THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON THE PRODUCTIVITY ON THE EMPLOYEES OF NIGER STATE POLYTECHNIC (ZUNGERU)

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ABSTRACT

The topic of research is the effect of Manpower Training and Development on the Productivity of the Employees if the Niger State Polytechnic Zungeru. It was chosen so as to investigate if training and development have an impact on employees output and to what extent. The focus of this study and analysis of the effect of training and development in the public sector with special reference to Niger State Polytechnic Zungeru, based on training and development, its contributions and impending factors to adequate implementation of training and development as it relates to employees training. The goal of any organization is to maximize profit and for this goal to be achieved, an organization has to equip its human resources and motivate them to increase productivity, which the end result is increased in productivity.

 

 

TABLE OF CONTENTS

CHAPTER I: INTRODUCTION

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

1.2     Historical Background of Niger State Polytechnic, Zungeru      4

1.3     Statement of the Problem    –         –         –         –         –         –         6

1.4     Objectives of the Study         –         –         –         –         –         –         8

1.5     Significance of the Study      –         –         –         –         –         –         9

1.6     Research Questions     –         –         –         –         –         –         –         10

1.7     Scope of the Study       –         –         –         –         –         –         –         11

1.8     Limitations of the Study       –         –         –         –         –         –         11

 

CHAPTER II: LITERATURE REVIEW

2.1     Introduction        –         –         –         –         –         –         –         –         13

2.2     The Definition of Training and Development –         –         –         16

2.3     Determining Training Needs         –         –         –         –         –         18

2.4     Principles of Training  –         –         –         –         –         –         –         21

2.5     Techniques and Methods of Training     –         –         –         –         23

2.6     Guideline for Effective Training and Development –         26

2.7     Importance/Benefits of Training and Development –         30

2.8     Problems Associated with Training and Development      –         34

2.9     Evaluation of Training          –         –         –         –         –         –         36

2.10   Management Development in Nigeria   –         –         –         –         38

2.11   Methods of Management Development –         –         –         –         44

2.12   Summary of the Chapter      –         –         –         –         –         –         45

 

CHAPTER III: RESEARCH METHODOLOGY

3.1     Introduction        –         –         –         –         –         –         –         –         47

3.2     Research Design          –         –         –         –         –         –         –         47

3.3     Area of Study      –         –         –         –         –         –         –         –         48

3.4     Population of Study     –         –         –         –         –         –         –         48

3.5     Sample Size/Sampling Technique –         –         –         –         48

3.6     Instrument of Data Collection       –         –         –         –         –         48

3.7     Validation of the Instrument         –         –         –         –         –         49

3.8     Reliability of Instrument      –         –         –         –         –         –         49

3.9     Method of Data Collection   –         –         –         –         –         –         49

3.10   Method of Data Analysis      –         –         –         –         –         –         49

 

 

CHAPTER IV: DATA PRESENTATION AND ANALYSIS

4.1     Introduction        –         –         –         –         –         –         –         –         51

4.2     Characteristics of Respondents     –         –         –         –         –         51

4.3     Data Presentation and Analysis   –         –         –         –         –         43

4.4     Summary of Findings  –         –         –         –         –         –         –         59

4.5     Discussion of Findings          –         –         –         –         –         –         60

 

CHAPTER V: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1     Summary   –         –         –         –         –         –         –         –         –         63

5.2     Conclusion –         –         –         –         –         –         –         –         –         65

5.3     Recommendations       –         –         –         –         –         –         –         66

Bibliography       –         –         –         –         –         –         –         –         68

Questionnaire     –         –         –         –         –         –         –         –         69

 

CHAPTER I: INTRODUCTION

• BACKGROUND OF THE STUDY

The importance of Training and Development is obvious given the growing complexity of the work environment, the rapid change in organization and advancement in technology, among other things. Training and development helps to ensure that organizational members possess the knowledge and skill they need to perform their jobs effectively; take on new responsibilities, and adapt to changing conditions. Despite the recognition of the importance of training by management experts and government are expressed in white papers on various reforms in Nigeria, the experience of manpower training and development in the Nigerian public service has been more of ruse and waste. Until recently there has been a general resistance to investment in training in the public service because of the belief that “employee hired under a merit system must be presumed to be qualified, that there were already trained for their job, and that if this was not so, it was at fault” (Stahl, 1976).

