The paper discusses the effects of training on employee productivity. This paper provides a review of the current evidence of such a relationship and offers suggestions for further investigation. An extensive review of the literature in terms of research findings from studies that have been trying to measure and understand the impact that individual HR practices like training have on employee productivity across various sectors. The focal point of our review is on training practices and employee productivity and their relationship. In conclusion, we can say that taken as a whole, the research findings are varied. Some studies have found a positive association, some negative and some no association whatsoever. The paper concludes with directions for future research by applying different level of analysis on exploring the impact of training practices on employee productivity. Our comparison and analysis suggest that there definitely exist a relation between these two but the impact and effect of training practices on employee productivity varies for different industry.
Keywords-Training; Employee Productivity
TABLE OF CONTENT
Title Page i
Table of content v
- Introduction 1
1.1 Background of the study 2
1.2 Statement of the problem 3
1.3 Objectives of the study 3
1.4 Research question 4
1.5 Statement of Hypothesis 4
1.6 Significance of the Study 4
1.7 Scope of the Study 5
1.8 Limitation of Study 5
1.9 Historical Background 5
1.10 Definition of Term 7
2.0 Literature Review 9
2.1 Contribution of training and development organization
effectives and productivities 9
2.2 Training and Development Needs 12
2.3 Theoretical Frame Work Identifying Training Needs 13
2.4 Analyzing Productivities Problem 13
- Evaluation of Training 13
3.0 Research Methodology 16
3.1 Research Design 16
3.2 The Studies Population 17
3.3 Sampling Method and Sample Size 17
3.4 Data Collections Instrument 18
3.5 Method of Data Analysis 19
4.0 Presentation and Analysis of Data 20
4.1 Data Presentation and Analysis of Responses 20
4.2 Discussion of Findings 20
5.1 Summary of the study 26
5.2 Conclusion 26
5.3 Recommendation 26
5.4 Suggestion for the Further Studies 28
Bibliography 29 Appendix I 30
Appendix II 31
1.1 Background of the Study
Training and development of a personnel has grown from single nature to a dynamic and challenging function. Thus, it is required to a dynamic personnel match up to the different tasks and responsibility from time to time. Training a continuous process and a means by which we adjust to life. “An employee employed usually possess skill than required, thus, need to train and retrain to keep abreast of changes n our dynamic socio-economic environment.
Training and development is a continuous process, which must be able to forecast fairly, accurately the future need of an organization in term of personnel. The continuous process undergone by managers allows them to meet up the leadership has expected of them. Such process includes conference attendance of seminars, in house training programme and training programme offered by consultants in similar sector of the economic. Thus training is a catalyst that service as a mean of bringing about in the personnel behaviors.
In all industry and manpower training development was neglected. The pressure of increasing refinery facilities as a result if the growth of the economy.
The experiences of the limited available personnel in the industry by new companies were the obvious persons.
Personnel management has become important recently more than any other discipline in the world. This is because of the increasing awareness that management is the only vehicle by which one organization can achieve her goals efficiently and effectively.
In spite of the increasing settings, man continuous to play all important role since man makes machines and not officer way round. Man manages money, machines materials, methods and fellow men. Thus it is the most important asset to achieve a good organization.
Maslement and Huges (1971) observe that when a machine function importantly, it is either repaired or replaced. But when a person need up grading or retraining the personnel department usually provide it.
Normally it is expensive to training hired workers in both time and money, the personnel department must select the right employees put them in the appropriate positions and keep them as satisfied company team members.
This is important because employees have their own goals, which are usually different from those of the organization. Such goals include self actualization, personnel satisfaction, increasing wages and salaries while that of an organization is principally maximum profit and other benefits.
The personnel management states that company must recognize the need to train all their staff in order to increase their skills and knowledge, also every staff will be allowed to required such skill and knowledge when necessary for the advertisement of the staff and company as a whole. First of all, it is the matter of promotion in which vacancies will be filled up, but employer who notes the must to response to training, technical ability, progress in any relevant professional examination and conduct in addition to length of service.
Manpower development operates on the provision of the personnel management statement and it’s a rule for all employees to attend a type of training on whereby a let training is done on the job.
Today, there an increasing needs to lay emphasis on training and development of staff on the Oil company or industry.
This is view of advanced technology takings its way in the industry, the increasing rate of fund will fully or negligently, propitiated organization. The general fraud economy recession (which calls for better staff development in terms in benefit to achieve a minimum, comfortable standard of living in Nigeria) and the following of personnel with unrelated basic education to the oil industry. Assuming that theoretically staff would, normally meet them minimum requirement of the refashion profession. If following that poor product on the job can only be attributed to inadequate training and manpower development programme.
