ABSTRACT
The
need for improved productivity has become universally accepted and that it
depends on efficient and effective training is not less apparent. It has
further become necessary in view of advancement in modern world to invest in
training and development. Thus, this study attempts to explore the roles,
functions and performance of effective personnel management in a developed
organization. Human resources training and development helps to ensure that
staff (manpower) possess the knowledge and skills they need to perform their
job effectively for organization to grow. The findings and suggestions made are
therefore intended to aid in the impact of manpower training and development on
organization performance Particularly in Unilever Nigeria Plc. This research
work is divided into five chapters; chapter one deals with the general
introduction of topic, chapter two deals with review of relevant literatures.
Chapter three and four also focus of the research methodology, presentation and
analysis of data while chapter five deals with the summary of findings,
conclusion, recommendation, limitation of the study and suggestion for further
studies.
TABLE OF CONTENTS
PAGES
Title
Page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table
of Contents vi
CHAPTER ONE
1.0
Introduction 1
1.1 Background of the Study 1
1.2 Aim and Objectives of the Study 2
1.3 Statement of the Problem 3
1.4 Research Questions 4
1.5 Research Hypotheses 5
1.6 Scope of the Study 5
1.7 Limitation of the Study 7
1.8 Historical Background of Unilever Nigeria Plc
1.8 Definition of Terms
References
CHAPTER TWO
2.0 Literature Review 14
2.1 Introduction 14
2.2 Conceptual Framework 15
2.3 Objectives of Manpower Training and
Development 17
2.4.1 Training 17
2.4.2 Development 19
2.4.3 Manpower Training and Development Versus
20
Organization
Performance
2.5 Methods of Manpower Training and Development 21
2.6 Types of Training And Manpower Development
Programmes 22
2.7 The Need for Manpower Training and
Development 23
2.8 Problems Training and Development Can
Solve
in an Organization 24
2.9 Process of Training And Development 25
2.10 Training, Performance and Production 27
2.11 Approaches to Training 27
2.12 Summary 28
CHAPTER THREE
3.0
Research Methodology 30
3.1 Introduction 30
3.2 Re-Statement of Research Questions
and Hypothesis 30
33 Research Design 31
3.4 Characteristics of the Research Population 32
3.5 Sampling Size and Sampling Procedures 32
3.6 Selection of Data/Data Collection Method 33
3.7 Research Instruments 33
3.8
Statistical Analysis and Procedure 34
3.9 Limitation of Methodology 39
Reference
CHAPTER FOUR
4.0 Data Presentation and Analysis 36
4.1 Introduction 36
4.2 Administration of Questionnaires 36
4.3 Respondents Characteristics and
Classifications 36
4.4 Presentation and Analysis of Data
(Research
Questions) 40
4.5 Test of Hypotheses 48
4.6 Discussion of Findings 56
Reference
CHAPTER FIVE
5.0 Summary, Conclusion and Recommendation 57
5.1 Summary 57
5.2 Conclusion 58
5.3 Recommendation 59
5.4 Limitations of Study 60
5.5 Suggestion for Further Studies 60
Bibliography 62
Appendixes 65
CHAPTER
ONE
INTRODUCTION
1.1. BACKGROUND OF THE STUDY
There
are various factors that contribute to the success of any organization, these
factors include; Capital, equipment, land, manpower etc. All these factors are important
but the most significant factor is the human factor. For example, money may be
scarce and difficult to come but once you get it, you must have good people
around to manage it otherwise a huge amount can disappear into thin air and
this can spell down for the organization in question. In the same vein, land
may be expensive and the location may be fraught with problems. Since it is the
people that will put the other resources to work, it should be viewed as such
by management by giving it due attention in order to achieve its organizational
goals and objectives. This implies that the employees within an organization,
in order to perform their duties and make meaningful contribution to the
attainment of such organizational goals need to acquire the relevant skills and
knowledge.
Manpower
training is therefore aimed at ensuring that the right person is available for
the right job at the right time. This involves formulating a forward looking
plan to ensure that the necessary human effort to make it possible for the
survival and growth of any organization, it therefore, becomes paramount to
develop the employee.
Manpower
Development is a process of intellectual and emotional achievement through
providing the means by which people can grow on their jobs. It relates to
series of activities which an enterprise would embark upon to improve its
managerial capacity.
Manpower
training and development constitute one of the major cardinal areas of
personnel management which no organization can afford to toy with. It takes a
well trained workforce to have high quality products, all things being equal.
Of all the factors of production, man seems to be only factor that cannot be
used in its crude form. It has to be refined through training to get the best
out of it.
Therefore,
any organization who undermines the prominent position which training occupies
in the development of a virile workforce may jeopardize its chances of
surviving in the keenly competitive environment.
1.2 AIM AND OBJECTIVES OF THE STUDY
The main objective of this study is to determine
the impact of manpower training and development on organization performance of
Unilever Pic. The specific objective of the study is to:
i.
To provide for the future manpower
needs of the organization quantitatively and qualitatively in terms of skills,
numbers and ages.
ii. Estimation of the cost of human resources
iii. Find out whether training and development
scheme have positive impact on the performance and productivity of works.
iv. Proffer solutions to the identified problems
v.
To minimize imbalances due to
non-availability of human resources of the right kind, right number in the
right time and right place.
1.3. STATEMENT OF THE PROBLEM
The
human resources (manpower) is considered the most critical to any
organizational survival with adequate supply of materials and financial
resources that utilizes these available resources to bring about the desired
goals.
However,
most organization plans meticulously for their investment in physical and
capital resources and these plans are received with utmost attention to detail
while rarely do such organizations pay attention to human investment in which
without it, the capital and equipment will be in vain. Not many organizations
consider the necessity for a well defined and sustained training and
development for staff in order to upgrade their performance or they are not
able to cope financially with training and development programmes. The very few
organizations that give thought to this very important aspect of staffing
function do so with lack of seriousness, all round attention and continuity.
The programmes are carried out not only once in a blue moon but are also lopsided
in terms of content and staff participation. As a result of this lackadaisical
attitude of management towards manpower training and development had resulted
to a progressive decline in the ability of manpower to cope with the challenges
that attend the over unfolding new, dispensation in the organization.
It
has also been discovered that the employees lacks the right attitude to
training because they considered it as hectic and stressful. And this problem
could also pose a threat to labour turnover.
It
is against this background that the researcher considered the impact of
manpower training and development on organisation performance, however the
researcher used Unilever Nigeria.
Plc as a reference.
1.4 RESEARCH QUESTIONS
This
study shall address itself to the following research questions.
i.
Does Manpower Training and
Development has an effect on organizational performance?
ii. Does Manpower Training and Development
reduce labour and organizational growth?