 

The assumption has been jettisoned as the need for training became obvious both in the private and the public sectors. Many organizations have come to recognize that training offers a way of “developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm”. Indeed, the importance of training has become more obvious given the growing complexity of the work environment, the rapid change in organizations and technological advancement which further necessitates the need for training and development of personnel to meet the challenges.

 

Training and Development helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities and adapt to changing conditions (Jones, George and Hill, 2000). It was further argued that training “help improve quality customer satisfaction, productivity, morale, management succession, business development and profitability”. Elaborating further on the importance of Human Resource Development (HRD), the International Labour Office (2000) affirmed that development and training improves their trainees’ “prospects of finding and retaining a job, improves their productivity at work, their income-earning capacity and their living standards and widens their career choices and opportunities”.

 

Management experts also argued that a major function of a manager is to develop people and to direct, encourage and train subordinates for optimum utilization Stahl (1986). Training helps prepare employees for certain jobs that are unique to the public sector. Specifically on Nigeria the Public Service Review Commission (PSRC) report in 1974 emphasized the importance of training and development. A result oriented public service will need to recruit and train specialized personnel. The new public service will require professionals who possess the requisite skill and knowledge training should be part of a comprehensive education planning programmes of all the aspects of personnel management perhaps the most important for us in Nigeria is training.

 

Three decades after, another reform endeavour (the 1988 civil reforms) emphasized obligatory.

 

• HISTORICAL BACKGROUND OF NIGER STATE POLYTECHNIC

The present Niger State Polytechnic Zungeru has its originin in the defunct Zungeru College of Advanced Studies (ZUCAS). It was established in 1979 by the Niger State Government through Edict No 7 of 1979. It was temporarily located at Bida. The primary objective of establishing the institution includes: the training of intermediate (middle level) manpower, and preparation of student for entry into the Universities through externally conducted examinations such as IJMBE.

 

 

 

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THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON ORGANIZATION GOAL ATTAINMENT
(A case study of Nigeria bottling company Plc Kaduna)

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ABSTRACT

The effect of training and development on organizational attainment is a concept that looks into the organisation with the view to ascertain the essence of training programmes. Does it really make sense to the organisstion what are the benefits derive by the employee those are the facts the research wants find out in view of the above, the research gathered the training and development contribute immensely to the growth and development of the organisation. Also that training is the life-wire of any organisation that wants to survive in long-run organisation that neglect training and development will not excel becaus there is no innovation. Training and development enhance increase in productivity because it enables workers to utilize their potentials which leads to efficient use of skills that increase output. Training and development widening the scope and the breath of employee’s knowledge which helps inject new innovations and new idea to the organisation. Lastly, the researcher arrived at a conclusion based on the findings and made necessary recommendation on how training and development can be improved.

TABLE OF CONTENTS

CHAPTER ONE

1.1   Background of the study  –      –      –      –      –      1

1.2   Statement of the Problem        –      –      –      –      3

1.3   Objective of the study     –      –      –      –      –      4

1.4   Statement of the Hypothesis – –      –      –      –      5

1.5   The Significance of the study   –      –      –      –      6

1.6   Scope of the study   –      –      –      –      –      –      7

1.7   Limitation of the study     –      –      –      –      –      7

1.8   Historical background of the case study   –      –      8

1.9   Definition of terms   –      –      –      –      –      –      12

CHAPTER TWO

2.0   LITERATURE REVIEW     –      –      –      –      –      14

2.1   The meaning of training and development       –      17

2.2   Importance of training and development –      –      17

2.3   Purpose of training and development      –      –      18

2.4   Method of training and development       –      –      19

2.5   Limitation of training and development    –      –      20

2.6   Effect of manpower training and

development on organisational goal –      –      –      21

CHAPTER THREE:

