FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT (A case study of Enugu North Local government)

 

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     ABSTRACT

The success of any enterprise depends largely on the effectiveness of its human resources in their work. The need for reappraising the manpower training and development in our organization is apparent. Therefore this research work tried to identify the problems affecting human resources development with a view to developing means for improving effectiveness in human resource management the statement of the problem the introduction limitation, significance and objective of the study were stated.
A review of related literature was made in the research   to know the opinion of different authors concerning human resources. This study was carried out throughout the use survey research method which involved the collection of data manly by the use of questionnaires the questionnaire which was developed from the research questions was designed to elicit information regarding the subject matter. It was complemented with interviews and with the aid of simple random sampling The analysis of data shows that poor recruitment motivation industrial relation machine and equipment leadership style affect human resource develop. Finally, the summary, conclusion of the finding were made

TABLE OF CONTENTS

CHAPTER ONE

Statement of the problem

Objective of the study

Significance of the study

Limitation of the study

Research questions

Definition of terms

Reference

CHAPTER TWO

REVIEW OF RELATED LITERATURE

1. 1. The role of human resources in organization
   2. Human resources training and development
   3. The human resources requirements of public administration
   4. Enugu north local government

CHAPTER THREE

METHODOLOGY

1. 1. Research design
   2. Source of data
   3. Population and simple of study
   4. Method of data collection
   5. Instruments
   6. Method of data analysis
   7. References

CHAPTER FOUR
PRESENTATION ANALYSIS AND INTERPRETATION OF DATA
CHAPTER FIVE

Summary and conclusion

Recommendation
Appendixes
Letter and questionnaire
Bibliography

 

 

CHAPTER ONE

INTRODUCTION

The growth of any organization depends upon the development and utilization of people in it.  The efficiency of an organization whether private or be it public depends to a large extent on how effectively human resource are utilized.  For any organization to attain its desired objective it must seek and obtain the willing co-operation of the people it has to work with

 

Management must work, employ and therefore should develop programmes and policies that will enable them to obtain the best results from the employees
Organizations are being forced to operate in an increasingly competitive environment and this places emphasis on the role of management in making the most effective use of human resource in order to meet its objectives.

 

In the search for organizational effectiveness there is an increasing range of specialized skills to help line managers whether in business public administration or other organizations.  In struggling to achieve objectives of the organization there are a number of “tools” which can help the managers in the execution of work and activities which have to be undertaken in forecasting and planning organizing decision making and control many of these tools will help to solve the problems affecting human resource development which arises due to complexities in modern business.

 

However, there are problem affecting human resources development in Enugu North, which discourages an employee from contributing his maximum human potentials, which are necessary to make for higher productivity profitability and growth. Personnel management has been defined several ways.  It is the field of study that encircles all the activities that are performed form the identification of human resources for employment to the full utilization of people and planning for their retirement the personnel management function involved recruiting selecting hiring developing participation communication motivation and remunerating employees are attained.

 

The field of management poses many problems and these problems affect human resources development the problem to be discussed in this research includes inadequate selection, recruitment placement training motivation industrial relation communication and other environmental factors that affect human resources development, in the following six departments of Enugu Local Government namely works personnel health 80hal welfare account and finance departments.
For the most efficient possible use of worker’s skill management must be able to decide how when and where the service of each individual are to used.

 

 
1.1     STATEMENT OF THE PROBLEM
The problem of this study is to investigate the inhibiting factors affecting the utilization of human resources development in the organization

Human resources development in any business organization has some problems, which proceed from either internal or    external factors.  The problems could be that of ignorance that is unaware of the need or important of   human resources development in an organization as said by beach.

Some of the prevailing socioeconomic problems of the county such as constant labour unrest using unemployment high rate of crimes poor standard of living and even inflation can be attributed to poor labour management relations in most organization.

 

 

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INFLUENCE OF STAFF TRAINING AND DEVELOPMENT ON OPERATIONS OF NON GOVERNMENTAL ORGANIZATION. (A CASE STUDY OF ANAMMCO ENUGU.

