TABLE OF CONTENTS
Title page
Abstract
Table of content
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study
1.2 Statement of the Problem
1.3 Research Questions
1.4 Objectives of the study
1.5 Hypotheses of the Study
1.6 Significance of the Study
1.7 Scope of the study
1.8 Limitation of the Study
1.9 Definition of Key Terms
CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.1 Introduction
2.2 Concept of Training
2.3 Purpose of Training
2.4 Methods of Training
2.5 Evaluation of Training
2.6 Effectiveness of Training
2.7 Challenges of Training
2.8 Review of Related Literature
CHAPTER THREE: HISTORICAL BACKGROUND OF THE ORGANISATION
3.1 Introduction
3.2 Research Design
3.3 Population and Sample Size
3.4 Sampling Technique
3.5 Sources of Data Collection
3.6 Instrument for Data Collection
3.7 Method of Data Analysis
3.8 Justification of Methods Used
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction
4.2 Data Presentation and Analysis
4.3 Test of Hypothesis
4.4 Summary of Finding
CHAPTER FIVE: PRESENTATION AND ANALYSIS OF DATA
5.1 Summary
5.2 Conclusion
5.3 Recommendations
Bibliography
Appendix
Abstract
This study examines the impact of training on workers performance in Vitafoam Nigeria Plc. The study utilized both field and documentary research method. Data were sourced both primary and secondary. The instruments for data collection were questionnaire and interview. The sample techniques adopted for the study was simple random technique. Hypothesis was stated and tested. Tables, charts and percentages were used as method of for data presentation and analysis. Chi- square was used to test the formulated hypothesis. It was found out that one of the roles of the management of the organization is providing adequate room for employee training. It was also found out that employee acknowledge and supported the techniques adopted by the management of the organization in training employee and they also recognized the role of training in improving performance in Vitafoam Nigeria Plc. In the course of the study, it was also found out that most employees in the organization acknowledges the relationship between performance and motivation (Job Satisfaction) and that employee training influences level of effective performance in the organization. Employee needs for training should be forecasted a head of time so as to reduce the problem of sudden and rush planning which have adverse effect on organizational performances.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The major aim of several organizations is how best they can improve their productivity. Enhanced productivity calls called for proper and efficient management of both human and material resources of the organization. Most managers recognized training as effective tools in achieving productivity. It is well known fact that organizations always focus and point those activities and programs that can help in the achievements of the objective for which such organizations were established.
It is important that every organization should have a well trained and experience workforce to carry out the various tasks and responsibilities that must be done to achieve organisational goals and objectives. Dynamism and complexity in today’s world of business has made the need for manpower training and development increased tremendously. For an organisation to have an edge over its competitors, manpower training and development is a very important element that management should consider.
In the past, when jobs were simple, easy to learn and influenced only to a small extent by technological changes, there was little or no need for employees to upgrade or alter their skills. But, that situation rarely exist in today’s world with the moving in the technological age and globalisation organisations are experiencing which requires frequent transformation and day-to-day update in employee skills.
Employee productivity is a function of ability, will and situational factors. An organization may have employees of ability and determination, with appropriate....
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