ABSTRACT
Staff induction and
training programmes have become indispensable tools in sharpening the skills,
knowledge and attitude of employees to make them contribute effectively towards
the attainment of organizational goals.
Training is beneficial
to all parties to it. Management uses it to boost the overall productivity and
efficiency of their organization. Trainees achieve personal growth and
development, as well as other benefits from training. On the otherside, trainer
gain greater knowledge and experience by participating in training.
With respect to the
foregoing, this study is undertaken with the aim to evaluate training programes
as means of improving workers efficiency among establishments.
The work s comprised of
three chapters. Introduction occupies chapter one, which also contains the
background of the subject matter, problems associated with the subject matter,
problems that the study will be concerned with, and the importance of the
studying the area.
Chapter two is the
literature review. It also treats the origin of subject area, the school of
thought relevant to the problem of study, and the different methods of studying
the problems.
The last chapter is
chapter three, the conclusion it comprises data presentation, which shows
tastes containing the staff induction and training programmes of Milo Express
Company, Enugu from 1999 to 2003, analysis of the data and recommendations.
Finally, there are
references at the end of each chapter. This is done with the intension to keep
with the ethical rule in researching, that is giving credit to whom it belongs
TABLE OF CONTENT
CHAPTER ONE
INTRODUCTION
1.1 GENERAL
BACKGROUND TO THE SUBJECT MATTER
1.2 PROBLEM
ASSOCIATED WITH THE
SUBJECT
MATTER
1.3 PROBLEM
THAT THE STUDY WILL BE -
CONCERNED
WITH
1.4 THE
IMPORTANCE OF STUDYING THE AREA
1.5 DEFINITION
OF IMPORTANCE
TERMS
1.6 (CHAPTER)
REFERENCE USING APA METHOD
CHAPTER TWO
LITERATURE
REVIEW
2.1 THE
ORIGIN OF THE SUBJECT
AREA
2.2 SCHOOL
OF THOUGHT WITHIN THE SUBJECT AREA
2.3 THE
SCHOOL OF THOUGHT RELEVANT TO THE
PROBLEM OF
STUDY
2.4 DEFERENCE
METHOD OF STUDYING THE PROBLEM
2.5 SUMMARY
2.6 REFERENCE
CHAPTER THREE
PRESENTATION AND
ANALYSIS OF
DATA
3.1 DATA
PRESENTATION (HIGHLIGHT OF THE STUDY)
3.2 ANALYSIS
OF THE
DATA
3.3 RECOMMENDATION
3.4 CONCLUSION
3.5 REFERENCES
CHAPTER ONE
1.0
INTRODUCTION
The phenomenon of staff
recruitment, induction and training is not uncommon in human resource
management. At the recruitment of new staff, training programmes are usually
commenced to equip them on their job responsibilities and to make them fit for
specific positions or activities.
Most human resource
managers are of the opinion and view that staff training is a veritable tool to
improve the efficiency of the workers, which in turn will boost the
productivity of the organization.
It is against this drop
of assumption that this work is set to bring out the facts for the
acceptability or otherwise of the claim, so as to justify or condem the huge
sum of money and other resources that go into staff induction and training.
2.1 BACKGROUND
OF THE STUDY
Othniel (2000),
commented that the overall essence of training is to give employees at all
levels sufficient skill-instruments and guideline to enable them perform their
job very well, and to position them well for promotion. Basically, it falls on
the personnel manager to design and co-ordinate the staff training policies and
programmes of his organization. However, this does not imply that the other
line managers are relieved of their responsibility to ensure the development of
the skills and potentials of their subordinates. Rather, it means to prescribe
and make clear the responsibility fo the personnel department.
True training situation
or need arises when there is a gap between the standard performance set out by
the department and the actual performance of the subordinates. The purpose of
training is to close the gap, and in its place exceed the industrial
performance rate.
Without human resources,
achieving goals and objectives by the organization would be extremely
difficult; and without developing the human resource capacity, achieving the
best, optimum result from the employees would be a mere penury.
This informs the need to
evaluate the us of training to enhance organizational efficiency by the
employers and managers of our time. Reference shall be made to a random of
selected business organizations including banks.
