THE EFFECT OF HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PRODUCTIVITY IN SEVEN-UP BOTTLING COMPANY KADUNA
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THE EFFECT OF HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE
PRODUCTIVITY IN SEVEN-UP BOTTLING COMPANY KADUNA
TABLE
OF CONTENTS
Title Page - - - - - - - - - - i
Approval - - - - - - - - - - ii
Declaration - - - - - - - - - iii
Dedication - - - - - - - - -
Acknowledgement - - - - - - - -
Abstract - - - - - - - - - -
Table of content - - - - - - - -
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
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.
The
under utilization of human resources in organizations has seriously led the
organization in this because human factor is not properly managed.
Mismanagement is another serious problem in our organization today and has
reduced it to nothing as people are no longer kin with the work nor ready to
own up to vital resources in the organization.
Therefore
the poor quality and low product have revealed the quantity of human resource
put in place in Seven up Bottling company are not up to expectations and has
thereby reduced the company company’s productivity.
1.3 Objectives of the Study
The
main objective of this study is to examine critically the effect of Human
resource Development programmes on employee’s productivity. However, other
sub-objectives of the study are as follows:
i.
To identify the need for development
of employee in an organization.
ii.
To examine the problem of developing
employees productivity in an organization
iii.
To find out whether development
programmes could enhance an increase the productivity and smoothen the
operation of an organization.
iv.
To determine whether human resource
development programme does not enhances employee’s performance.
v.
To determine how resources development
programme can enhances employee’s performance.
vi.
To examine the impact of development
in an organizational performance.
vii.
To contribute to the existing
knowledge and how best to administer development in achieving the set goals and
objective of organization.
1.4 Statement of Hypothesis
These
study is based on the assumptions that development is very important and
necessary to improve or increase the maintenance and enhancement of
organizational ability to achieve its objectives.
Therefore
for this study, the following hypothesis has been postulated or formulated.
Ho: Human resource development programme does not
enhance employee’s performance.
Hi:
Human resource development programme
have enhances employees performance.
1.5 Significance of the Study
The
significances of the study brings out the need for an organization to
continuously develop and improve the human resource and productivity of a
business organizational performances.
Development
is inevitable to human resource management. This is because continuous
development will help to expose the individual worker to new technology, which
increase productivity. The study will contribute positively at the rate at
which, human resource can be effectively utilized and how it can bring about
high productivity in an organization.
It
is also hope that the study will assist in future researchers of human resource
development on the productivity in business organization.
Development
is important because it bring about job satisfaction through the enhancement of
status, salary of the worker (employee) which usually increase the purchasing
powers of the individual employees.
Therefore
the significance of the study is to both the individuals, employees and the
organization as a whole.
1.6 Scope of the Study
The
scope of this study is limited to Seven-Up Bottling company Kaduna, the effect
of human resource development on employee productivity.
1.7 Limitations of the Study
This
study is limited to the effect of human resource development on business
development for high-profit in business organization. This research work is
associated with some constraint and difficulties which include the following:
i.
Financial
Constraint: This is considered as the first
problem or constraint encountered by the researcher. This hindered the student
in getting all the needed data for the research work. This really did not help
matters due to the fact as a student, there is always limited found at once
disposal which formed part of those factors which discourage the researcher to
go further and extend this study.
ii.
Time
Constraints: This was the biggest constraints
faced by the researcher because combing rigorous during of the institution in
lectures, assignments (both individual and group) test, personal reading etc.
and the carrying out of the research.
iii.
Unavailability
of Data: Incomplete and inaccurate data also provide a lot
of difficulty in undertaking this research work. As a matter of fact it is
because most of the senior staff were either too busy running their official
responsibility that makes them hardly available to give the researcher the
needed time to gather the information or were not just working to do that,
though some did not cooperate just like the senior staff.
1.8 Historical Background of Seven-Up Bottling
Company Plant
Seven-Up
bottling company was conceived in the year 1959 and was actualized in 1960,
when Nigeria as a nation was celebrating her independence on 1st
October 1960. Seven-Up Bottling Company was rolling out her first product at
the same time. The company has grown tremendously since then, when it started
by producing on 7-Up and Orange crushes in Lagos and Ibadan.
The
company’s product rose to greater height when she acquired the right franchise
from Messis Pepsi-Cola international of New York to battle and market
Pepsi-cola, Mirinda orange, Mirinda Soda, Mirinda-tonic and Teem lemon ride,
leading to the commissioning of plant all over the country in Illorin, Abba,
Kaduna and Benue.
The
Kaduna plant was brought over from Arewa bottles in 1978. Seven-Up bottling
company has set the price in credible authentic consumer’s sales promotion as
well as making sure consumers get the value for their money.
Soft Drink Industries
Currently
two soft drink companies operate in the market environment of Kaduna city today
the Seven-Up bottling company Plc products of 7-Up, Pepsi, Teem and Lemon
Mirinder products while the Nigerian bottling company distributing Coca-cola,
Fanta-orange, Fanta-tonic, Fanta club soda and Sprit. Presently Seven-Up
bottling company is striving hard to lead been second best to Coca-cola which
is the largest soft drink producer in the country. The higher skilled sales
force and unique products of company has generated loyalty from esteemed
consumers and dealers of 7-Up bottling company.
Sales Territories
Seven-Up
bottling company Kaduna plant has been divided into main sales territories
making up the region. The sales territories are the Kaduna Abuja
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