AN EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS (A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) PLC ENUGU ZONE)

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ABSTRACT
  This research work was designed to study training and development of employees in service organization.
  This study titled “An Evaluation of the effect of manpower training and development in service organizations. A case study of power holding company of Nigeria (PHCN) PLC Enugu Zone is of/with the view of finding out the way by which training and development can be conducted.
  The objective of the study is to highlight the advantages of human resource training and development and recommend an appropriate measure that could help improve the current human resource training programmes. Relevant data for this research work were collected from both primary source and secondary source of data. A descriptive method was used for this study. The total population of the staff in the organization is 250 out of which questionnaires were drawn from staff of the organization which constitute a sample size of 154.  The statistical instrument used in testing the validity of the hypothesis was chi – square. Among the major findings of the work was that training and development programme improve productivity and better performance. The research therefore recommended that there should be a free flow of information to enable all the staff to be aware of the training and development programme available to them both internally and externally.
               
TABLE OF CONTENT
Title Page
Certification
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE  
 INTRODUCTION
1.1      Background of the study
1.2      Statement of the problem
1.3      Objective/purpose of the study
1.4      Research Questions
1.5      Statement of Hypothesis
1.6      Significance of the study
1.7      Scope and limitation of the study
CHAPTER TWO
REVIEW OF RELATED LITERTURE
2.1         Theoretical framework for the study
2.2      Historical background
2.3      Current literature on theories post
  Reference
CHAPTER THREE
RESEARCH DESIGN
3.1          Research Design
3.2          Sources of data
3.2.1    Primary sources of data
3.2.2    Secondary sources of data
3.3       Population of the study 
3.4       Sample design and determination of sample size
3.5       Methods of data collection
3.5.1    Questionnaire design, distribution and collection of 
            responses
3.5.2    Secondary method of data collection
3.6       Method of data analysis
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1      Data Presentation and Interpretation
4.2      Test of Hypothesis

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1      Summary of findings
5.2      Conclusion
5.3      Recommendation
Bibliography
Appendix
Questionnaire



                                     CHAPTER ONE
                                 INTRODUCTION
1.1       BACKGROUND OF THE STUDY
        Manpower training and development must be based on a need analysis derived from a comparison of “actual performance’’ and behavior with “required performance’’ and behavior. Manpower training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.
        Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce inturn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.
     Training is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable them....


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