EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON EMPLOYEES MORALE IN KADUNA REFINING AND PETROCHEMICAL COMPANY
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EFFECT
OF MANPOWER TRAINING AND DEVELOPMENT ON EMPLOYEES MORALE IN KADUNA REFINING AND
PETROCHEMICAL COMPANY
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Manpower Training is very
vital for any development of any Organization.
Why some organizations take it very serious others take is very lightly.
There is always a positive result on the part of any organization that takes up
staff training and development very importantly. Any organization that fails to
take it manpower training and development very necessary tends to encounter
difficulties in attaining its objectives and would find it difficult to compete
favourably. There are various training and development procedures that can be
undertaken by organization (s). This study is about highlighting the fact that
unless training and development of manpower is properly done, objectives will
be very difficult to attain.
Manpower development
therefore, becomes the end result of the application of power and though career
development. In the public sector, employees anticipate equitable and adequate
Manpower development training. One of the purpose of an organization is to
permit the group of individuals to enhance efficiency and effectiveness.
The study of Manpower
development as in long time seen as a vital tool in enhancing employees morale which has it multiplying effect on
organization’s productivity. The study of Manpower development as a tool for employees
high morale towards Organizational efficiency and effectiveness has been
embarked upon in attempt to access the extent to which organization especially
the Kaduna Refining and Petrochemical Company (KRPC) cherish and promote
Manpower training and development in boosting employees morale towards
organization’s output.
Therefore, the study
would like to access: How far Manpower development planned with the mind of
those at the top level management whenever they are planning strategies to
introduce new concept to the administrative procedures with particular
reference to Kaduna Refining and Petrochemical Company (KRPC). In this
development and recognition of the important of effective manpower development,
the Federal Government of Nigeria inaugurated the National Manpower Planning
Board on 18th October, 1992.
1.2
STATEMENT OF THE PROBLEM
Kaduna Refining and
Petrochemical Company is to some extent a large government organization both in
its recruitment of employees from all the departments, its system of operation
as well as functions.
The need for effective
planning and manpower development need not to be over emphasized if the
organization must remain on such positions and be among the best organizations
in the country.
Benefits
from Manpower development have rarely been demonstrated. This is partly as few
Boards and parastatals attempt to evaluate the result of training because
sometimes employees are allowed to pursue careers that have no relevance to the
organization major functions.
Many
believe that evaluation is difficult and that everyone would like to advance
his or her career thereby overwhelming the organizational training request.
These
and other aspects of manpower development and their potential benefits to
transaction and individual form the basis of this study.
1)
Despite its important position in the state, why
has the benefit from manpower development seldom demonstrate?
2)
Is this as a result of poor evaluation of
training by the police board?
3)
Is training evaluation so difficult to create
the individual career goals overwhelming the organization training request?
4)
Is development used as a motivation to how the
staff work efficiently towards industrial development or is it assume as move
benefits to the staff?
5)
Or is it the un – cooperative attitude of the
implementation machinery?
Ukpanah
emphasized and recognized the important rule of effective manpower planning and
utilization in National Economic Development. The problem of manpower
development planning is seen as a National problem of which KRPC is not an
exception.
1.3
OBJECTIVE OF THE STUDY
In the light of the
problems already identified in 1.2 above, the study was undertaken with the
following aims and objective.
a)
To study the Manpower development system in
order to appraise its adequacy as a form of employee morale booster.
b)
To study the operation of Kaduna Refining and
Petrochemical Company (KRPC), with the aims of identifying the manpower
utilization and development.
c)
To find out whether development is for
occupational competence or to help those who have served long on a particular
job to change.
d)
To find out the implication of the method used
and its consequences on the job and how it affects the workers behaviour.
e)
To identify means for evaluating the
effectiveness of the development procedures.
f)
To increase the level of awareness of the
organization of the effects of efficiency on general productivity, performance,
morale and the need for management to design adequate schemes for its
employees.
Generally, to make
recommendation to the management of Kaduna Refining and Petrochemical Company
on the possible areas of improvement.
1.4
STATEMENT OF HYPOTHESIS
H0:
Manpower Training and Development have no significant effect on employees
morale.
H1: Manpower
Training and Development have significant effect on employees morale.
1.5
SIGNIFICANCE OF THE STUDY
The study is specified on
Manpower training and development as a tool measuring employees morale, which
explains the inefficiency that characterized our public sector and corporations
which also result into lack of commitment to work and waste of resources which
are strongly needed to enhance social and economic development.
It is hoped there fore
that this study would provide information on the remote and immediate course
and possible solutions to the manpower development problems as they affect
KRPC. This is also hoped that the finding of this study will contribute to
existing knowledge and information on the area of research. It is also expected
that the findings and recommendations of this study will guide KRPC to establish
a formidable manpower development planning.
