A STUDY OF EFFECTIVE HUMAN RESOURCE DEVELOPMENT AS A REQUIREMENT FOR ORGANIZATIONAL EFFICIENCY

ABSTRACT

The Effect of Training and Development on Organizational Goal Attainment is a concept that looks into the Organization with the view to ascertain the essence of training programmes. Does it really add value to the Organization? What are the benefits derived by the employee? These and many more are the facts the research wants to find out. In view of the above, the research gathered that Training and Development contributes immensely to the growth and development of the Organization. Also that training is the life-wire of any Organization that wants to survive, In the long – run Organization that neglects this important aspect of management will not excel because there is no innovation. Training and Development enhances increase in Productivity because it enable workers to utilize their potentials which leads to efficient use of skills that increases output. Training and Development widens the scope and the breadth of employee’s knowledge which helps inject new innovations and new ideas to the Organization. Lastly, the Researcher arrived at a conclusion based on the findings and made necessary recommendations on how Training and Development can be improved.

TABLE OF CONTENTS

Title Page –        –        –        –        –        –        –        –        –        –        i

Declaration        –        –        –        –        –        –        –        –        –        ii

Certification       –        –        –        –        –        –        –        –        –        iii

Dedication –        –        –        –        –        –        –        –        –        –        iv

Acknowledgement      –        –        –        –        –        –        –        –        v

Abstract    –        –        –        –        –        –        –        –        –        –        vii

Table of Contents       –        –        –        –        –        –        –        –       viii

CHAPTER ONE: INTRODUCTION

1.1    Background of the Study     –        –        –        –        –        –        1

1.2    Statement of the Problem   –        –        –        –        –        –        3

1.3    Objective of the Study –        –        –        –        –        –        –        4

1.4    Statement of the Hypothesis        –        –        –        –        –        5

1.5    The Significance of the Study       –        –        –        –        –        5

1.6    Scope of the Study      –        –        –        –        –        –        –        6

1.7    Limitation of the Study       –        –        –        –        –        –        6

1.8    Historical Background of the Case Study      –        –        –        7

1.9    Definition of Terms    –        –        –        –        –        –        –      10

CHAPTER TWO: LITERATURE REVIEW

2.1    The Meaning of Training and Development  –        –        –        13

2.2    The Meaning of Organizational Goal Attainment  –        –        16

2.3    Importance of Training and Development     –        –        –        16

2.4    Purpose of Training and Development –        –        –        –        17

2.5    Methods of Training and Development –        –        –        –        18

2.6    Limitation of Training and Development      –        –        –        19

2.7    Effect of Manpower Training and Development on

Organizational Goal   –        –        –        –        –        –        –        19

CHAPTER THREE: RESEARCH METHODOLOGY

• Research Design –        –        –        –        –        –        –        25
• Population – –        –        –        –        –        –        –        –        25
• Sample Size and Sampling – –        –        –        –        –        25
• Methods of Gathering Data – –        –        –        –        –        26
• Methods of Data Analysis –        –        –        –        –        –        27
• Justification of Instrument Used – –        –        –        –        28

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

• Presentation of Data –        –        –        –        –        –        –        30
• Analysis of Data –        –        –        –        –        –        –        37
• Test of Hypothesis –        –        –        –        –        –        –        38

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

• Summary of Findings – –        –        –        –        –        –        42
• Conclusion – –        –        –        –        –        –        –        –        45
• Recommendations –        –        –        –        –        –        –        46

References –        –        –        –        –        –        –        –        –        49

Questionnaires  –        –        –        –        –        –        –        –        51

CHAPTER ONE

• BACKGROUND OF THE STUDY

The attainment of Organizational goals depends largely on the effort of its human resources. No Organization survives without the effort of manpower, that is why management of any Organization must recognize human element as the most vital ingredient that sustain the growth and long survival of the Organization. For sustainable development and continuous increase in productivity, the management must actively be up and doing in Manpower Training and Development programme because training and re-training of staff bridge the gap between the actual performance and expected performance.

Training is the planned and conscious effort towards improving skills and attitude to increase Organizational productivity. Apart from increasing productivity, it must prepare employee for higher position and when faced with complex task, it keeps employees at rest. As Organization expand so the management became complex which call for the need for manpower training for effective and efficient running of the Organization. Employee needs a constant training to withstand technological changes. Training deals with factual and relatively structured learning material having immediate job reference to programme for fewer ranking employee while development is strictly meant for managers.

Management development therefore implies, attempt to improve managerial performance effectiveness through impacting knowledge for the purpose of Organizational performance. Some managers are developing Organization wide to identify managerial potentials or superior candidate with the view of widen the breath of experience in knowledge and attitude. Some are developed to enable them ripe for promotion, job appraisals and withstand complex task. Manpower Training and Development as a policy in an Organization involves giving the required training and impacting the needed knowledge to improve the employee performances which is geared towards increasing productivity. Other objectives of training programme is avoidance of personnel obsolesce, a constant damage in highly competitive and changing business environment above all, Training and Development is the life wire of any Organization that wishes to grow.

• STATEMENT OF THE PROBLEM

“Manpower Training and Development on Organization goals attainment” as a chosen research topic which set out to find how manpower development can affect Organization set goals. Thus competent manpower must be recruited, trained, developed and maintained in order that the desired goals and objectives of any Organization can be realized.

Some Organization could not let to train their employees simply because they fear the risk of loosing them to other competitors as they become attractive and marketable. Some are due to wrong perception that money spent on training is a lost, instead of investment and poor implementation of policy.

Based on the above reasons, it is pertinent to ask the following questions:

1. To what extent is Training and Development of manpower recognized as a very important tool for attainment of Organizational goals?
2. How does Manpower Training and Development affect Organizational productivity?

• Does Lagos State University Policy encourages Training and Development?

• OBJECTIVES OF THE STUDY

The followings are the objectives of this study:

1. To investigate the effect of Manpower Training and Development.
2. To know the attitude of the employee towards Training and Development in the Organization.

• To investigate how effective is the implementation of Training and Development policy without human error.

• STATEMENT OF HYPOTHESIS

In order for reliability and accuracy of this work, the Researcher would like to put forth the following:

Ho: That Manpower Training and Development does not Improve Organizational Productivity.

H_i: That Manpower Training and Development enhances the increase in Organizational Productivity.

• THE SIGNIFICANCE OF THE STUDY

From the various studies as well as discussions mentioned earlier, it is apparent that there is enough ground to warrant a study that will examine the effect of Manpower Training and Development. The importance of the study cannot be over emphasized for the fact that the success and growth of an Organization depend on Training and Development.

Thus, the following are significance of the study:

1. Determine how Training and Development will prepare the employee for higher and complex task.
2. Training increase Organization productivity and boost the staff moral.

• It reduces supervision cost.

1. It reduces the rate of accident e.g. machine accident.
2. It enhances employees performance.
3. It brings about long term survival and attainment of Organizational goals.
   • SCOPE OF STUDY

Manpower Training and Development is a very broad topic it is one that has new concept introduced from time to time. This is because employees now appreciate the value of Training and Development of the skills improving their performances. However, for the purpose of accuracy and clarity, this Project Work is confined to Lagos State University.

Moreso, the study will be limited to how training and programme are carried out and the effect on Organizational productivity.

• LIMITATION OF THE STUDY

Training and Development programme is very wide area of discussion which requires    enough time to research, but due to time constraint the Researcher could not go into details as the case may be. The Programme is supposed to be organized in line with Organization’s policy so it is capital intensive. Also, some supervision attitude does not encourage the Researcher which poses a challenge to the Researcher.

• HISTORICAL BACKGROUND OF THE STUDY

Lagos State University was established in May 21^st 2004 as Law No. 3, 2004 and signed by the Executive Governor Ahmed Mohammed Makarfi, by the Lagos State House of Assembly brought about the establishment of a Lagos State University.

The Promulgation followed the observed need of boosting higher education in both the Northern and Southern parts of the State. Consequently, two campuses were approved, one in Lagos and the other in Kafanchan.

Lagos State University (LASU) is to provide all round University education of the highest standard for the development of the individual and the State, while inculcating the spirit of love, tolerance, understanding and unity in the state in particular and the country in general. This academic institution aims at providing courses of instruction and other facilities for the pursuit of learning in all its branches, and to make those facilities available on proper terms to such persons as they are equipped to benefit from them. Furthermore, to encourage and promote scholarship and conduct research in all fields of learning and human endeavour.

The University has the Administrative and Academic structure of the institution with each having its own members and style of leadership. The Administrative structure of the University is therefore, based on the traditional form for governing bodies (4) of Council, Senate, Congregation and Convocation. The Central Administration consists of the Vice Chancellor, the Registrar and the Bursar. There are also Academic Service Unit and Non Academic Service Units e.g. the University Library, Student Industrial Work Experience Scheme (SIWES), Medical Teaching Hospital. The Non-Academic Services units are department of Academic Planning, Department of Physical Development and Maintenance Services. The Administrative structure of the University is shown in an Organogram below:

Fig. 1: Showing Lagos State University Organogram

Currently, there are 800 Staffs of the institution to enhance policy that all lecturers must be Master Degree holders to enhance standard and Academical/Administrative Productivity.

Professional training/seminar, Examination for staff (Both Academic and Non – Academic) by the Lagos State Civil Service Board and opportunity for qualified employees to go overseas for courses related to their fields. Since Lagos State University consist of Managerial Hierarchy of authority and chain of command with responsibilities, Hence the need for effective Manpower Training and Development so as to achieve the above stated aim/objectives.

• DEFINITION OF TERMS

Training: It is any procedure initiated by an Organization or its employees which is intended to fasten and enhance learning among Organizational members.

Development: It is the conscious attempt to improve managerial performance effectiveness through impacting knowledge for the purpose of Organizational goal attainment.

Manpower: It is the total workforce of an Organization.

Performance Appraisal: Is the assessment of an Organization’s employee after they have been trained in order to see if they put into practice the knowledge they have acquired through training.

Goal: Is the setting of objectives to achieve corporate goal i.e. the strategies set in advance to achieve goals.

Organization: Is the grouping of activities so that the enterprises objective can be attained. Also the coming together of two or more bodies to achieve a common goal.

Employee: Is the core input deployed to achieve Organizational objectives.

Management: The art of controlling, directing and coordinating a business or similar Organizational system. It is the art of dealing with people or resources in a result oriented way.

Significance Level of a Test α: This is the probability that H₀ is nevertheless rejected in favour of H₁ when the population parameter has the value specified by H₀, It is the probability of committing type one error when the null hypothesis holds. It is typically represented by α.

Null Hypothesis H₀: This is a statement that forms the basis of investigation in a significance test. It typically symbolizes as H₀, refers to the fact that the null hypothesis is not true.

Alternative Hypothesis H₁: This stand in opposition to the null nypothesis. It is symbolized H₁.

Hypothesis: Is an idea or suggestion that is based on known facts and is used as a basis for reasoning or further investigation. Actually a hypothesis is formulated with the hope for either accepting or rejecting it.

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