3.0   RESEARCH METHODOLOGY     –      –      –      –      28

3.1   Research design      –      –      –      –      –      –      28

3.2   Population       –      –      –      –      –      –      –      28

3.3   Sample size and sampling-      –              –      –      28

3.4   Method of gathering data –      –      –      –      –      29

3.5   Method of data analysis   –      –      –      –      –      30

3.7   Justification of instrument used       –      –      —     31

CHAPTER FOUR:   

DATA PRESENTATION AND ANALYSIS

4.1   Presentation of Data        –      –      –      –      –      34

4.3   Test of hypothesis    –      –      –      –      –      –      43

CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSION RECOMMENDATION

5.1   Summary of findings-      –      –      –      –      –      49

5.2   Conclusion       –      –      –      –      –      –      –      52

5.3   Recommendation     –      –      –      –      –      –      54

References      –      –      –      –      –      –      –      –      57

Appendices      –      –      –      –      –      –      –      58

 

 

CHAPTER ONE

 

• BACKGROUND OF THE STUDY

The attainment of organizational goals depend largely on the effort of its’ human resources. No organization survive without the effort of manpower, that why management of any organization must recognize human element as the most vital ingredient that sustain the growth and long survival of the organization. For a sustainable development and continuous increase in productivity, the management must actively be up and doing in manpower training and development programme because training bridge the gap between the actual performance and expected performance.

Training is the planned and conscious effort towards improving skill and attitude to increase organizational productivity. Apart from increasing productivity, it prepares employee for higher position and when faced with complex task, it keep employees at rest. As organization expand so the management become complex which call for the need for manpower training for effective and efficient running of the organization. Employee needs a constant training to withstand technological changes. Training deals with factual and relatively navour or structured learning material having immediate job reference to programme for fewer ranking employee while development is strictly meant for manager.

Management development therefore implies, attempt to improve managerial performance effectiveness through impacting knowledge for the purpose of organizational performance. Some managers are develop organization wide to identify managerial potentials or superior candidate with the view of widen the breath of experience (knowledge and attitude). Some are develop to enable them ripe for promotion and withstand complex task. Manpower training and development as a policy in an organization involved given the required training and impacting the needed knowledge to improve the employee performance which is gear towards increasing productivity. Other objective of training programme is avoidance of personnel obsolesce, a constant damage in highly competitive and changing business environment above all, training and development is the life wire of any organization that wishers to grow because no one knows except is been taught so for that organization must embrace training.

• STATEMENT OF THE PROBLEM

“Manpower training and development on organization goals attainment” as a chosen to topic which set out to research how manpower development can affect organization set goals competent manpower must be recruited, trained, developed and maintained in order that the desire goals and objectives of any organization can be realized. Some organization wouldn’t like to train their employee because after training they …

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THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON ORGANIZATION GOAL ATTAINMENT
[A CASE STUDY OF KADUNA STATE UNIVERSITY, KADUNA]

 

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ABSTRACT

The Effect of Training and Development on Organizational Goal Attainment is a concept that looks into the Organization with the view to ascertain the essence of training programmes. Does it really add value to the Organization? What are the benefits derived by the employee? These and many more are the facts the research wants to find out. In view of the above, the research gathered that Training and Development contributes immensely to the growth and development of the Organization. Also that training is the life-wire of any Organization that wants to survive, In the long – run Organization that neglects this important aspect of management will not excel because there is no innovation. Training and Development enhances increase in Productivity because it enable workers to utilize their potentials which leads to efficient use of skills that increases output. Training and Development widens the scope and the breadth of employee’s knowledge which helps inject new innovations and new ideas to the Organization. Lastly, the Researcher arrived at a conclusion based on the findings and made necessary recommendations on how Training and Development can be improved.

