THE EFFECT OF HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PRODUCTIVITY IN SEVEN-UP BOTTLING COMPANY KADUNA

THE EFFECT OF HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PRODUCTIVITY IN SEVEN-UP BOTTLING COMPANY KADUNA

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CHAPTER ONE                      

1.0    Introduction      –       –       –       –       –       –       –       –       1

1.1    Background of the Study   –       –       –       –       –       –       1

1.2    Statement of the Problem  –       –       –       –       –       –       4

1.3    Objective of the Study        –       –       –       –       –       –       5

1.4    Statement of Hypothesis    –       –       –       –       –       –       6

1.5    Significance of the Study   –       –       —      –       –       –       7

1.6    Scope of the Study    –       –       –       –       –       –       –       8

1.7    Limitation of the Study      –       –       –       –       –       –       8

1.8    Historical Background of Seven-Up Bottling

Company Kaduna      –       –       –       –       –       –       –       10

1.9    Definition of Terms.   –       –       –       –       –       –       –       13

 

 

CHAPTER TWO

2.0    Literature Review      –       –       –       –       –       –       –       16

2.1    Concept of Human Resource Development –       –       16

2.2    Significance of Human Resource Development   –       –       22

2.3    Aims of Human Resource Planning    –       –       –       –       24

2.4    The Relationship Between Human Resource

Development and Business Planning –       –       –       –       25

2.5    Method and Techniques of Human Resource

Development     –       –       –       –       –       –       –       –       28

2.6    Five Major Transition that will effect Training

and Human Resources Development  –       –       –       –       34

2.7    The Impact of Human Resource Development and

Productivity in and profit maximizing business

Organization     –       –       –       –       –       –       –       –       35

2.8    Training in the context of high performance work

Organization     –       –       –       –       –       –       –       –       37

2.9    The Role of training in High performance work

organization      –       –       –       –       –       –       –       –       38

2.10  Training as a component of performance

Improvement    –       –       –       –       –       –       –       –       42

 

CHAPTER THREE

3.0    Research Methodology       –       –       –       –       –       –       49

3.1    Research Design        –       –       –       –       –       –       –       49

3.2    Research Population –       –       –       –       –       –       50

3.3    Sampling size and Sampling Techniques    –       –       –       50

3.4    Method of Gathering Data  –       –       –       –       –       –       51

3.5    Justification of Methods Used    –       –       –       –       –       51

3.6    Method of Data Analysis    –       –       –       –       –       –       52

3.7    Justification of Instrument Used        –       –       –       –       53

Reference

 

 

 

 

 

 

 

 

 

CHAPTER ONE

INTRODUCTION

1.1    Background of the Study

Human Resource Development (HRM) as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. Many employees have failed in organizations because their need for training and development was not identified and provided as an indispensable part of management function. Human Resource Development deal with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

 

Nwachuku C.C (2007) Human Resource Development refers to any actions which is deliberately aimed at improving once skills, knowledge, habit or attitude in the performance of a given task, either in the present or in the future. It is the creation of an environment where people or employees may require or learn specific job related behaviours, knowledge, skills, ability and attitude.

 

Human resource productivity is a function of ability, will and situational factors. An organization may have employees of ability and determination with appropriate equipment and managerial support yet productivity falls below expected standards. The missing factors in any cases are the lack of adequate skills and knowledge which are acquired through training and development. An untrained worker (employee) is like a dangerous animal-once an employee has received adequate training, he is in a more confident position to contribute effectively towards the realization of organizational goals.

 

Training and development is capable of making important contribution to the goals an enterprise or Business organization. Training can therefore describe not as an end in itself but as a continuous activity and an integral part of a business system.

The management activity of preparing employees for future job (task) responsibilities is known as management development wealth and Davis (1982) mentioned that “the distinction between training and development is of intend. Training prepares employees to do their present job while development prepares for the future job. Both training and development teach employees needed skills, knowledge or attitude”.

 

Regardless of its purpose, management development must be dynamic in nature but must adopt the approach that promises best produce the desired change. Each manager in an organization is responsible for fostering the development of his subordinates. This responsibility includes establishing training programmes and measurement of training result. Development of the executive is the development of the organization grow and development for high-profit.

 

 

 

 

 

 

1.2    Statement of the Problems

The challenge in management industry or business organization has posed a treat on the realization and achievement of its set development and achievement of its set objectives this as resulted to fundamental issues of inadequate and improper acquisition, utilization and maintenance of its human resources.

 

 

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