- Statement of the Problem
The statement of the problem i.e. the topic of the project, which is the impact of training and development on employee productivities are:
- Financial constraints on part of management when the organization does not have money to train its workers or rather the management is willing but its workers or rather the management is willing but the amount in their account is too small for such course.
- The type of training that should be given to the workers is another statement, some employees are supposed to travel for their training but some organization might just mix this up.
- Lack of co-operation on the part of employer’s whom the organization is willing ling to train her employees and they think that, the training is waste of time on this parts, this can cause a set back the organization.
- Objective of the Study
The following are the objective of the study
- To educate management on what more are the training problem of business organization.
- To examine the effect of the training and development on an organization manpower efficiently.
- To states and enlighten the problem and prospect effecting employees productivities.
- To educate management student on the advantages and need for training.
- To make recommendation for future implementation of training and development programme.
- Research Questions
The question ask by the researcher are:
- To what extent does training, employee’s development effect the workers as well as the company?
- How do training and employer development affects the productivities of the company?
- How do training and manpower effect the efficiency of the company?
- Statement of Hypotheses
The study is based on the opinion that there is no correlation between employee productivities and impact of training and development. To now decide on the correlation between does two variable (dependent and independent) and attempt would be made to look into the relationship between variable in the study using the questioner and some relevance journals related to the study.
Ho: There is no significance difference between employment productive and impact of training and development.
Ho: Null Hypothesis (Ho: there is no significance difference between training control and employee productivities.
Hi: Alternative hypothesis (Hi) There is significance between training control and employee production.
1.6 Significance of the Study
The research will justify the great impact of training and development of employee productivities. It also justify if large proportion of employee productivities greatly on training scope of the study. My scope is focused on the pipeline products and marketing company (PPMC) a Subsidiary of the NNPC. There researcher intended to cover as much as possible are as at business concern. The scope in which is (PPME) deals with the distribution of petroleum products like gas, kerosene and diesel e.t.c to all sectors of the economy in the country.
1.7 Scope of the Study
Organization structure of pipeline products and marketing company (PPMC) details or reflects position and responsibility of staff. However PPMC has the managing directors, next to him is the executive director lieutenant which other from “the process of getting things done through people” Getting things done must be through the ability and non-human resources to achieve organization goals objective and policies set at various levels and periods.
1.8 Limitation of the Study
The researcher where limit by a lot of factors which are financial constraints, inadequate supply of information and materials needed for the training, it look a lot of time of convince ports of the respondents and the reader about the purpose of the research and the reason behind the collection of data information.
- Historical Background Of Case Study
Oil exportation began in Nigeria in 1908. Although the documentation of the occurrences of minerals was reported some five years earlier in 1903. The exportation effects where distributed by the two would ways but eventually yield result with the discovery of oil in Oloibiri in 1956 by shell PB.
The first exportation of Oil in Nigerian occurred in 1956 as most of the multinational oil company operation in the country had 100% equity is the operation up till 1873.
Organization and Management
There are two essential elements that are necessary to achieve the set goals and objectives. Therefore, it is useless to have goals and objectives of the element of organization needed to achieve those goals and objectives are not available.
Management has come to be defined as “an act of working with or through individual and group to accomplish organization goals objectives and policies” to or put located at Mosimi, Warri and Port Harcourt respectively. Each of the offices headed big on area manager who is a management staff.
There are also two off store terminals located at Altsacover near takes bags in Lagos and the impact berth platform (IBP) located in Escaroles, which are management. Oloibiri and M.Tuma products.
The departs are connected to the refineries in systems ZA, 2B, 2C, 20, 2E respectively thus:
- System 2Z runs from Warri refinery via Benin and are to Mosimi deport near Sagamu.
- System 2B passes through Mosimi to Muritala mohammed Airport ikeja to Lagos satellite at Ejigbo
- System 2C is dedicated to crude oil movement, it runs from Escorovas terminal to Warri refinery and finally to Kaduna refinery.
- System 2D connect Kaduna refinery to kano, Gusau, Jos, Gombe and Maiduguri deports.
- System 2E runs from Port-Harcourt to Markurdi via Aba and Enugu deport pipelines products and marketing company’s mission is therefore, to ensure adequate and reliable supply of petroleum products to the domestic export market and also provide excellent customers services by efficiently and effectively transformation crude oil the refinery and moving white petroleum to existing and future market.
Organization structure can defined as the establishment pattern of relationship among the part of the organization. It could be further defined as the framework or blue within management and operating tasks are carried out. The organization structure is largely concerned with the more formal aspect, those that are reasonable statistics.
Manpower development seeks to maintain and to improve an organization’s ability achieving co-operating objective by developing strategies, which are designed to increase the present and future contribution of manpower.