 

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CHAPTER ONE – INTRODUCTION

1. 1. Background to the study
   2. Statement of the problem
   3. The objective or purpose of study
   4. Scope of the study
   5. Research questions
   6. Significance /Rational of the study

CHAPTER TWO

1. Review of literature

CHAPTER THREE
3.0   Discussion, Implication

1. 1. Recommendation
   2. Discussion of results
   3. Conclusions
   4. Implications of results
   5. Recommendations
   6. Suggestions for further research
   7. Limitation of the study
   8. References
   9. Appendices

 

 

 

CHAPTER ONE

INTRODUCTION

Some years ago, the concept of training and development were widely misunderstood and not fully appreciated in most Nigerian organization. Today, the situation has dramatically changed such that many organizations, business and non business organization have come to appreciate the need for employee development and training as a very important instrument for organization development.

 

Training and development date back to the beginning of man. In our own families, our parents direct the children on what to do. A little baby is trained / taught to sit, crawl, stand and walk. All these efforts are geared towards developing the child to gain essential skills for adaptability in this  environment. It is this training and development that guides the child as he grows and matures into adulthood.
The above make it clear that although once is qualified to be employed in an office, to perform once duty or the other, yet the staff employed needs to be trained for adaptability in his office environment.

 

As can even be seen from the Biblical aspect of it, in the book of Samuel chapter 30, David the king of the Israelites realized the importance of training and development. By selecting his distinguished six hundred soldiers he gave the special training and sponsored their scientific and special reading to enable them to satisfy advisory roles in his palace and ultimately meet the nations needs in having a well trained army. It has become increasing apparent to more and more organization that life/long learning     must become a reality for them to remain competitive in an increasingly demanding environment. Such learning can take place through training courses offered by the firm themselves or by outside suppliers of training and education.

 

According to Buke (vol 41, 1988; 731) it can also take place informally through learning and development on the job. There has recent literature Morrison (1992: and Burke (1994:28 suggesting the impact of both the number of development activities undertaken and their pertinences usefulness on a variety of work attitude and outcomes, such as self reported future career prospects.
Furthermore, training and development is seen as a continuous process, believing that money spent on training and development is money well spent.

 

According to Ubeku (1975:270) employee who have not received adequate training before assigning them with responsibility lack of necessary confidence with which to  carry out the job. It is evident that the main objective of any organization is profit maximization, complimented with cost minimization. Hence, it is prudent for organizations to manage their resources in the best possible manner. One of such ways is through the manipulation of its labour force in such a way as to yield the highest attainable effective operations.

 

In the past, organization did not fully accept the benefits of employees’ training just because the results were not easily identified and clear. The Federal Government of Nigeria recognized the benefit of training and manpower development when they established the Industrial Training Fund  (ITF). Through the promogation of Decree No. 47 of 1971, the objective of which were to “promote and encourage employee training and development as well as the acquisition of skills to industries with a view to generating a pool of indigenous training manpower sufficient to meet the needs of economy”. With these objectives in mind, one realizes that it is very necessary for organizations to expect high productivity in order to accomplish organizational goals and objectives.

 

It is a truism that without production, the organization will not survive and such survival is usually predicated on the quality, quantity and efficient use of resources. All these cannot be achieved without the expertise knowledge and skill of the particular job coupled with the right attitudes acquired through training and development. Ogundele (1983:35) stresses that the success of an enterprise depends on the effectiveness of the human resources, the skill and the enthusiasm of the employees.
He observed that a set of objectives will not be achieved if there is no competent employees to effect such objectives. He argues that human development could be effected by the employees concerned through trial and error but error but better by the organization, through as well planned training scheme or programme.
He argued that the question should not be whether or not to train but the type of training to be employed. He concluded that human resources are rather scarce production factors which must be intelligently handled.