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

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

1.2     Statement of the Problem    –         –         –         –         –         –         3

1.3     Objective of the Study –         –         –         –         –         –         –         4

1.4     Statement of the Hypothesis         –         –         –         –         –         5

1.5     The Significance of the Study        –         –         –         –         –         5

1.6     Scope of the Study       –         –         –         –         –         –         –         6

1.7     Limitation of the Study         –         –         –         –         –         –         6

1.8     Historical Background of the Case Study        –         –         –         7

1.9     Definition of Terms     –         –         –         –         –         –         –     10

CHAPTER TWO: LITERATURE REVIEW

2.1     The Meaning of Training and Development    –         –         –         13

2.2     The Meaning of Organizational Goal Attainment    –         –         16

2.3     Importance of Training and Development       –         –         –         16

2.4     Purpose of Training and Development   –         –         –         –         17

2.5     Methods of Training and Development  –         –         –         –         18

2.6     Limitation of Training and Development        –         –         –         19

2.7     Effect of Manpower Training and Development on

Organizational Goal    –         –         –         –         –         –         –         19

CHAPTER THREE: RESEARCH METHODOLOGY

• Research Design –         –         –         –         –         –         –         25
• Population – –         –         –         –         –         –         –         –         25
• Sample Size and Sampling –         –         –         –         –         –         25
• Methods of Gathering Data – –         –         –         –         –         26
• Methods of Data Analysis –         –         –         –         –         –         27
• Justification of Instrument Used –         –         –         –         –         28

 

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

• Presentation of Data –         –         –         –         –         –         –         30
• Analysis of Data –         –         –         –         –         –         –         37
• Test of Hypothesis –         –         –         –         –         –         –         38

 

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

• Summary of Findings –         –         –         –         –         –         –         42
• Conclusion – –         –         –         –         –         –         –         –         45
• Recommendations –         –         –         –         –         –         –         46

References –         –         –         –         –         –         –         –         –         49

Questionnaires   –         –         –         –         –         –         –         –         51

 

CHAPTER ONE

• BACKGROUND OF THE STUDY

The attainment of Organizational goals depends largely on the effort of its human resources. No Organization survives without the effort of manpower, that is why management of any Organization must recognize human element as the most vital ingredient that sustain the growth and long survival of the Organization. For sustainable development and continuous increase in productivity, the management must actively be up and doing in Manpower Training and Development programme because training and re-training of staff bridge the gap between the actual performance and expected performance.

Training is the planned and conscious effort towards improving skills and attitude to increase Organizational productivity. Apart from increasing productivity, it must prepare employee for higher position and when faced with complex task, it keeps employees at rest. As Organization expand so the management became complex which call for the need for manpower training for effective and efficient running of the Organization. Employee needs a constant training to withstand technological changes. Training deals with factual and relatively structured learning material having immediate job reference to programme for fewer ranking employee while development is strictly meant for managers.

Management development therefore implies, attempt to improve managerial performance effectiveness through impacting knowledge for the purpose of Organizational performance. Some managers are developing Organization wide to identify managerial potentials or superior candidate with the view of widen the breath of experience in knowledge and attitude. Some are developed to enable them ripe for promotion, job appraisals and withstand complex task. Manpower Training and Development as a policy in an Organization involves giving the required training and impacting the needed knowledge to improve the employee performances which is geared towards increasing productivity. Other objectives of training programme is avoidance of personnel obsolesce, a constant damage in highly competitive and changing business environment above all, Training and Development is the life wire of any Organization that wishes to grow.

• STATEMENT OF THE PROBLEM

“Manpower Training and Development on Organization goals attainment” as a chosen research topic which set out to find how manpower development can affect Organization set goals. Thus competent manpower must be recruited, trained, developed and maintained in order that the desired goals and objectives of any Organization can be realized.