1.2 PROBLEMS
ASSOCIATED WITH THE SUJECT MATTER
A number of problems are
relative to the subject matter. These problems could be identified as follows:
a. Lack
of training is responsible for low productivity in the organization.
b. Employees’
inability to operate equipment and machines, especially the modern types, is
related to training.
c. Indiscipline
among employees (in terms of moral behaviour) may be due to lack of training.
d. Lack
of the knowledge of the organisation’s goals and objectives.
e. The
danger of employing unskilled workers if training is not introduced.
f. Lack
of integration among the workers for corporate attainments.
g. An
ignorant employee about the nature of his job may not be able to stand the
demands of the job, thereby resulting into resignation.
1.3 PROBLEMS
THAT THE STUDY WILL BE CONCERNED WITH
Orjih (1998), gave about
five problems that share relationship with staff training. These problems are
the major concern of the research study, they include:
a. PROBLEM
OF PROFICIENCY: New employees need special attention until they are fully
proficient in their job. Even new experts, skilled workers without relevant
experience, should be trained in their particular job, which invariably differs
from one department to another. Banks are very good in doing this. Fresh
bankers are recruited and trained in the banking job.
b. PROBLEM
OF DILEGATION OF RESPONSIBILITY: A successful delegation will depend on the
knowledge and recognition of the abilities of the employee. It’s training that
will refine the potentials in the employee and make him recognized by his
manager.
c. PROBLEM
OF DIFFERENCE IN CHARACTER: Experts in human psychology observed that
individuals are never the same in values, opinions, views, orientation,
attitudes, temperament, beliefs, etc. therefore, training is the solution. It
will reposition the workers’ dispositions to achieve the organizational goals.
d. PROBLEM
OF PHYSICAL APPEARANCE: The way workers package themselves is determined by the
organization. Dress code and professional ethics as well as office conducts are
inculcated into workers during their training.
e. PROBLEM
OF NEW TECHNOLOGICAL TREND: As the demand is, skills for information technology
are necessities for efficient workforce. Training of employees in this area of
development will enhance the organisation’s operational efficiency.
f. ACCORDING
TO APPLETY RC (1985): Arrangement should be made for new employees to be
introduced to the firm and to their job. Staff induction and training programme
will give a new employee the room to know about his organization, in areas like
as brief history of his company’s products, places in the industry,
organizational structure, names of departmental leaders, and the activities of
various departments. Others are the rules of work and safety, health
regulations, personnel policy regarding discipline, education and promotion.
1.4 IMPORTANCE
OF STUDYING THE AREA
By studying the area,
the researcher wishes to show case those importance of the study. The
importance of this study are articulated as follows:
a. To
make managers and employers of workers to believe that training is and will
remain the strategy to boost workers’ effectiveness.
b. To
suggest to workers other ways of acquiring training in case it is not
forthcoming from the organization.
c. To
provide other stake holders in the labour sector or industry with date that
will help them appraise the cost-benefit aspect of investing in staff training.
d. Business
investors will benefit from this work by knowing that organizations now invest
into training of their workers for growth.
e. To
strengthen the working relationship between the employers and their employees.
This will make for industrial harmony.
1.5 DEFINITION
OF IMPORTANT TERMS
a. STAFF
RECRUITMENT: This is the overall process of employing new workers into the
organization.
b. STAFF
INDUCTION: It is the official ceremony of introducing the new staff to their
organization and jobs.
c. STAFF
TRAINING: This is also the process of learning new skills that are needed to do
a job.
d. WORKER’S
EFFICIENCY: It is the ability to achieve a particular goal without wasting
resources.
e. HUMAN
RESOURCES MANAGEMENT: The process of motivating and influencing the workers or
employees of the organization to bring out their best towards achieving the
goal of the organization.
f. DELEGATION
OF RESPONSIBILITY: The process of giving work to a junior staff, work that is
usually the responsibility of the senior staff.
Department | Business Administration and Management |
Project ID Code | BAM0048 |
Chapters | 3 Chapters |
No of Pages | 40 pages |
Methodology | Descriptive |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |