Manpower Training And Development As A Tool To Enhance Productivity In Private Sectors
(A Case Study Of Unilever Plc, Aba Abia State)
Manpower training and development play a crucial role in bolstering productivity within private sectors. By investing in comprehensive training programs, companies can equip their employees with the necessary skills and knowledge to excel in their roles, thereby enhancing overall efficiency and output. These initiatives not only foster individual growth but also contribute to organizational success by cultivating a skilled workforce capable of adapting to evolving industry demands. Moreover, continuous development opportunities serve as a motivational factor for employees, fostering loyalty and reducing turnover rates. Through tailored training interventions, private sector entities can address specific skill gaps, promote innovation, and streamline processes, ultimately driving sustainable growth and competitiveness in the market.
This project work centere on the topic the impact of increasing employees effectiveness (a case study of Unilever Plc Aba, Abia state). It is divided into five chapters. Chapter one comprises of introduction, background of the study, statement of the problem, purpose/objective of the study, significance of the study, scope of the study, and definition of terms. Chapter two comprise of introduction, literature review, meaning and definition of training, training needs, how to define training needs in an organization, definition and meaning of development, chapter three comprises of research design and methodology of introduction, research design, sources/methods of data collection, population and sample size. Chapter Four comprises of data presentation and analysis, introduction, presentation of data and analysis of data. Chapter five also comprises the summary of findings and made appropriate conclusion. Finally, recommendations were made at the end of the paper
Title page
Approval page
Dedication
Acknowledgment
Abstract
Table of content
Chapter One
1.0 Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Research questions
1.5 Significance of the study
1.6 Scope of the study
1.7 Limitations of the study
1.8 Definition of terms
Chapter Two
2.0 Literature review
2.1 Introduction
2.2 Meaning and definition of training
2.3 Training needs
2.4 Types of training
2.5 Definition and meaning of development
2.6 Types of development programme
2.7 Reason for staff training
2.8 Problem of training and development
2.9 Importance of training and development workers
2.10 Summary of related reviewed literature
Chapter Three
3.0 Research design and methodology
3.1 Introduction
3.2 Research design
3.3 Sources/methods of data collection
3.4 Population and sample size
3.5 Sampling technique
3.6 Validity and reliability of measuring instrument
3.7 Method of data analysis
Chapter Four
4.0 Presentation and analysis of data
4.1 Introduction
4.2 Presentation of data
4.3 Analysis of data
4.4 Interpretation of data
Chapter five
5.0 Summary, conclusion and recommendation
5.1 Introduction
5.2 Summary of findings
5.3 Conclusion
5.3 Recommendation
Appendix
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The importance of human resource in an organization cannot be over emphasized. Every organizations depends more on these response for the attainment of its objectives. However objectives cannot be achieved unless the organization is made up of employees who are also ready to commit themselves to the organization but may find it difficult to cope within their job due to many factors such as organizational changes environment changes and technological changes.
Therefore, managers adopts manpower training and development as one of its various strategies to enhance employees capabilities. They are not just left to stay and work until they are due for retirement but they are being trained and developed in order to increase their abilities, skill and knowledge. Experience has shown that many employees have failed in many organization due to the fact that there was no provision made for training.
Employees are not just trained for their own benefit only, the organization stands a chance and privileged to gain a lot from them. The manpower training and development is an important activity that management cannot afford to miss or play around with because not every activity can be carried out in working situation.
Manpower training and development develops the working style and ability of workers so that they can contribute optimally to the achievement of organizational goals. It is important in an organization in order to improve workers interest towards their jobs so as to increase the quality of output and also reduce accident and improve productivity.
There are factors which necessitate training and development. These factors include:
Increasing employees effectiveness: The survival or failure of an failure of an organization depends on its employees effectiveness. Definitely, organization cannot easily achieve its objective without undertaking programme in order to step up its employees productivity.
Environment changes: Ever organization is set to exist to an environment. This is to say no organization operates in a vacuum. Environment in which every organization needs to be adaptive in nature and as such employees need to update to these change in structure, relationship technology, processes and procedures and there is also desire to bring about changes in the productivity and behavior of the employees. In addition, employees often make a lot of mistakes which leads to wastage especially in automated production.
The risk of accident is higher where an employee lack the experience, In this case, training is necessary to reduce cost of wastages and accident.
1.2 STATEMENT OF THE PROBLEM
In assessing manpower training and development as a tool for enhance productivity in the private sector there are problems that come to mind.
The company has been facing the problems of ineffectiveness because they are not able to achieve their company’s short and long term goals due to low productivity from the workers. The company has also been facing the problem of employee’s, obsolesce and redundancy which has resulted to a situation whereby the company can no longer topic or face environmental changes, technological and organizational changes around it. It has gone to the company can no longer meet its competitors.
The problem mentioned above grace rise to many problems in the company such as risk of accident being higher, low improvement In quality output, loss of good will labour turnover.
Manpower training and development will go a long way in solving these problems mentioned above if proper attention is given.
1.3 PURPOSE/OBJECTIVE OF THE STUDY
Following the problems stated previously, it is the duty of the researcher to determine the following objectives:
1. To determine the training and development needs of employees in organization with reference to Unilever Plc.
2. To know the relationship between training and employees performance in the organization.
3. To find out the method they employ and which method are most accepted its employees
4. To emphasize on the problem they encounter in carrying out the training and development prorgrammes.
1.4 RESEARCH QUESTIONS
i. What are the training and development needs of employees in organization with reference to Unilever plc?
ii. Is there any relationship between manpower training and workers productivity?
1.6 SIGNIFICANCE OF THE STUDY
For the enhancement of manpower and development to be more effective, its objectives and process must be clearly understood from a utilitarian stand point.
Therefore, if properly done, it will be used as a means of increasing the effectiveness in workers. The findings and recommendations of this study will be useful to both students and researchers other topics on human resource management. Also Unilever Plc industries necessary.
1.7 SCOPE OF THE STUDY
The scope of the study cover all roles of manpower training in Unilever Plc, it also includes these expectation not achieved and the difficulties encountered by the researcher
1.8 LIMITATION OF THE STUDY
They are:
1. Lack of finance
2. Inadequate material
3. Time problem
1.9 DEFINITION OF TERMS
Training: The process of learning the practical side of a job
Productivity: The rate of efficiency of work.
Organization: A group of people working together for a purpose
Manpower: The number of people available for employment
Tool: An instrument for doing work
Development: The process or act of developing
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Manpower training and development play a critical role in enhancing productivity in private sectors. In today’s competitive business environment, skilled and motivated employees are essential for a company’s success. Here’s how training and development serve as tools to boost productivity in the private sector:
- Improved Skills and Knowledge: Training programs help employees acquire new skills and update existing ones. This, in turn, allows them to perform their jobs more efficiently and effectively. Whether it’s technical skills, soft skills, or industry-specific knowledge, continuous learning keeps the workforce up-to-date and capable.
- Enhanced Performance: When employees receive proper training and development opportunities, they become more confident in their roles. This increased confidence often leads to better performance, as employees are more willing to take on new challenges and responsibilities.
- Increased Employee Engagement: Companies that invest in their employees’ development signal that they value their workforce. This can lead to higher levels of job satisfaction and engagement. Engaged employees are more committed to their work, which generally translates to increased productivity.
- Adaptation to Technological Advances: In today’s fast-paced business world, technology is constantly evolving. Training and development programs can help employees stay current with the latest tools and technologies, ensuring that the company remains competitive.
- Reduced Employee Turnover: Companies that offer opportunities for training and development are often more attractive to potential employees. Additionally, employees are more likely to stay with a company that invests in their professional growth. Reduced turnover means less time and resources spent on recruitment and training of new hires.
- Innovation and Creativity: Training programs that encourage creativity and critical thinking can lead to innovative solutions and new ideas. Employees who are encouraged to think outside the box are more likely to contribute positively to a company’s growth.
- Customized Skill Development: Training and development programs can be tailored to meet the specific needs of a company. This means that employees are acquiring skills and knowledge that are directly relevant to their roles, which maximizes their contributions to the organization.
- Effective Leadership: Leadership training and development programs are essential for grooming future leaders within the organization. Effective leadership can have a profound impact on productivity and employee morale.
- Compliance and Safety: In some industries, compliance with regulations and safety protocols is crucial. Proper training ensures that employees are aware of and follow these rules, reducing the risk of accidents or legal issues that could impact productivity.
- Measurable Results: Training and development initiatives can be assessed for their effectiveness. Metrics such as improved sales figures, reduced error rates, or increased customer satisfaction can be used to measure the impact of training on productivity.
In conclusion, manpower training and development are powerful tools for enhancing productivity in the private sector. By investing in the growth and skill development of their employees, companies can build a more capable and motivated workforce, ultimately leading to increased productivity and competitiveness in the marketplace.