Some Organization could not let to train their employees simply because they fear the risk of loosing them to other competitors as they become attractive and marketable. Some are due to wrong perception that money

 

 

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THE EFFECT OF MOTIVATIONAL TOOLS ON EMPLOYEES MORALE IN AN ORGANIZATION

(A case study of Kaduna Refining and Petrochemical Company Limited (KRPC)

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ABSTRACT

This research work is on “The Effect of Motivational Tools on Employees Morale in an organization (A case study of Kaduna Refinery and Petrochemical Company Limited (KRPC) Kaduna). The introductory part consist of background to the subject matter, statement of general problems, objectives of the study, statement of hypothesis, significance of the study, scope and Limitation of the study and definition of terms. The study also reviewed existing literature by various authors and taking into consideration six motivational theories. In gathering relevant information, this research work consist of the use of questionnaire which was administered to the general staff of KRPOC Kaduna Chi-square was sued to test the hypothesis, the result gotten shows that conclusion and recommendation were also made which highlight the immense important of motivational factors in an organization.

Table of content

CHAPTER ONE
2.1 Background of the study 1
2.2 Statement of the problem 3
2.3 Objectives of the study 5
2.4 Statement of Research hypothesis 6
2.5 Significance of the study 6
2.6 Scope of the study 7
2.7 Limitation of the study 7
2.8 Historical Background of Kaduna Refinery and
Petrol-chemical company Kaduna (KRPC) 8
2.9 Definitions of Terms 12

CHAPTER TWO
2.10 Motivation defined 14
2.11 Motivational processes 15
2.12 Theories of motivation 16
2.12.1 Abraham Maslow Hierarch of needs theory 17
2.12.2 Douglas McGregor- Theory X and theory Y. 20
2.12.3 Herzberg’s motivation-Hygiene theory 23
2.12.4 McClelland’s needs theory 25
2.12.5 Expectancy theory 27
2.12.6 Equity theory 31
2.12.7 Reinforcement theory 33
2.12.8 Types of motivation 34
2.13 Types of motivational Techniques 34
2.14 Motivational Techniques 35
2.15 Factors Affecting motivational Techniques 41
2.16 Human resources contribution to motivation Techniques 42
2.17 The importance of motivation 44

CHAPTER THREE
3.1 Researcher Design 45
3.2 Research Population 45
3.3 Sample size sampling Techniques 45
3.4 Method of gathering data 46
3.5 Justification of method used 47
3.6 Methods of data analysis 47
3.7 Justification of the instrument used 48

CHAPTER FOUR
4.1 Data presentation 49
4.2 Data analysis 51
4.3 Discussion of findings 52
4.4 Test of hypothesis 56

CHAPTER FIVE
Summary findings 60
Conclusion 61
Recommendations 62
Bibliography 64
Questionnaire 65

CHAPTER ONE

1.0 GENERAL INTRODUCTION

It has been asserted over the years that motivation is important to workers just as water is important to sustain human life. Motivation creates condition that encourages workers to satisfy their needs while at the same time accomplishing organizational goals and objectives.

1.1 BACKGROUND OF THE STUDY
In motivating employee in an organization, it requires the management to create real and imagined needs for the employee to aspire to. These needs could be increase in wages/salaries, the desire to achieve through promotions, recognitions etc. So many experiences have portrayed that the Nigerian workers in both public and private sectors have been frustrated out of their jobs for reasons arising from the dissatisfaction of their job, lack of good training policies and training facilities, absence of adequate incentives etc. As a result, low morale in working behavior comes into play.
The keys to the viability, survival and growth of an organization in the public and private sector is the effective acquisition, utilization and maintenance of the organization’s most valued asset – human resources. No matter how vast or huge the financial and materials resources may be, somebody who is a human element will have to put them together and make them useful to the accomplishment of goals and objectives.

The capacity of an organization to adopt, maintain itself, survive and grow in the face of changing condition depends largely in how effective and efficient the human resource can be managed and utilized.

Lots of organizations are confronted with broad range of problems in dealing with the life wire of the organization, which is the human resource. This is obvious because, the human resources of an organization which consists of all individual, irrespective of their roles, status and duties who are engaged in any of the organizations activities and its important, versatile, and valuable assets, it is the only resources that is blessed with the capabilities of thinking, planning, executing and achieving organizational goals.

Furthermore, with these central roles played by human resource in an organization, it becomes evidently clear that their motivation should be given a top priority. The expectation of management of every organization is for employee to put in their best to achieve the goals of that said organization. This is the reason why management practitioners and most people tend to pay attention to motivation to boost employee morale at work.

