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 from
celtel Airtel 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 relocation may be a requirement.
In November 2003, celtel as 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 operation in 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 is motivated 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 Airtel mobile
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 Airtel Mobile
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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