 

This brings us to be the importance of labour. Likert (1967:11) lie of taught is that “all activities of any enterprise are initiated and determined by the person who make up that institution”. The importance of labour force are two folds. First, its indispensability in the organization set up. Second is its unpredictable nature. Mainly because of the later, it is very necessary to take special care of this factor of production i.e labour.
In actually, no man is indispensable but suffice it to say that there are costs associated with recruitment and orientation or new staff. The profit the organization would have reaped from having this in mind, my aim in this research paper is to highlight the influence of staff training and development on effective  operations and hence after make recommendations from the empirical findings.

 

 

THE IMPORTANCE OF STAFF TRAINING
After an employee has been selected, placed and inducted he should also be trained. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. No organization has a choice of whether to train or not, the only choice is that of method, if no planned training programme established this has not eliminated training costs. The employee will train himself by trail and error or by observing others.

 

The establishment of a sound training programme serves the interest of both the management and workers. Training is valuable to the employee in terms of better security and greater opportunity for advancement within or outside  the present organization.
Other values of training include: –

1. INCREASED PRODUCTIVITY: An increased in skill usually results in increase in quantity and quality output. The increasingly technical nature of modern job demands systematic training to enable even minimum, levels of accomplishment.
2. HEIGHTENED MORALE: The possession of needed skills helps to meet such basic needs as security and ego satisfaction. Elaborate personnel and human relations programme can make a contribution toward moral but they will be of little use of employees do not possess the necessary knowledge, skill aptitude and altitude to perform their job.
3. REDUCED SUPERVISOR: The trained employee is once who supervise himself. Both employee and supervisor want less supervision, but greater independence is not possible unless the employee is adequately trained.
4. REDUCED ACCIDENTS: More accidents are caused by deficiencies in people than in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards reduction on the accident rate.

 

HISTORY OF ANAMCO LTD

Mercedes – Benz Anammco is a joint venture between the Federal Government of Nigeria and Daimler – Benz AG/Mercedes Benz AG of Germany. Anambra manufacturing company Anammaco with corporate headquarters at Emene industrial layout PM.B. 2523, Enugu was incorporated on January 17, 1977 comes up with other details as follows:

1. laying of foundation stone May 12, 1978
2. official commissioning of plant July 8, 1980
3. commencement of official production January, 1981
4. Installed production capacity on one shift per-annum 7,500 commercial vehicles (Truck assembly).
5. Present capacity utilization approve 15% of installed capacity.
6. Total production to end of December, 199 approx. 20,000 (made up of trucks and buses)

MB – ANAMMCO manufactures commercial vehicles and leads in the commercial vehicle market in Nigeria with five tons pay load and above. The plant which occupies a sprawling 300,000 square meter sites at Emene, near Enugu is veritably and viable economic and technological co-operation between the government and people of Nigeria and Germany.
Training and Manpower Development:
The MB – ANAMMCO Training centre, which was commissioned in 1982, has lived up to its billing in producing high calibre middle – level technical manpower for the company, and the nation in general. The MB – ANAMMCO Training centre was conceived with the object – objective of providing training facilities not only for apprentices but also for on the job training for improvement in technical skills, work habits and leadership qualities of factory managers. Because of inadequacies in formal education. When measured against the background of the diverse needs of industries, training and retraining cannot but be accorded high priority in the scheme of things in MB – ANAMMCO.
Staff Welfare

 

MB – ANAMMCO continues to live up to its social responsibilities in all ramifications. It takes care of its over 800 employees by offering them highly subsidized food at its modern canteen, providing free medical services to its employees and their dependents and offering them recreational facilities, it has a football club and also cultural groups. In addition, it occasionally donates to charity and identify with the government in its socio-cultural endeavous and community development efforts.

 

The contribution of MB – ANAMMCO to the economic development of Nigeria cannot be over emphasized. The company has continued maintain a high level of resilience in its attempt to survive the harsh economic climate and live up to the confidence reposed in it as an extension of the most historical, traditional and successful auto company in the word. Mercedes Benz AG.
Their staff strength as at December 31st 1990 is 794 (expateriates 12) (service map).