1.2 STATEMENTS OF THE PROBLEM
Many contemporary authors have argued that motivation is a concept that cannot be ignored when talking of workers morale. Yet lack of motivation has made a whole lot of organization to collapse or at must run below their target. Motivated employees are needed in our rapidly changing workplace, motivated employee are more productive and help organizations to survive.
One of the key problems that usually confront the management is how to motivate workers to perform the assigned task and duties, so that the predetermined goals and objectives can be achieved.

Also, many organizations are more concerned with having high returns on investment which they have neglected workers to the background in their scale of priority.

Furthermore, most workers and management of organizations see motivation as just the addition to the take home of the workers, or promotion to another level in the hierarchy of the organization. They fail to realize that incentives, promotion and so on are what surrounds a job and it cannot lead to job satisfaction. That is the more reason why most organization that believe in this concept are still finding it difficult to satisfy their workers in the long-run.

Moreover, the fact cannot be eluded that most organizations see motivation of workers as unnecessary or a waste of resources that will yield a lot of profit when applied in other factors of production of the organization.
It is from this view that this study examines the extent to which

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THE EFFECT OF STOCK CONTROL PROFIT MAXIMIZATION IN MANUFACTURING COMPANY
(A STUDY OF NIGERIAN BOTTLING COMPANY LIMITED, KADUNA)

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ABSTRACT

This project is centered on the importance of stock control and management in business organization to enable the research obtain relevant materials and information for the purpose of analysis and conclusion personals interviews and the use of questionnaire were employed together, information from various department in Nigerian Bottling Company Kaduna. The use of text books to review related literate was also employed. The study also evaluate the extent the company complies with accepted methods or (models) like economic order quantity, re-order level, safety stock etc. the essence of this study have been to study the problems. The researcher reveals that for erective control of stock, the company has a department solely responsible for inventory control thereby reducing the operational cost of the business. It also facilitate easy and maintenance of all documents. It was also discovered that the company does not apply scientific method of economic order quantities to determine re-order level or quantities. Based on the findings, it was recommended that the organization should introduce the use of computer to enable it keep proper and up to date stock record at all times. It was recommended that the entire system should be made to involves all functional managers directly affected by the stock control system, will facilitate on understanding of the system and its effective implementations.

 

 

TABLE OF CONTENT

CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of the problems 5
1.3 Objectives of the study 6
1.4 Formulation of hypothesis 7
1.5 Significance of the study 7
1.6 Scope of the study 9
1.7 Limitation of the study 9
1.8 Historical background of the firm 9
1.9 Organizational structure of the study 10
1.10 Definition of terms 11

 

CHAPTER TWO
2.0 Review of Related Literature 12
2.1 Introduction 12
2.2 Definition of Basic concept 15
i. Stock Control 15
ii. Profit Maximization 18
iii. Manufacturing industry 24
2.3 Necessity for holding stocks 26
2.4 Authorization of stock issues 27
2.5 Effects of over stocking and under stocking 30
2.6 Advantages of efficient stock control systems 32
2.7 Setting up inventory control 32
2.8 Inspection and receipt of incoming stock 34
2.9 Responsibility for stock control 35
2.10 Economic order quantity (EOQ) 42
2.11 The formula approach 42
2.12 Requirement of material control method 48
2.13 Training of store keepers. 49

 

CHAPTER THREE
Research Methodology
3.1 Introduction 51
3.2 Method of Data collection 51
3.3 Problems of Data collection 52
3.4 Types of data 53
i. Primary data 53
ii. Secondary data 54
3.5 Population of study 54
3.6 The study sample 55
3.7 Description of the questionnaire 55
3.8 Research instruments 56
3.9 Method of testing the hypothesis 57

 

CHAPTER FOUR
4.0 Data presentation analysis and interpretation 58
4.1 Introduction 58
4.2 Presentation of data 58
4.3 Analysis of data 60
4.4 Testing of hypothesis 67
4.5 Summary of findings 67

 

