ABSTRACT
This study was to
conduct a research work on the above topic, using Cadbury Nigeria Plc as my
primary source of information to collect relevant data. The area covered by the
researcher include among the historical background of the company and the
method adopted in training their personnel. Also there is a critical
review in development and training in the organization and the actual
performance within the organization. The prospect of training and development
in an organization as related to production will be appraised. The
caliber of personnel involved in the training and development programme will be
worked into there will be an evaluation of the training and development
programme. The importance of training and development
as motivational factor will be reviewed. I will review some textbook to
back my research work then aspects will include definitions and objectives of
training and development, again some research work experts will also be taking
into consideration; in order to know how effective is training and development
to the motivation of workers, for high productivity and efficiency.
TABLE
OF CONTENT
CHAPTER ONE
1.0
Introduction
1.1
Background of the Study
1.2
Statement of the Problem
1.3
Scope of the Study
1.5
Research Question
1.6
Significance of the Study
1.7
Definition of Terms
Reference
CHAPTER TWO
2.1
Review of Relevant
Theory
2.2
Learning Theory
2.3
Training Team and Their
Functions
2.4
Importance of Training and Development
2.5
Assessing Training Needs
2.6
Planning Training Needs
2.7
Assessing Training at Various Levels
2.8
Method of Training and its technique
2.9
Criteria for Selection of staff training
2.10
Management
Development
2.11
Methods and Techniques for Development
2.12
Evaluation of Training Programmme
Reference
CHAPTER THREE
3.0
Research Design and Methodology
3.1
Research Design
3.2
Area of Study
3.3
Population and Study
3.4
Sampling and Sampling Procedure
3.5
Instrument for Data Collection
3.6
Validation of the Research Instrument
3.7
Reliability of the Research Instrument
3.8
Method of Administration of the Research Instrument-59
3.9
Methods of analysis of data
Reference
CHAPTER FOUR
Data Presentation and
Analysis
Testing of
Hypothesis
Reference
CHAPTER FIVE
5.1
Discussion of Findings
5.2
Conclusion
5.3
Implications of the Finding
5.4
Recommendations
5.5
Suggestion for further research
5.6
Limitation
5.7
Summary
BIBLIOGRAPHY
APPENDIX
CHAPTER
ONE
1.0 INTRODUCTION
Every Organization be it people or private has the primary aim of achieving the
organizational goals for which it was being set up.
These goals can only be achieved by the judicious acquisition and effective
utilization of its man power resources.
According to E.F.L. Brech (1976) Management in principle Pg. 10 Training and
Development this is an aspect of management practice wherein a good deal of
realistic and reliable knowledge is called for as well as the expertise to be
able to interpret and translate the disclosed needs into the ways and means of
improvement.
Generally guidance on this matter is not easy to offer and it could be unwise
if allowed to become the substitute for expert assistance.
This is also important that the programmes for development whether by training
(learning) or by others means, should allow for and encourage the self-help
efforts of gained from this factor improving competence. There is major benefit
to be gained too, from wise counseling by older and senior mangers. This is
particularly true when the improvements called for lie the direction of
personal attitude, of behaviour towards colleagues and subordinates or of
judgment and decision. Such counseling should not occur only at the periodic
appraisal reviews but, should rather be a feature of the everyday exercise of
the managerial roles.
According to Lawrence L. Bethel, Franklin S. at water, George H.E. Smith,
Harvey A. Stackman, Jr. and James L. Riggs, industrial Organization and
Management Fifth Edition Pg. 427 says larger companies have been giving
increasing attention to the training and development of management members
above the foremen level: department heads, staff assistants and officers. The
systematic inventory of executive potential which highlights the training need,
the essence of this is a self-evaluation of training and experiences a
soul-searching analysis present performance and a selection of specific items
to be improved. If a man can recognized his own weaknesses and find means to
strengthen them, this is one of the best forms of executive development.
Therefore, no
organization can progress, grow and excel without training and promoting its
working force for high productivity and efficiency. However in a growing
economy like Nigeria there is likely to be high rate of managerial turnover and
because of these, gap many arise in the managerial structure of the industry,
in filling these gaps, skilled people from different sectors are appraised and
will need to be trained and development in order to fit the specific needs of management.
Manpower is one of the vital resources of any organization and it plays a vital
role in development of the nation. Land capital and manpower and the basic
factors of production, it is pertinent to know that manpower is the most important
of all these factors, this is because when there is no manpower the other
factors can not operate.
In almost the 3rd world countries in which Nigeria belongs
to, the major hindrance to the successful implementation of
national development plan since our independence in 1960 is our inability to
develop highly rich resource of manpower; lack of development of our social
economic sphere often lead to disintegration of our indigenous industry growth.
Speight (1989) editor in the book title the science of price, wrote that income
is the product of human efforts acting upon or aided by other resource, it
follows that income could always be increased by the application of more human
effort to scarce resources. A country that cannot develop the skill and
knowledge of its human resource and utilized them effectively in the national
economy cannot develop anything else.
