ABSTRACT
Human resources is very
important in any economy and as such, manager of these resources need to be
well equipped and informed, so as to be able to, co-ordinate and effectively
managed these resources. The objective of the staff training and development is
generally to improve and modify employee skill, and educate them on proper
procedure for carrying out tasks in accordance with organizational established
standards. The study is directed towards the evaluation of the roles and
importance of training and development in Delta-State. The findings of
the research will help to identify the inadequacies prevalent in the manpower
requirements in the area and offer suggestions as to how those in adequacies
can be remedied. The study is divided into five chapters, chapter one contains
the introduction, statement of problems, purpose of the study, hypothesis,
scope of the study, significance of the study and definition of the
terms. In chapter two, relevant literature on staff training and
development reviewed. Chapter three is the research methodology. Chapter
four contains is the presentation and analysis of data, testing hypothesis and
summary of the result while chapter five, is a summary of finding, conclusion
and recommendations.
TABLE OF CONTENTS
CHAPTER ONE
1.0
Introduction
1.1 Background
of the
Study
1.2 Statement
of the Problem
1.3 Purpose
of the Study
1.4 Scope
of the
Study
1.5 Research
Hypothesis
1.6 Significance
of the
Study
1.7 Limitation
of the Study
1.8 Definition
of
Term
CHAPTER TWO
2.0 Review of related
literaturE
2.1 Training
and Development
2.2 Training
2.3 Approach
to Training
2.4 Main
Stages of Training
2.5 Government
Intervention in Training
2.6 Objective
of Training and Development
2.7 Benefits
of Training and Development
2.8 Factors
that Hinder Effective utilization
CHAPTER THREE
3.0
Research design and methodology
3.1 Research
Design
3.2 Area
of the
Study
3.3 Population
of the
Study
3.4 Sample
and Sampling Techniques
3.5 Instrument
of Data Collection
3.6 Validation
of the Instrument
3.7 Reliability
of the Instrument
3.8 Methods
of Data
Collection
3.9 Method
of Data Analysis
CHAPTER FOUR
4.0
Data representation and analysis
4.1
Representation and Analysis Data
4.2
Testing of
Hypothesis
4.3 Summarizing
of
Results
CHAPTER FIVE
5.0 Discussions,
Recommendation & Conclusions
5.1 Discussions
of Result findings
5.2 Implication
of the Research
5.3 Recommendation
5.4 Conclusion
5.5 Suggestion
for Further Research
Bibliography
Appendix 1
Appendix 2
CHAPTER ONE
1.0 INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Asaba South local
government areas under the study has a long history, although it cannot be
traced specifically to definite period as it date back to ancient times.
The area understudy have passed through a lot of stages right from the
pre-colonial period when the area was under the ruler-ship of the monarch (Obi)
to the colonial period when it become known as Asaba South district
council. This statusquo was maintained until the countries have her
independence from Britain of 1st October, 1960. It became
known as Asaba South local government area, following the scrapping of the
District Councils.
It is important to note
that the 1991 census out the population estimate of Asaba South Area at one
hundred twenty ninety thousand nine hundred and ninety 9129:990).
Asaba South local
government area with its administration head quarter at Alum consists of two
clans namely:
1.
- Lighchi clan
2.
- Adarou clan
Asaba South Local
Government Area is geographically located in the Southern part of Delta
State. The area are affected by two major climatic condition prevalent in
the Eastern Province; the raing season and the dry season.
Asaba South Local
Government Area can boast of an appreciable number if institution and
establishment. But the major ones are mentioned below:
1. The
Asaba South Local Government Area Headquarter Alum
2. The
state school of Nursing Alum.
3. College
of education at Alum.
4. Standard
Trust Bank (Plc)
5. Nigeria
postal service (NIPOST) Alum
6. Nigeria
Water Co-operation Alum
The political structure
of these areas under study is not very different from what is obtainable in
other part of the country.
The objective of
creation of the local government area is singular to the general objectives for
the creation of local government area nation wide.
The objective are:
1. To
promote grass roots democracy
2. To
promote grass roots development
3. To
bring government nearer to the people
4. Provision
of social services
5. To
give the various communities a sense of belonging.
6. To
allow for each zone to bring development through its activities.
These few objectives are
among other objective for the creation of Asaba South Local Government Area.
1.2 STATEMENT
OF THE PROBLEM
The Asaba South
local government area is largely seen as the catalyst for industrial
development in Delta State. The expectation resulted from the activities of the
small scale business in the area under study. To achieve her industries
development objective for creating the local government area without the
training and development of staff institution and other establishment in the
area does more hard than expected good.