 

 

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THE IMPACT OF APPRENTICESHIP ON THE MANPOWER NEEDS IN NIGERIA. (A CASE STUDY OF ENUGU METROPOLIS)

 

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ABSTRACT

“The Impact of Apprenticeship on the Development of Manpower Needs in Nigeria” underscores greater number of points which needed to be grasped.
In reality, during this work, a look is taken to correct bad impression and misconception problem that apprenticeship programme is meant for the illiterates. It is against this background that extensive discussion is made on the formal apprenticeship system. The in-plant or in-house training programme is a worthwhile venture which almost every company and institution embark upon so as to meet the new demands, new problems and new challenges. Also, on-the-job training. A conjectural hypothesis is also formulated to identify, ascertain and analyse research problems and means devised to test it is Chi-square which determines the association between nominal variables.

 

Meanwhile, the research approach or method investigation applied is face to face interaction with the personalities concerned that is through interviews, instrument used is structured questionnaire and this is made possible by a letter of introduction from the Head of Department.
On the other hand, the major findings are based on the fact that theory and practice are indispensable. The two must go hand in hand to ensure efficiency and effectiveness. The major purpose of training and development do cause a change in employee, trainee or apprentice behaviour on job and ultimately improves the effectiveness of the organization / company / institution. Growth and individual career objectives are achieved through effective training and apprentice can therefore reach their potentials without much ado.
On a very serious note, Nigeria government should restructure the curriculum of the apprenticeship system through some of its programmes.
National Manpower Board (NMB) should be reactivated and allowed to fully utilize its responsibilities. Then the final research report is highly formalized and cuts across every sphere of ones life.

TABLE OF CONTENT

CHAPTER ONE

Introduction

1. 1. Background of the study
   2. Statement of the problem
   3. Purpose of the study
   4. Scope of the study
   5. Research hypothesis
   6. Significance of the study
   7. Limitations of the study
   8. Definition of the terms

References

CHAPTER TWO

Literature review

Literature review.

1. 1. The problems and prospects of apprenticeship system in Nigeria
   2. Manpower analysis, training and auditing
   3. The contribution of apprenticeship to development and manpower needs IN NIGERIA.

Reference

CHAPTER THREE.

Research design and methodology

1. 1. Research design
   2. Area of the study
   3. Population of the study.
   4. Sample and sampling procedure
   5. Instrument for data collection
   6. Validation and reliability of the instrument
   7. Method of data collection
   8. Method of data analysis

Reference.

CHAPTER FOUR.

Data presentation and analysis

1. 1. Distribution and return of questionnaires
   2. Presentation and analysis of data.
   3. Testing of hypothesis

Reference.

CHAPTER FIVE
Findings, conclusion and recommendations.

1. 1. Discussion of findings.
   2. Conclusions.
   3. Implications of research findings.
   4. Recommendations.
   5. Suggestions for further research.

Bibliography
Appendix

 

 

CHAPTER ONE

INTRODUCTION.
1.1     BACKGROUND OF THE STUDY.
Let it be pointed out that the full research report on the topic under discussion would show how apprenticeship system and manpower needs contribute to Nigerian economy.
Again, an in-depth look has been taken to explore and identify whether the topic is research worthy and consequently to meet up with the challenges of time. Once more, the trend of business, economy, politic, technology and other special values of expertise in various fields of endeavour cannot be kept in isolation.
Therefore, several attempts should be made to write in detail some of the activities been embarked upon by different organizations, institutions, corporate bodies and what have we. They contribute immensely in the development of apprenticeship of manpower needs in Nigeria. This contribution would be found out in the course of research work.
It is against this and more background that this work might be made a daily companion by researching students, scholars, entrepreneurs and trainees.
In a nutshell, one is expected to know how the impact of apprenticeship development of manpower needs were to apprentices; be encouraged and welcomed by Nigerian Citizens. Some of the trends enumerated above would be a thing of past. Later all, the essence of acquiring knowledge is to impart it to one another.
It means that putting interest on this apprenticeship system would in no doubt be of great advantage to the government and populace who are desirous to make both ends meet. At a time, non-challant attitude of some people under the illusion that apprenticeship system is meant for the illiterates or people of low status should henceforth disillusioned. In large, apprentice does not mean those who did not know how to read and write but the literate ones. This will later be discussed in detail in the subsequent chapter.
To this end, the easiest way forward to achieve and maintain the impact of apprenticeship and its manpower needs is by all and sundry placing hands on deck, not to be seen in a wrong perspective to be of great importance to certain individuals but of a mutual advantage of all. Even if you are not an apprentice, it should never be discouraged.
We than God that n the contemporary institutions of higher learning that apprenticeship system is encouraged in the course termed “Entrepreneurial Development”
Lastly, to cope with the new demands, new problems and new challenges.