In addition, if a country fails to train develop and promote the necessary
class of people in a way that is expected of such country, it would not produce
positively rather such country will remain unproductive.
Basically, the success of any organization will depend on the effective use of
human resources available to that organization. At any point in time in the
life of the organization there should be the right number of employees with the
right level of skill doing the right job at the right time and performing the
right activities with the aim of achieving the right objective. In effect every
manager in an organization has a number of assets at his disposal he is
accustomed to view physical assert, like plants and machinery as an investment
on which he expects a reasonable return.
1.1
BACKGROUND OF THE ORGANIZATION
Cadbury Nigeria Plc, is one of the largest
manufacturers of confectioneries in Nigeria to day Cadbury Nigeria Plc, started
as an off short of Cadbury fry export limited, a British company primary
engaged in the purchase of cocoa from the west coast of Africa.
Cadbury Nigeria Plc, was effectively started in Nigeria in the 9th day
of January 1966 with the setting up of factory at Agidingbin village near Ikeja
and this was mainly due to the encouraging sales of pronto which, it
experienced during the year 1956 to 1966, from a staff strength of 268 workers,
it grew to a total of 2,000 workers of which, 200 are management and
supervisory staff and also has sales depot all over the federation.
Cadbury Nigeria Plc, started with a depot in 1959, this depot was extended to
include a small production unit which packed bulk supplied of pronto and
Bornvita from England.
In 1964 due to the rise in sales complete manufacturing schemes for production
was established and production of Bornvita started in 1965. During the years
1963 and 1964 a lot of research work was undertaken with the object of
introducing new products which has been specially developed for the Nigeria
market and as a result, two new products were introduced. Goody-Goody and
Tomapep and they were launched in 1966. In the past 35 years, Cadbury Nigeria
Plc has grown to be amongst one of the heading manufacturing industries in
Nigeria with over N2million fixed assets. Cadbury Nigeria Plc has
its own headquarters in United Kingdom (U.K) known as Cadbury Schweppes Group
of U.K.
Other products being produced now include Malta-sweet, butter-mint, Knor cube,
Dawadawa cube, Trebor brand confectionery, Éclairs chocolate sweet e.t.c.
1.2
STATEMENT OF THE PROBLEM
Before now, organizations are known for training
and development, due to their personnel and because of the huge amount of money
involved hence they recruit employee and this does not only affect company’s
image but reduces out put because of the inexperience of some of the employed
staff.
The researcher now wants to look into these conditions to see why there is no
effective training, development and promotion of staff within the company.
1.3
PURPOSE OF THE STUDY
The efficiency of an organization can be
measured by the degree to which the organization excels in carrying out its’
business operations.
This study is concerned with: Finding out the methods adopted by organizations
increasing eh overall effectiveness of its managerial cadre through training,
promotion and development, and they are as follows: -
1. To find out if there has been a training,
development and promotion in their policy at all.
2. To identify the cadre those are sent for this
training and development. To ascertain whether the program is still in
existence
3. To determine the training and development
methods adopted by the organization.
4. To find out whether workers are promoted as and
when due.
1.4
SCOPE OF THE STUDY
Due to logistic reason the choice of respondents
was limited to the Cadbury Nigeria Plc headquarter.
The refused of some of
the respondent to answer some of eh questions.
Some of the questions provided also added to some of problems, thereby limiting
researcher in making accurate deduction.
Some of the questionnaires were not seen for further accuracy of the research.
1.5
RESEARCH QUESTIONS
1. Does Cadbury Nigeria Plc have training and
development package in their policy?
2. Do training, promotion and development of staff
enhance level of productivity in the organization?
3. What cadres of workers are sent for training
development?
4. Do training development and promotion motive
workers?
5. Do promotion, development and training reduce
the rate of managerial turnover?
6. Do training, development and promotions boost
workers morale for increasing productivity?
7. How often do employees go for training?
1.6
SIGNIFICANCE OF THE STUDY
The study will help all the companies especially
Cadbury Nig. Plc. to find out if their training, promotion and development
enhance productivity leads to a reduction in a managerial turnover and to show
if it serves as a means of booster to the employee.
1.7
DEFINITIONS OF TERMS
Training: - Is the organized behaviour by which people
learn knowledge. It is main objective is to achieve a change in the behaviour
of those trained. Looking at training from industrial point of view training
means that trainees shall acquire new manipulative skills, technical knowledge
and problem solving ability.
Development: - This can be described as growth or advancement
in any form, be it political, social or economical. It can also be described as
the positive outcome of knowledge acquire through training.
Promotion: - This can be seen as a result of a successful
completion of training or the reward of a brilliant performance of an employee
within his working environment.
Manpower: - Is the human resources in the organization for
output.
Managerial Shortage:
- This can be refer to a
situation whereby the staff under the organization did not gain interim of
training promotion and development
Turnover: - Rate at which staff leave the organization.
| Department | Business Administration and Management |
| Project ID Code | BAM0305 |
| Chapters | 5 Chapters |
| No of Pages | 103 pages |
| Methodology | Chi Square |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦4000, $15 |
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| Contact Us On | +2347043069458 |