TRAINING AS A VERITABLE TOOL FOR THE IMPROVEMENT OF SECRETARIAL EFFICIENCY IN AN ORGANIZATION (A CASE STUDY OF AJAYI CROWTHER UNIVERSITY, OYO, OYO STATE)


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TABLE OF CONTENT
·        Title page
·        Approval page
·        Dedication
·        Acknowledgement
·        Abstract
·        Table of content
CHAPTER ONE
1.0     Introduction
1.1     Statement of problem
1.2     Objectives of study
1.3     Statement of hypothesis/research questions
1.4     Significance of study
1.5     Scope of the study
1.6     Limitation of the study
1.7     Definitions of terms
CHAPTER TWO
2.1     Types and qualifications f secretary in an organisation
2.2     Training and organizational objectives
2.3     Approaches to training a secretary
2.4     Importance of training
2.5     Types of training
2.6     Concepts of needs
2.7     Concept of needs of training
2.8     Concept of need of training secretaries
CHAPTER THREE
RESEARCH METHODOLOGY
3.1     Research design
3.2     Target population
3.3     Sample procedure and sampling methods
3.4     Instruments
3.5     Method of data collection
3.6     Measurement of variables
3.7     Convectional duties
3.8     New technological awareness functions
CHAPTER FOUR
4.1     Presentation of data and analysis of data
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1     Summary
5.2     Conclusions
5.3     Recommendations
Questionnaire
References


ABSTRACT

This Project work is “An Analysis of Training as Tool for improvement of secretarial Efficiency in an organization.” This was necessitated by the fact that most organizations fail, not because their workers, especially secretaries are not efficient, but as a result of lack of constant training. This is necessary in view of continuous technological changes nowadays. The data generated using a structured questionnaire administered to all the 80 secretaries in Ajayi Crowther University, Oyo, Oyo State using the percentage method. It was found out, amongst others that increased learning made the secretaries more competent. In view of this, it was partly recommended that organizations should have a consistent policy of sending their staff on regular training and developments programmes, as well as seminars, workshop and conferences. 

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