This study will try
identifying why there is so much inefficiency in the institution present in
Asaba South local government area. Also it will try to determine reason for low
productivity of area in terms of their of their goods and services.
1.3 PURPOSE
OF THE STUDY
The following are the
purpose for which training and development are is being under taken.
1. In partial fulfillment of
the requirement for the award of Higher National Diploma (H.N.D) in Business
Administration and Management.
2. To examine the prevalent
inefficiency and ineffectiveness of workers in institutions located in the
areas understudy.
3. To examine various leading
theories of staff training and development
4. To determine the major
course of low productivity of workers in Asaba South local government area.
5. To make recommendation based
on its findings, to these in management levels in firms in finding in the
locality for a better, efficient and effective training programme.
1.4 SCOPE
OF THE STUDY
The scope of this study
is limited to Asaba local government are of Delta state choose establishment
council the study include:-
1. Asaba
South local government council
2. College
of education
3. Carmelite
paint and designers
4. State
school of Nursing,
5. First
Bank of Nigeria,
6.
1.5 RESEARCH
HYPOTHESIS
The following research
hypothesis are formulated based on the research objectives.
H0
= Null
Hi
= Alternative
HYPOTHESIS 1
H0: Lack of staff training and
development of staff.
Hi: Lack of staff training and
development do not causes poor management of staff.
HYPOTHESIS 11
H0: Staff training and development
is a sure way of improving employees work performance.
Hi: Staff training and
development is not such way of improving employee work performance.
HYPOTHESIS 111
H0: Staff
training and development is one way of appraising and remuneration of
employees.
Hi:
Staff training and development is not one way of appraising and remuneration of
employees.
1.6 SIGNIICANCE
OF THE STUDY
Without gain saying the
quality of employee employed by an organization plays very dominant role on the
quality goods and services that the organization will produce cannot be
underscored.
The significance of this
study is therefore to enable workers in Asaba South local government area
approach the need to employ for qualified staff and giving due recognition to
training in order to achieve efficient and effective result.
The study will also make
us to appreciate the effect of to lack of training and development in the area
under study. The study will enable us to pin point the major constraints
that are likely to prevent the firms and institution in the area under study
for achieving adequate training and development system as well as enable us
offer probable suggestion to enhance training and development of staff in Asaba
south local government Area .
It will not only
contribute to the of personnel management as a discipline which is concerned
with staff training and development but also how best staff of firms and
institutions could make themselves useful both to their industry and the
country as a whole.
The study also would
contribute to the need for continuous pursuit to training and development
particularly in the new world. Where changes in the terrain of scares and
technology is the talk of the new day.
1.7 DEFINITION
OF TERMS
I am aware that this
research work will be useful to different categories of people ranging from
student. Craft and fellow citizen of this country in different work
fields based on this, there are words, which will be used frequently in this
familiar to users.
Therefore, a conception definition is given to them:
Bureaucracy:- A term used by max Weber to
describe what he called rational legal authority in which an individuals
power arises from the nature of his or her position, as prescribed by the
organization rules and procedures.
Job: The name given to a particular individual or
position for which the job holder will be held accountable.
iInduction: The process of introducing new employee into
their job with the aim of integrating the new comers a quickly and effectively
as possible.
Local government:- This is the lowest unit of
administration or government to these laws and regulations, the communities who
live in a defined geographical area with common social and political ties are
subject.
Small Scale
Business:- This is the small business controls a small
share of the market and therefore, constitute a little quota in the large size
market.
Deconcentration:- This defined as the arrangement under which the
central government assign responsibility for the collection of revenue and
provision of services at the local level to an agency appointed by the
government.
Decentralization:- This is defined as the arrangement by which the
management of the public affairs of the country is shared by the central state
and local government in such a manner that the local government is given
reasonable scope to raise funds and to use its resources to provide a range of
scio-economic service establish to those resident in its area of authority.
Training: This is a process providing scope
for the acquisition of knowledge, which enables the beneficiary to achieve self
improvement.
Development:- This is seen as any learning
activity which is directed towards future needs rather than present needs and
which is concerned more with career growth than immediate performance.
Recruitment:- This is a process of attracting able and
willing people into the firm.
Organization:
A group of individual
who are co-operating willing and effectively working for a common end.
This is the process of teaching the new employee about your company. How things
are done and the tools used in doing them
| Department | Business Administration and Management |
| Project ID Code | BAM0320 |
| Chapters | 5 Chapters |
| No of Pages | 88 pages |
| Methodology | Chi Square |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦4000, $15 |
|
|
|
| Contact Us On | +2347043069458 |