 

 

1.2     STATEMENT OF THE PROBLEM.

One should not fail to acknowledge some of the specific aspects which give the researcher a great concern during the course of this research. To buttress up points, as it is often said in research methodology, be it in business, education, political science, to mention but a few that; “A problem well defined is half-solved”. Let it be made clear that there are many of them but the prominent ones would be given rapt attention.
It is however imperative to note that this research topic is believed to be varying or changing in nature. The question is why is it so? In this light, programmes undertaken in the name of apprenticeship scheme are numerous, mismanaged and unstable.
Oftenly, a new government, which has new resolution, comes into power, most of the times have different ideology or idiosyncratic approach to issues to affect the already established programmes and schemes. Today, some of the schemes run by National Directorate of Employment (NDE) are not operational as it was before due to fraudulent activities and other vices. Let us categorically state that some of the problems encountered do not arise from only government-established enterprise.

 

On the other hand, why is that greater number of apprentices is illiterates? The attributable factor could be an alternative source of acquiring formal education. It specifies the learning period depending on the nature of the trade usually at the shortest possible time. Lets say one month, three months, one year, two years and so on. At times regarded as not time consuming.
For better comprehension, formal apprenticeship system would be the focal point of the study which is the basis of manpower training and development in Nigeria with particular reference to Enugu metropolis. The informal apprenticeship system should not be given attention.

 

 

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HUMAN RESOURCE MANAGEMENT AS A TOOL FOR ATTAINING HIGH PRODUCTIVITY IN PEUGEOT AUTOMOBILE NIGERIAN LIMITED (PAN) KADUNA

 

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ABSTRACT

This project presents details analysis of human resource management as a tool for attaining high productivity in Peugeot automobile Nigeria plc (PAN) Kaduna. In chapter one it tend to highest the need for proper human resource management and find solutions to the associated problems in any organization be it private for public sector. Lastly, is the chapter five which brings up the summary of findings, the writer recommended that human resource management should be integrated with business management so that productivity can be enhanced in the organization, state findings and conclusion. I should find out that in human resource management help to retain employees in organization help to reduce, labour turnover in organization. We should conclude that human resource management is the basic responsibility of management is the basic responsibility of management to ensure that organization plan and control the mobility of turnover rate of workers in the organization.

