Problems And Solutions Of Staff Training And Development In Business Organisaitons
(A Case Study Of Niger Breweries Plc, Enugu)
Staff training and development in business organizations pose significant challenges that necessitate tailored solutions for optimal efficacy. One primary issue revolves around resource constraints, wherein companies often face budgetary limitations hindering comprehensive training programs. Additionally, time constraints emerge as a critical hurdle, as businesses struggle to balance operational demands with the need for ongoing employee development. Moreover, aligning training initiatives with evolving industry trends and technological advancements presents a continual challenge. To address these issues effectively, businesses can implement various strategies. Leveraging technology for e-learning modules and virtual training sessions can mitigate time and resource constraints, allowing for flexible learning opportunities. Establishing a culture of continuous learning within the organization fosters employee engagement and ensures alignment with industry best practices. Furthermore, personalized development plans tailored to individual employee needs enhance the effectiveness of training initiatives, promoting skill acquisition and professional growth. Embracing a proactive approach to identifying skill gaps and anticipating future training needs enables businesses to stay ahead in a dynamic marketplace, ultimately fostering a skilled and adaptable workforce primed for success in the modern business landscape.
This research work is on the problems and solutions of staff training and development – a case study of Nigerian Breweries Plc Enugu.
The major objective of this work was to find out the problems and solutions as it relates to staff training and development. This work was divided into five chapters, with Chapter one as introduction. It points on the history of training and development, the significance and scope.
Chapter two reviews the existing related literatures and works of eminent authors.
Chapter three highlighted on the methodology comprising area of study, research design, population of study, sample and sampling procedure, instrument for data collected, validity and reliability of the instrument, and Chapter four presented and analyzed data collected.
Finally, chapter five summarizes the write-up comprising findings, recommendations, and suggestions for further study, conclusion and limitations of the study.
Title page
Approval page
Dedication
Acknowledgement
Table of content
Abstract
List of tables
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 question
1.6 Limitation of the study
1.7 Significance of the study
Reference
CHAPTER TWO
2.0 REVIEW OF LITERATURE
2.1 Conceptual frame work
2.2 Determing training needs in business organisation
2.2.1 Organizational analysis
2.2.2 Job analysis
2.2.3 Approaches to staff training in
2.3 Business organization
2.3.1 Business organisation
2.3.2 On the job training
2.3.3 Coaching
2.3.4 Job rotation
2.3.5 Lecture method
2.3.6 Conference method
2.3.7 Role playing
2.3.8 Guided discussion
2.3.9 Case method
2.3.10 Business game
2.3.11 Sensitivity training
2.3.12 Vestibule training
2.3.13 Seminars
2.4 Training organisation
2.4.1 Home training organization
2.4.2 Educational training organization
2.4.3 Workplace training organization
2.5 Constraints of effective organisation
2.6 Factors that hinder effective utilization of trained manpower
2.6.1 Job misplacement
2.6.2 Nepotism
2.6.3 Stateism
2.6.4 Service conditions
2.7 Staff training/development in nigeria breweries plc
2.8 Summary of related literature
Reference
CHAPTER THREE
3.0 METHODOLOGY
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and sampling procedure
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
Reference
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Data presentation and results
4.2 Summary of result/findings
References
CHAPTER FIVE
5.0 DISCUSSION IMPLICATIONS AND RECOMMENDATIONS
5.1 Discussion of results
5.2 Conclusions
5.3 Implications of the finding
5.4 Recommendation
5.5 Suggestion for further study
Bibliography
Appendices
INTRODUTION.
1.1 BACKGROUND TO THE STUDY
The Nigeria breweries PLC, Enugu is a public limited company, which was established in 1946 for the sole purpose of brewing.
The company has brewing plant sat Enugu, Aba, Ibadan, and Kaduna. It has a wide range of products to include Star Beer, Guilder, Maltina, Amstel Malta, among several others.
The development of the company has been as a result of intensive training programmes given to workers. However, inspite of certain government policies, which is unfavorable to the brewing industries, and the unstable economy in the country, the company’s personnel policy ensures effective training and development at all levels. When new employees are engaged their training needs are planned and judiciously purposed taking into consideration the particular need of the consideration the particular needs of the business and individual qualities of the employees concerned. Hence the company created a training department linked/subordinated to the administration department and charged with the responsibilities of recruiting, training and development has helped the company to establish a pool of skilled and qualified personnel.
Training as a natural of the sequence of selection and induction of employees and receive sufficient attention from suability of using each individuals full lap ability becomes a continuous programmer of employee development.
Training as a process of learning a job up to the average level of competed of an experienced worker performing the same job. In effect shows that the length of training period required is the time it takes to achieve an average experienced workers’ standard of output and quality not the time required to be able to perform the job. All employee regardless of their previous training education and experience, need to be introduced for their new working environment, and to be shown how to perform specific, task.
1.2 STATEMENT OF PROBLEM.
All organisation have pre-determined objectives or goals these objectives and goals are the ends toward which the activities of the business.