The study would also be
useful to the people who always cry that the organization does not have
effective manpower development programmes, so that they know its limitations
and area of help to the workers for their support and recognition of their
efforts to the organization.
Finally, this study will
be useful to the students that may wish to write or make research on similar
topics and using this as a point of reference to re – orient them towards their
profession or future research or practical endeavour.
1.6
SCOPE OF THE STUDY
The scope of this study
is limited to Kaduna Refining and Petrochemical Company, which is a subsidiary
of Nigeria National Petroleum Corporation (NNPC). Within this, the study will
only be concerned with KRPC as a government organization of the country
established to ensure the development of the country and the state in
particular.
The research scope within
this case study does not include its general activities but the area of
manpower training and development as a prominent tool of measuring employees
morale.
1.7
LIMITATION OF THE STUDY
Funds were in very short
supply to the researcher and the researcher could not purchase some valuable
print materials needed for this project at the time they were most needed. The
expenses on transportation to KRPC are so enormous because of many occasions
the researcher was not attended to and would have to leave without the
information required.
Another constraint faced
by the researcher was limited time for the completion of the project and
engagement in other academic activities which occupied most of the researcher’s
time.
The research was faced
with some restrictions in the area of the case study; this is due to
bureaucratic reasons in the administrative procedures in the Organization. It
was not possible to get all the necessary information that would have helped in
producing a comprehensive research work. The process of going through some
records to get data was very tedious and formidable task as some materials
needed are tagged “TOP SECRET”.
1.8
HISTORICAL BACKGROUND OF THE CASE STUDY (KRPC)
Since Kaduna Refining and
Petrochemical Company (KRPC) is the main focus of this study, it is necessary
to look at it more closely. The Kaduna Refining and Petrochemical Company is a
subsidiary of Nigerian National Petroleum Company (Established in 1971 known as
Nigerian National Oil Corporation [NNOC] by then).
The Federal government’s
decision to construct the third NNPC refinery in Kaduna was taken along with
that of Warri location as far back as 1974. The whole idea was to supplement
the plant at Port – Harcourt and to discourage the wastage of foreign exchange
used in the importation of petroleum products. KRPC thus was established for
the purpose of refining crude oil into high value petroleum products and
exportation of other related profitable business in cooperate interest of the
organization and the whole nation in general. However, KRPC did not start
operation until 1979.
The activities of KRPC
are divided into refinery and petro-chemical units, with each unit leavings its
own activities and producing different output from the other unit.
REFINERY PRODUCTS
The KRPC undertakes the
refining of the following products i.e. dual purpose kerosene (for domestic
use) motor gasoline, base fuel, lube oil, waxes, surplus, Naphtha, black wax,
asphalt, Liquefied Petroleum Gas (LPG) and petrol.
PETRO – CHEMICAL (LABORATORY) PRODUCT
The following listed are
petro-chemical products made at the KRPC Liner Alkene/Benzene Petro – Chemical
plant, Kaduna.
1.
Solvent (For End Users): Insecticides,
plants, vanishes, degasses, mental cleansing, polishes for shoes, filer and
furniture.
2.
Benzene: Aromatic solvent
paints and leagues, pharmaceutical industrial chemicals and Aviation Gasoline.
3.
Tins and Drums: Are also
manufactured and other users of tins and drums are containers of their
products.
4.
Heave Alkylate: Transformer oil,
lubrication oil, Greases and Tremolo fluids.
The essence of this study
is to see how manpower development can be a tool for the efficiency of the
production of the above mentioned products through the effect it has on
employees morale.
1.9
DEFINITION OF TERMS
Manpower: This
is the human resources of an organization that coordinates and control
materials, finance and others towards the attainment of an organization
objectives.
Training:
Training could be seen as an Organizational effort aimed at helping an employee
to acquire basic skills required for the efficient and effective execution of
the function for which he/she is hired for.
Development:
This is a programme designed to provide new ideas and concepts that may be
useful for present and future specification/response which take care of
professionals and managers.
Planning:
Is a strategy by which Organization ensures that right number of employees with
the right talent/skill occupy the right position of the Organization. It is a
deliberate effort put in place to attain a target goal.
Efficiency:
This refers to an input-output relationship that is maximum work achieved for a
minimum time or result. It is a notion of ‘Optimization’ whereby maximum
satisfaction is obtained for a given out lay of resources.
Effectiveness:
This is referred to how frequently and perfectly human or machine are able to
carry out a task leading to a required output that always resulted to an
Organizational efficiency. Effectiveness is therefore a means to an end”.
Organization:
This is referred to as two (2) or more people working together in a
co-ordinated manner to attain group results.
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