TABLE OF CONTENTS

CHAPTER ONE

1.0   Introduction     –      –      –      –      –      —     –      1

1.1   Background of the study  –      –      –      –      –      1

1.2   Statement of the General Problem   –      –      –      3

1.3   Objective of the study     –      –      –      –      –      5

1.4   Significance of the study  –      –      –      –      –      5

1.5   Research Question   –      –      –      –      –      –      6

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

1.7   Limitation of the study     –      –      –      –      –      –      7

CHAPTER TWO- Literature Review

2.0   Introduction     –      –      –      –      –      –      –      –      9

2.1   Definition of human resources management    –      –      9

2.1.1Differences between human resource management

and manpower management      –      –      –      –      –        11

2.2   Significance of human resource management  –      –        12

2.3   Aims of human resource management    –      –      –        14

2.4   process of human resource management –      –      15

2.4.1 Resourcing strategy –     –      –      –      –      –      –        18

2.4.2 Scenario Management    –      –      –      –      –      –        20

2.4.3Estimating future human resource requirement

management and business management    —     –      –        21

2.4.4 Analysis demand and supply forecast     –      –      –        24

2.5       The relationship between human resource management and business management –      –      –        –      24

2.6       Methods and techniques of human

resource management     –      –      –      –      –        28

2.7       Pitfalls to avoid in human resource management        30

2.8       The impact of human resource management

on productivity in business organization –      –        31

CHAPTER THREE: RESEARCH METHODOLOGY

3.1   Introduction     –      –      –      –      –      –      –      –        38

3.2   Research Design      –      –      –      –      –      –      –        38

3.3   Area of the study     –      –      –      –      –      –      –        38

3.4   Population of the study    –      –      –      –      –      –        39

3.5   Sample size and Sampling techniques     –      –      –        39

3.6   Instrument for data collection –      –      –      –      –        40

3.7   Validation of the instrument    –      –      –      –      –        41

3.8   Reliability of the instrument     –      –      –      –      –        41

3.9   methods of data collection       –      –      –      –      –        41

3.10 methods of data analysis –      –      –      –      –      –        42

CHAPTER FOUR:    DATA PRESENTATION

4.0   Introduction     –      –      –      –      –      –      –      –        44

4.1   Characteristic of respondent    –      –      –      –      –        44

4.2   Presentations of data and analysis   –      –      –      –        46

4.3   Summary of findings       –      –      –      –      –      –        54

4.4   Discussion of findings      –      –      –      –      –      –        54

CHAPTER FIVE – Summary Of Findings,

Conclusion Recommendation

5.1   Summary –              –      –      –      –      –      –      –        56

5.2   Conclusion       –      –      –      –      –      –      –      –        57

5.3   Recommendation     –      –      –      –      –      –      –        58

References      –      –      –      –      –      –      –      –        60

Appendices      –      –      –      –      –      –      –      –        61

CHAPTER ONE

INTRODUCTION

• Background of the study

Available of resources is a vital need for the survival of human ventures. These include human, materials and financial resources which are very useful in the production chain. Out of all these resources the human component appears to be the most vital. This is because human beings articulate and activate other resources. E.g computers could only be operated by man just as car, machine and allied functional equipment would have to be controlled by man. In the economy of the nations human being constitute a very vital aspect of growth and development

Human resources management is based on belief that people are organizations most important strategic resources. It is generally concerned with machines resources business needs in the larger terms, although it will some times address shorter term requirement. It addresses human resources needs both in quantitative and qualitative terms which means answering two basic questions, first ho many people and second, what sort of people? Human resources management also looked at broader issues relating to the way in which people are employed and developed in order to improve organizational effectiveness. It can therefore play an important part in strategic human resources management.

Human resources management entails the process of getting the right numbers of qualified people into the right job at the right time or it is the system of matching the supply of people internally (existing employee) and externally (these to be hired or searched for) with the opening the organization expects to have over a given period of time.

Human resources management is the process of analyzing and identified the needs for and availability of human resources so the organization can meet its objective. In most organization, that do human resources management, the top executive and subordinates staff specialist have most of their responsibilities for management, however, other managers most provide data for the human resources specialist to analyze. In turn these managers needs to receive data from the human resources unit because top managers are responsible for the over all strategic management, they usually ask the human resources unit project.

The human resource needed to implement over all organization goals. Human resources management will help the organization to be able to forecast for future human resources. Human resources management help in the area of making goods organizational policies terms of recruitment, selection, placement, training and development i.e helping the organization to get skilled and competence people needed in the organization and placing them at the right place and at the right time in the organization which can help to give rise to increase in the organizational productivity.

• Statement of the problem

This research is carried out to evaluate the impact of human resources management on productivity in business organizations as it affects of Peugeot Automobile Nigeria Limited Kaduna (PAN). The research study seeks to find out the problems associated with the human resources management and how it can affect the level of productivity in an organization.