Since are aimed. These organization strive to achieve their respective goals since this is the parameter for assessing the success of failure, and those objectives cannot be accomplished without human effort. The managers and employees must be equipped in order to carry out this assignment satisfactorily.
Udoji in the service review commission has in his report that “of all the aspects of personnel management, perhaps the most important for us in Nigeria today is training. Training is virtually important for our public service. Inspite of some outstanding efforts we remain short of skilled manpower so necessary to a successful development policy training is an important means of meeting the chronic manpower shortage”.
The vital role human resources is playing for the purpose of growth and survival of indigenous enterprise spurred me to investigate, analyse and appraise the nature and problems of staff training and development in Nigeria Breweries Plc, Enugu. Then the questions remain.
1. How are training needs identified?
2. What is the attitude of management towards staff training and development?
3. What are the types of training methods used by this organization?
4. What are the effects of training on the performance of workers?
1.3 PURPOSE OF THE STUDY
In view of the problems stated above, the purpose of this study is to investigate the problems with a view to developing a framework to the analysis and improvement of staff training and development programmes in this company.
1. Identifying the specific areas in which staff training is required.
2. Identifying the factors that hinder staff training and development in the company.
3. To ascertain the type of training programmes of the company.
4. To find out the extent of training effect on the performance of staff of Nigeria Breweries Plc.
1.4 THE SCOPE OF THE STUDY
This research work boarders on the problems and solutions of staff training and development with reference to Nigerian Breweries Plc, 9th Mile Corner, Ngwo, Enugu.
1.5 RESEARCH QUESTIONS
The following questions have been formulated as a guide for this study.
1. Has the company any specific personnel that undergo training?
2. To what extent does the attitude of management affect staff training and development?
3. Has the company any specific method of training?
4. To what extent have training and development helped in improving the performance of staff of Nigeria Breweries Plc, Enugu?
1.5 THE SIGNIFICANCE OF THE STUDY
The significance of staff training and development will be derived from examining critically the problems the organization is faced with, and various ways of solving them. Based on this, if this study succeeds in achieving its objectives. The findings of this research work are expected to contribute to the following:
1. Help the company to have a training policy so as to identify the training needs of the company.
2. Help to ensure return on investment by attaching incentives to motivate staff
3. Provide suggestions on how to avert the factors that hinder staff training and development.
4. Help to ensure return on investment by attaching incentives to motivate staff.
Problems And Solutions Of Staff Training And Development In Business Organisaitons:
Staff training and development are crucial aspects of ensuring the growth and success of business organizations. However, they come with their own set of challenges. Here are some common problems and potential solutions related to staff training and development in business organizations:
Problems:
Lack of Budget: Many businesses, especially small ones, struggle with limited budgets for training and development programs.
Solution: Allocate a dedicated budget for training and development and explore cost-effective options like online courses, in-house training, or partnering with educational institutions.
Resistance to Change: Employees may resist training programs due to fear of change or a perception that it is not relevant to their job.
Solution: Communicate the benefits of training and development, align programs with employee career goals, and involve employees in the decision-making process.
Time Constraints: Finding time for training while juggling regular work duties can be a challenge.
Solution: Offer flexible training options, such as self-paced online courses or brief, focused sessions. Encourage managers to support employees in managing their time effectively.
Lack of Engagement: Some employees may not actively engage in training sessions, leading to ineffective learning.
Solution: Make training interactive, relevant, and enjoyable. Incorporate gamification, group discussions, and real-life scenarios to boost engagement.
Outdated Content: Training materials can become obsolete quickly in fast-changing industries.
Solution: Regularly update training content to keep it relevant and aligned with industry trends and best practices.
Measuring ROI: It can be challenging to quantify the return on investment (ROI) of training and development initiatives.
Solution: Establish clear performance metrics and track the progress of employees before and after training. Conduct surveys or assessments to gather feedback and measure improvements.
Inadequate Leadership Support: Without buy-in from top management, training initiatives may lack direction and resources.
Solution: Ensure that senior leaders actively support and participate in training programs. They should communicate the importance of training and lead by example.
High Turnover Rates: Investing in training for employees who then leave the organization can be frustrating and costly.
Solution: Implement retention strategies alongside training and development efforts. Offer incentives for employees to stay with the company, such as career growth opportunities or financial rewards tied to tenure.
Skills Gap: Identifying the specific skills gaps in the workforce can be challenging.
Solution: Conduct regular skills assessments and performance reviews to pinpoint areas where training is needed. Use this data to tailor training programs accordingly.
Lack of Follow-Up: Training is often viewed as a one-time event rather than an ongoing process.
Solution: Implement a system for continuous learning and development. Encourage employees to apply what they’ve learned and provide ongoing support and resources.
In conclusion, while staff training and development in business organizations may present various challenges, these can be addressed with strategic planning, commitment from leadership, and a focus on creating a culture of continuous learning and improvement. Effective training and development can ultimately lead to a more skilled and motivated workforce, driving the organization’s success.