CHAPTER FIVE
5.0 Summary, Conclusion and Recommendation 71
5.1 Summary of the study 71
5.2 Conclusion and Recommendation 72
5.3 Recommendations concluding remark 73
Bibliography 75
Appendix I 76

 

 

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Stock is frozen cash and as such should be given the same if not more priority than liquid cash. Firms need stock in one form or the other in order to carry out its day-to-day activities and as such, the need to have the stock at the required time, quantity, quality and under proper condition can never be over emphasized more often than not, organization hold in order to have ready supply of materials from the store house to guard against future increase in price, enjoy quality discount, prevent shortage of supply from its various sources etc. since the ultimate goals of any business set up is to make profit, then, such profit can only be realized through incurring the least affordable cost while expecting huge returns.

 

Inventory is major area of asset deployment which should be required to produce, minimum return on capital investment since it incurs cost so there is a great need to minimize such cost and control stock with respect to its receipt, storage and issue. When an organization is declining on what is to be held in stock, it is of necessity to consider what item are to be used, and produced by the organization in question and then decide which items is stocked. Stock have been noted to be life blood of organization and all such efforts are always made to see that efficient stock control system and equipments are invented to cater for the various items held in stock.

 

In order to minimize stock holding cost via efficient stock control measure, experience and qualified staff should be employed to see to such matter. In public sector of the economy today, stock control is nothing to write home about, you find stock idle in the store house, and some are even deteriorated due to lack of storage facilities and staff with the little or no knowledge with regard to store management.

 

However, in the private sectors where individual are the owner of the business, the reverse is the case because stock, no matter its form is given attention by well trained stoppers, under the appropriate conditions after all, huge sum of money have been sunk in the acquisition of such stock items and to what much is given much is or will be expected.

 

Organization in recent times have been facing one problem or the other which in most cases lead to early liquidation. An investigation have revealed that most often than not, the whole problem normally arises from inefficient management of stocks at one stage or the other both within and out side the organization, you will find improper or lack of inspection facilities, poor and inadequate storing equipments, bad movement of stock, just to mention a few with most of these thing present in organization, there is a great possibilities of such an organization having problem thereby leading to closure.

 

Shortage arises due to lack of effective control stock among others, such as deterioration, reducing obsolescence obsolete, pilferage receipt of the wrong specification of stock stoppage in production arising from interior materials into the production term cost thousand or millions of naira. But if stock are been monitored with high accuracy such problem will be satisfactorily reduce or totally controlled.

 

According to the stores recently have been make to reduce this cost while still maintaining a high degree of control large firm have introduced a system of analyzing stock by various categories so as to ensure that adequate attention can be paid to important item.

 

The main theme of this project is to bring to lime light the performance of beverage industry in Nigeria toward analysis of stocked control procedures with a particular reference to Nigeria Bottling Company (NBC).

 

In view of the above, we will have a glance on some specific areas further understanding. Firstly the writer intends to discuss analysis of stock control procedures in beverage industry.

 

Stock comprises a major part of a companies current asset, and can be classified as raw material, work in progress (or work in process) and finished goods. Its function are centered on stock management. At time firms could not reach the peak of its operation because of major lapse in the area of stock management, it was examined that the management tend to ignore the aspect of stock control in relation to inventory level mostly, some firm liquidate due to ineffective stock management, which was made known in the introduction part, this problems brings about frequent production interruptions and failure to meet delivery commitment. When a firm experience these, it obviously result to tie-up of the firms funds and loss of profit which could gradually lead to shut down of plant, and it affect the society as a whole (massive retrenchment). In essence stock for smooth production and to ensure the maintenance of holding stock that forms part of the smooth running of the business.

 

 

1.2 STATEMENT OF THE PROBLEM
In the past, many companies witnessed considerable lapse and increasing changes in management disciplines of stock control an important element in the management of stock.
1. Stock management or management of stock is one of the problem business faces.
2. The development of analytical techniques and computer capability now permits more sophisticated analysis of stock problems. These two phenomena have combined to transform stock…

 

 

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