The study seeks to understand the reasons why some organization undermine the human resources management inspite of it stated importance and role in achieving help productivity and its immense contribution to the organization of employee efficiency.

It is expected that with all this problems the research work will bring about…

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IMPACT OF BRANDING AND PACKAGING ON SALES TURNOVER OF NESTLE FOOD NIGERIA PLC

 

 

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CHAPTER ONE

 

1.0     INTRODUCTION

One element that has undergone tremendous change in the past decade is branding and packaging according to Rahim, liberalization by allowing for easy imports of printing technology. Made a vast difference to packaging and branding Simplistic, almost primitive packaging has given way to vibrant, colorful labels with more pictures. Packaging is also no longer meant merely for storage; the label nowadays addresses concerns about the product, ingredients shelf life and so on (Rahim 2002) .

 

According to Rahim, packaging is “now more a component of the brands image than ever” Tins and cartons have given way to sleek pouches, satchets and plastic containers. Therefore, we can define packaging as all activities of designing and producing the container for a product, the container is called the package.

 

Branding is a major issue in product strategy, perhaps the most distinctive skill of professional marketers in their ability to create, maintain, produce and enhance brand. Branding is the art and corner stone of marketing. The American marketing association defines a brand as a name, term, sign, symbol or design, or a combination of them intended to identify the goods or services of one seller or group of sellers and to differentiate them from those of competitors. Thus a brand identifies the seller or maker.

 

Branding has nothing to do with the design of a product which include both the intrinsic and entrinsic qualities of a product, that is packaging, textile, colour, names tastes and so on.

 

Branding is infact the composite of activities in establishing brand names, brand mark, copyright and the like. In the absence of branding, there cannot be any better described marketing situation than confastic marketing.

 

Therefore, when branding and packaging came, it becomes so strong              that today hardly anything goes unbranded. Example salt is packaged in distinctive manufacturers containers or sacks, oranges are stamped with growers names, common belt and nuts are packaged in cellophane with distributors label and automobile companies, spark plugs, tyre, bear separate brand names from the auto makers.

 

The brand name and trade marks provide legal protection of improving product features which will otherwise be copied by competitors. moreover, branding gives the seller the opportunity to attract a loyal and profitable set of customers and also gives sellers some protection from competitors greater control in planning their marketing mix. All these make companies to spend a lot on branding and packaging with the sole aim of product differentiation and identification thereby changing the taste of customers as a result, making good sales turnover.

 

 

1.1     BACKGROUND OF THE STUDY

Branding and packaging has become an essential motivating factor in the area of sales turnover in any organization, whether manufacturers of industrial or consumer products.

 

The researcher choice of the subject matter was as a result of the keen interest he has on sales turnover especially the packaging and branding involves to identify the level of dependence of customers to this effort and to the organizations.

Hence, the impact of branding and packaging on sales turnover, of Nestle foods Nigeria Ltd.

The researcher also deliberated on the effectiveness, achievement and the results that branding and packaging has brought to the organization in terms of sales volume and profitability.

 

Nestle Plc began simple trading operation in Nigeria in 1961 and ha today grown in to a leading food manufacturing and marketing company. It is a publicly quoted company listed, since 1978, on the Nigeria stock exchange (now known as Lagos stock exchange) the main production units were designed in line with modern manufacturing method which ensure efficient production of the following products. NESTLE NUTREND, NESTLE CERELAC MAIZE AND NESTLE CERELAC CHOCOLATE, NESTLE GOLDENMORN, NESTLE MILO, CHOCOMILO, MAGGI CUBES, etc. nestle Nigeria Plc has its regional sales office in Lagos region, east region North-West region and north east region. It has its depot in Ibadan, Benin, Kaduna, Makurdi Kano, Aba and Jos.

 

 

1.2     STATEMENT OF THE PROBLEM

The issue of branding and packaging of food products in the Nigeria context can not be over emphasized, some are of the view that food product branding and packaging will constitute a problem to the society at large while other disagree with this issue. To be more precise, an example is that we have different types of soft drinks which, when consumed by the customers will give the…

 

 

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