of its workforce. People are the causative factor that begin and impose change and transformation on the other factors of production, Onukogu (1982). According to him; human resources need thoughtful provision, utilization and preservation. This consideration has led experts to focus more on people at work and their nature. But what is the nature of people at work (i.e. pursuing the goals of the organization).
1.3 Statement
of Problem
The statement of problem in this study
is that poor training and development program affect organizational performance
negatively which, as a result of poor assessment phase, lead to poor training
and development in employees. To what extent are resources committed to
training and development? Does the organization in question have adequate
facilities and personnel for training and development
1.4
Objectives of the Study
1. To
ascertain if organizations commit adequate human and material resources towards
training and development activities.
2. To
identify the human resources training and development strategies adopted by
SCOA Nigeria Plc.
3. To
determine if these training and development activities improve organizational
performance and employee motivation.
4. To
ascertain the quality of training and development delivered in terms of its
financing.
5. To
recommend how training and development program can be improved to meet its
objectives and that of the organization in question.
HUMAN RESOURCE TRAINING (ETD) AND ORGANIZATIONAL PERFORMANCE
NB: The Complete Masters Project Topics in Business Administration Thesis is well written and ready to use.
