TABLE OF CONTENT
Title Page
Certification
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER
ONE
INTRODUCTION
1.1
Background of the study
1.2
Statement of the problem
1.3
Objective/purpose of the study
1.4
Research Questions
1.5
Statement of Hypothesis
1.6
Significance of the study
1.7
Scope and limitation of the study
CHAPTER
TWO
REVIEW
OF RELATED LITERTURE
2.1
Theoretical framework for the study
2.2 Historical background
2.3 Current literature on theories post
Reference
CHAPTER
THREE
RESEARCH
DESIGN
3.1
Research Design
3.2
Sources of data
3.2.1 Primary sources of data
3.2.2 Secondary sources of data
3.3 Population of the study
3.4 Sample design and determination of
sample size
3.5 Methods of data collection
3.5.1 Questionnaire design, distribution and
collection of
responses
3.5.2 Secondary method of data collection
3.6 Method of data analysis
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.1
Data Presentation and Interpretation
4.2
Test of Hypothesis
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1
Summary of findings
5.2
Conclusion
5.3
Recommendation
Bibliography
Appendix
Questionnaire
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Manpower training and development must be based on a need analysis
derived from a comparison of “actual performance’’ and behavior with “required
performance’’ and behavior. Manpower training and development is one of the
major ways organization invests in the workforce for greater return today and
even in the foreseeable future.
Organizational effectiveness rests on the efficient and effective
performance of workforce that makeup the organization. The efficient and
effective performance of the workforce inturn, rest on the richness of the
knowledge, skills and abilities possessed by the workforce. Manpower training
and development in most organizations is a continuous act/exercise. The
inexorable march of time and the ceaseless glamour for social change combine to
make adaptability and continuing preparation of the workforce as inevitable as
the initial acquisition of knowledge and skills. This cannot happen if
employees training and development do not occur in an enterprise. In other to
maximize the productivity and efficiency of the organization, every executive,
manager or supervisor in a public or private organization has the
responsibility and indeed the bounding duty to ensure the development of their
employees who have requisite knowledge and expertise.
Training is like sharpening an existing skill in order to reflect the
trends in technology and other social –cultural environmental changes of an
organization. Productivity is the goal of today’s competitive business world
and training can be a spring board to enhance productivity. The aim is to
enable them contribute their full measure to the welfare, health and
development of the organization (onah 1993). The main objective of training and
development in service organization is to increase efficiency of employees with
the resulting increase in corporate productivity. This accounts for why a large
number of fund and time is expected by organization at one period or the order
in the improvement of the skills of their employees at various levels.
The
principal intention of training according to AKPAN (1982:128), is to equip
people with the knowledge required to qualify them for a particular position of
employment, or to improve their skills and efficiency in the position they already
hold.
Manpower development on the other hand, implies growth and the
acquisition of wide experience for future strategic advantages of the
organization.
Manpower training and development therefore, improves the effectiveness
and efficiency of the employee. Therefore, the aim of this research is to know
the current state, nature, procedure and method of training and development
used by the power holding company of Nigeria (PHCN) for their employees and
let’s not forget that any organization that has no plan for the training and
development of its staff is less than dynamic for learning is a continuous
process and acquired skills get obsolete when the environment changes. Also, a
popular caption in the field of personnel management says, “If you think
training and development are expensive try ignorance’’. While training and
development prosper organization, ignorance destroys it. Therefore, workers
like machines must be updated on constant basis or else, they end up becoming
obsolete or misfit.
1.2 STATEMENT OF THE PROBLEM
This research as it
deals with the training and development of employees in service organizations
is intended to find out the efficiency and effectiveness of training and
development programme in service organization with reference to power holding
company of Nigeria (PHCN) Enugu Zone. Since power holding company of Nigeria
(PHCN) is an organization governing the use of electricity in Nigeria serves as
a source of electricity supply, distribution and maintenance round the Nation.
For this reason, it encounters numerous problems which range from:
1) Lack
of qualified instructors and consultants to undertake training courses,
2) Lack
of essential training tools, to
3) Lack
of effective communication within the organization which makes it impossible
for most employees to know about training opportunities available to them.
1.3 OBJECTIVES /PURPOSE OF THE STUDY
The
purpose for this research is to probe into the evaluation of the effect of
manpower training and development in service organization using power holding
company of Nigeria (PHCN) Enugu Zone as a case study with a view to find out
how the organization is performing in terms of its employees training and
development.
The following are the specific objectives of the
study:
i)
To highlight the advantages of
employees training and development in service organization.
ii)
To examine the current training and
development of employees in the organization and PHCN Enugu Zone in particular
iii)
To increase the general knowledge and
understanding of individual member.
iv)
To recommend appropriate measures that
could help improve the current manpower training program.
v)
To increase efficiency and
effectiveness of employees with the resulting increase in corporate
productivity.
1.4 RESEARCH QUESTION
a)
What method of training and development does
your organization use?
b) What is the category of staff level in your
organization (PHCN)?
c)
What is the major problem in the
organization?
1.5 STATEMENT OF HYPOTHESIS
Here, Hi and Ho below represent the
alternative hypothesis and null hypothesis respectively.
HYPOTHESIS
ONE
Hi: Training and development improve productivity
and better performance.
Ho: Training and development does not improve
productivity and better performance.
HYPOTHESIS
TWO
Hi:
Training and development improve skills and
knowledge of manpower in service
organization.
Ho:
Training and development do not improve skills
and knowledge of manpower in service
organization.
1.6 SIGNIFICANCE OF THE STUDY
The research will be beneficial to all
service organization especially power holding company of Nigeria (PHCN) Enugu
and their staff as it emphasized the need and encourage the establishment of
policy guidelines on the efficient and effective training and development
porgramme.
It will help managers of various
organizations to generate ideas and solution to problems based on the best way
to run training in their organization in order to achieve desired goals and
objectives.
It will equally be useful to small scale
business, large corporations, universities, college of education and to the
government.
It will also help researchers to know
more about training programme as a tool for improving employees’ performance.
Finally, it will be of great value to
students as a point of reference and will equally form the basis for further
research study.
1.7 SCOPE AND LIMITATION OF THE STUDY
The scope of this study although very
wide if it has been carried out in the entire service organization. For this
reason, it was necessary to have a concentrated area of study which was
restricted to the evaluation of the effect of manpower training and development
in service organization using power holding company of Nigeria (PHCN) Enugu
Zone as the case study.
Its major limitation was the problem of
getting information from the institution under study. As a parastatals, there
is always the fear of giving out information to the public as such, vital
information needed was not readily available.
Time equally would not be left out;
getting permition to leave school and the issue of finance cannot be ignored as
much was spent in procuring materials. However, with fact and judicial use of
the limited resources, reasonable analyses have been carried out in this
research work.