The focus of this project is a
management training and development in the Guardian Newspaper Ltd, Isolo,
Lagos. The problem of discriminatory practices in selecting staff for
staff training, lack of training and development facilities by the management
on the progress of the organization, but interested on enriching themselves
were the major issues that motivated the researcher to pick up the topic for
The researcher had the
underlisted objectives which are:
To find out problems associated with management training and development in the
Guardian Newspaper Ltd, Isolo, Lagos.
To recommend solution to those problems reviews of relevance literature was
equally carried out and the aim focus was in the area of the concept of
training and development in organization and problem associated with it.
Questionnaires were used
strictly for collecting data for the study and chi-square statistical methods
for analysis was adopted in analysis of the data presented. All problems
associated with management training and development militated against the advancement
of employees in this organization and led to decrease in productivity.
Three hypotheses were equally
formulated and tested to validate the data analysis. The result of the
test was the fact that management training is a necessary ingredient for the
attainment of organization set objectives.
On the basis of the findings,
the researcher put forward some recommendations:
That the company should be using application forms for recruiting new staff.
Staff responsible for the selecting of staff for training should be instructed
to apply selecting criteria without unlawful discrimination.
In order to improve their performance and increase turnover, training and development
is very essential as at when due.
Funds allocated for training should be utilized appropriately.
Areas for future researches
should be recommended as thus:
There should be determination
on the rate at which performance of trained employee is greater than the
untrained, where untrained staff will be used as a controlled group while
trained staff as an experimental group.
Findings should be made to know
whether employees advancement is really determined by acquisition of additional
qualifications, work experience, performance level of favourism.
Finally, the company should
endeavour to give helping hands that adequate research is doing on the areas
listed above relevant data should be given when required.
TABLE OF CONTENTS
General Background of Subject Matter
Problem associated with the subject matter
Problem that the Researcher study
Importance of Studying the Area
Definition of Important term
Origin of the Subject area
School of thought relevance to the problem of the search
Different method of studying the problem
Data presentation of the study
Analysing of the data
The purpose of training and
development is to bring the skill of individual employees of an organization up
to the desired standard for the present or potential assignment more broadly
and this development provide the basic skill and knowledge required in carrying
out various specialized part in overall task of the organization. And
help to ensure that these development experiences are of co-ordinated and in
line with the needs of the individual and the organization.
These experiences may be
provided in the form of continuity flow of instructions, commands, criticisms,
question and suggestions. In terms of induction course after employment
and before placement on a permanent job. This might last between one
month to three months.
Apprenticeship is an example of
long, more extensive kind of skill training, although it may include general
course as well.
1.1 BACKGROUND OF THE STUDY
Training and development are
perceived over the world as the vehicles of transformation of employee by the
employer to achieve the organizational goal. Any attempt to determine the
most effective process, there are certain problems that will need immediate
energy such as:
How can training needs be determined and how can a training need be
distinguished from an organization need that can be satisfy in some other ways?
How are the utility (reactive) of various training method and devices?
How can people be motivated to increase their capabilities for contributing to
the attainment of organizational objective?
How can it be determined and what extent can the objective of the training
programme be achieved?
If training or development
programme are imposed upon people and are interpreted as punishment for
differences, there will be little enthusiasm and probably little effective
learning and also if the training programme are imposed upon an already
over-worked or stressfully individual, the learning is likely to interfere with
the effective performance and effective learning. Furthermore, if what is
learned by employee in contrary to the behavioural patterns of work environment
will not tolerate expression of what has being learnt.
1.2 PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER:
It is well known fact that an
organization cannot operate without facing problem, one or the other. In
essence, there is always a problem which can either be solved, eliminate or
minimized with the adoption of integrated or effective planning programmes to
any organization large or small requires staffing them with competent well
This study aims at finding
solution to the following problems.
Non identification of training needs by supervisor, either independently or in
co-operation with assistant from a training department.
Lack of fund, by the organization to send employee on training
programmes. This is because by the time they meet up with raw materials
and other overheads the money will finish if not well planned.
No systematic procedure for training of staff.
Adequate attention to meet the needs of trainees is not there.
There is lack of interest by the organization management in the progress of the
organization but interested in enriching themselves.
Unexposed of the organization to the banquet of trained staff in the
Non-conversant of employees with his/her employer might jeopardize the training
of such staff.
There are so many purposes in
relation to this study based on the importance of employee training and
development. There are many others set out for the researcher to address
in the course of this study.
