THE IMPORTANCE OF TRAINING AND DEVELOPMENT OF ORGANIZATIONAL PERFORMANCE IN AIRTEL MOBILE COMMUNICATION
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THE IMPORTANCE OF
TRAINING AND DEVELOPMENT OF ORGANIZATIONAL PERFORMANCE IN AIRTEL MOBILE
COMMUNICATION
CHAPTER ONE
INTRODUCTION
1.0 INTRODUCTION
This chapter contain the following, the background of the
study, statement of the problem objective of the study as well as significance,
it also mainly for statement of hypothesis which is a testable, tentative propitiation that explain relation between two
or more variable or phenomenon.
1.1 HISTORICAL BACKGROUND OF AIRTEL
Airtel as it is known
today is not what is knonw as when it started operation. The company
stated as Econet, later to Vodacom from tehvodacom the name was changed to
V-mobile, from V-Mobile to celtel
fromceltelAirtel and finally from
Airtel to aritel.
Airtel as a company
began mobile operation in 198, and since
then, they have built network in 15 countries, under license that cover more
than a third of the population of
Africa.
Their original holding company, MSI cellular investment,
change its name to celtel international in
January 2004. The Kaduna branch of Airtel which commenced operation in 1998 is located
at Yakubu Gowon way, opposite zenith
Bank Plc 11 kaduna, it also serve
as the regional headquarters.
Mission
Airtel mission is to be Africa’s most desirable network,
putting guide, clear and reliable technology into the hands of bustling population.
Carrier
Airtel is a dynamic place
to work and they offer excellent carrier paths for talented and motivated
people. They are especially taken to hear from people with experience in:
- Finance
- Legal
- Marketing
- Commercial
and operational management
- Human
resources management
All the candidates need to demonstrate experience, training
and qualification.
Airtel is an international company, at the last count, the
head office staff comprised 35 different
nationalist so traveling or relocationmay be a requirement. In November 2003,
celtelas then known were proud to receive recognition of their commitment to
the communities they serves when they won the SME around.
Airtel Kaduna branch as started earlier commenced operationin
1998 to expand the network in Nigeria,
attending to customers with problem and also serve as the north west regional headquarters, in 2007 celtel Kaduna branch cease to be the
north west regional headquarters,it was shifted to Kano. This is because Kano
has the highest customers.
Airtel Kaduna Branch has about a hundred staff including
expatriates, managerial, senior and
peripheral staff these staff are train as the need demands.
1.2 STATEMENT OF
THE PROBLEM
In must organizations today, productivity of employee is far
below standard, some organization incurs a lot of lost inform of wastage cause
by mistake arising from the worker
inability to perform his job effectively. Another major problem face by
organization due to the lack of training
and development programmes, in job dissatisfaction most employees don’t find it
easy in doing the job assign to them,
because they don’t have the necessary skill needed to make them handle such
job.
One major problem, is the increase rate of labour turnover in
an organization as a result of the worker inability to satisfyingly
accomplishing the task assign to him or her.
The above mentioned problem has nothing good to offer to the
organization rather than decrease in
services delivery which is turn affects the overall performance of the
organization. It is therefore, base on
the existing problem that the researcher ismotivated to undertake this study in order to analyze
the problem and provide useful
recommendation for improvements.
1.3 OBJECTIVES OF
THE STUDY
The objective
of this study are as follows: -
1.
Evaluate the impact of training
and development on organizational performance
2. To
assess the effectiveness of methods of training
3. To
determine need assessment for positive training
4. To
examine factors in establishing training
objectives.
1.4 SIGNIFICANCE OF
THE STUDY
The significant of training and development on organizational
performance will be of great benefit to
the management of Airtelmobile communication, Kaduna through this research work
and to help improve the performance and
development of the firm however, the significance of this research is to:
1. Help
in drawing the attention of management
on the need to maintain training and development of employees to enhance
productivity.
2.
Enable employees understand the importance of training and development toward
organizational performance and management efficiency
3.
Benefits the management of other communication companies in their
polices on the matter of t training and development of their staff.
4.
Benefits other searcher in the area of providing frontier for further
investigation.
1.5 STATEMENT OF
HYPOTHESIS
A hypothesis is a testable, tentative proposition that
explain the relation between two or more
variable that create a state of affairs or phenomenon.
This researcher intends to test the following hypothesis in
chapter four: -
Ho: training and development has no significant impact on
organizational performance
H1: training and development has a significant impact on
organizational performance.
1.6 SCOPE OF THE
STUDY
The project is embracing the direction of training and
development on organizational performance AirtelMobile Communication Kaduna.
The scope of the study is to evaluate the impact of training
and development on organization performance and to examine factors in
establishing training objective.
1.7 LIMITATION OF
THE STUDY
The study was faced with a number of stumbling blocks which
made limitation inevitable.
1.
Inaccessibility of subjects: It was not easy to get in touch or contact
with those who much information will be obtained from complied with the fact
that they were always busy at workplace.
2. Lack of
cooperation from subject:This also pave
a serious hindrance to this research work, whereby full cooperation was not
obtained from the subjects for the simple reason that it will be as if it will leak the secret of the organization to
the public, especially to its competitors.
3. Low
return of questionnaires; this accured where the researcher was not able to get the response
from the questionnaires she
administered, thereby information and
awareness on the topic in question were inadequate.
4. Inadequate
study materials: the researcher encountered problems in the area of sourcing
and gathering of study material for the researcher work, most of the material
sourced are conventional and outdated information’s, the accessibility of
modern textbooks and internet was challenging and difficult.
The above mentioned limitations are some of the challenges
the researcher encountered in the cause
of this study.
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