The purposes of the study
To find out if employee training and development is necessary tool for
attainment of the organizational objectives.
To find out how employee training and development should be administered in an
To find out the associated problem of the employee training and development in
the Guardian Newspaper Limited, Lagos.
1.3 PROBLEM THAT THE RESEARCHER STUDY:
The finding of this study will
significantly contribute to the importance of the employee training and
development of the Guardian Newspaper Limited, Lagos which the management
should try to eliminate certain possible flaws in them. It is my believe
that retraining and appropriate learning experience will be established and the
recommendations outline in his study useful of those recommendation are adopted.
This study will also provide in solving certain employee training and
management problem, especially manpower, inventory problem, manpower planning,
employee performance problems and determination of future manpower needs.
This thesis will certainly stand to gain from the study. In the sense
that when an organization function properly, employment opportunities will be
opened to the masses through normal recruitment and selection of social
amenities for the benefit of the public.
This study will certainly
enlighten management on the effect of training on employee performance.
The study will actually reveal to the management how justified the training and
development. It is expected that the study will serve as a medium through
which the attitude is view, perceptions, and beliefs of employees could be
known. It shows how satisfied they will, regards to training programmes
and to job performance. Management will also know the ruining and
development of an employee will serve as a motivation on his job performance.
Student in higher institution
of learning who are conducting study in similar field would equally derive some
benefit from the study. This is so because the study would act as
reference material to them.
1.4 IMPORTANCE OF STUDYING THE AREA:
The study is limited to
Guardian Newspaper Limited, Lagos, formerly and publisher of African Guardian
The study will be focused on
the senior staff/management of the organization. It will touch such area
of training and development education, performance of an employer before and
after training. It will involve methods and criteria used in selecting
employees for training.
In course of conducting the
study, various textbooks on Business Management, Journals and Magazines and
Newspapers were consulted to find employee training and development.
In the course of writing this
project, certain problems are encountered. There was a problem of getting
the respondents on seat to complete the questionnaires as most of them were
also having busy programmes as managers or supervisors.
Time factor and funds were also
another constraint to the researcher, as some were misplaced or not
complete. These reduce the expected sample size.
Academic workload is another
constraint likewise office work because to combine research work with classroom
work and office work is not an easy task to bear of course, these difficulties
of meeting up with time as the frame granted for the submission of the project
was rather too brief.
To carry out the research
effectively, three null (MD) were formulated to guide the study:
Employee training development is necessary ingredient for the attainment of
organization set objectives.
Training improved job performance of employees.
Career development and promotion of employee is dependent.
ASSUMPTION OF THE STUDY:
In this study, some basis
assumed were made which in the opinion of the researcher the necessary
encouragement to continue with the study.
The researcher assumed that
management staff and other employees of Guardian Newspaper Limited with should
give researcher the necessary information and data required for conducting the
The researcher also assumed
that the respondents will complete the questionnaire on time to enable the
study to be completed on record time too. It was also belief of the
researcher that the supervisor will give researcher the guidance and direction
necessary for the completion of the project.
1.5 DEFINITION OF IMPORTANT TERMS:
This is defined by directorate
of manpower of the government of Indian, to be referred to in economic context
as “the managerial, scientific, engineering, technical craftsmen and other
skills which are employed (or could be employed) in designing the development
organization and managing productive and service enterprises and economic
Manpower development means the
development of the talent, knowledge and skills of people for the production of
goods and services.
This is the organized procedure
by which people learn knowledge and skills for definite purpose.
Learning can be defined as the
human process by which skills, knowledge, habits and attitude are acquired and
utilized in such a way that behaviour is modified. It can also be defined
as a change in behaviour which more or less permanent in nature.
Garath Stainer is of the view
that manpower planning aims to maintain and improve the ability of the
organization to achieve corporate objective of the organization through the
development of strategies designed to enhance the contribution of manpower at
all times in the foreseeable future.
Refers to the extent to which
the knowledge skills and energies available in people are infact being used
effectively for the economic and social development.
In the project, those in level
0-17 are referred to as senior employees. These include confidential
secretary, principal personnel secretary, executive officers, trainee officers
managers, senior and chief typists.
Job enlargement represents a
definite movement way from simplified jobs, by extending the job content to
include an under-range of task. The aim is to increase task variety by
changing job content.
Job enrichment extends the
context of jobs to provide the greater satisfaction of the individual need and
goals and greater intrinsic motivation by a combination enlargement, autonomy
TERMS AND CONDITIONS APPLY
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