CHAPTER ONE
Introduction
CHAPTER TWO
CHAPTER THREE
3.0 methodologies
3.1 research design
3.2 area of study
3.3 population of the study
3.4 sample and sampling procedure
3.5 instrument for data collection
3.6 validation of the research instrument
3.7 reliability of the research
3.8 methods of administration of research instrument
3.9 method of data analysis
CHAPTER FOUR
CHAPTER FIVE
5.1 discussions of results
5.2 conclusions
5.3 implication of the research
5.4 recommendations
5.5 suggestions for further research
5.6 limitation of the study
REFERENCES
APPENDICES
LIST OF TABLES
Table 4.1 Perceptions of senior and junior staff on resources adequate for their production creation. Page 25-26
Table 4.2 differences in perceptions of senior and junior staff on resources adequate on the production creation. Page 26-27
Table 4.3 Perception of senior and junior staff of Emenite limited Emene, Enugu on resources adequacy for funding education. Page 27-29
Table 4.4 difference in perception of senior and junior staff of on resource adequacy for funding education. Page 29-30
Table 4.5 Perception of senior and junior staff of Emenite limited Emene, Enugu on resource adequacy for increasing output of adequacy of workers. Page30-32
Table 4.6 Difference in Perception of senior and junior staff of Emenite limited Emene, Enugu on resource adequacy for increasing output of workers. Page 32-33
Table 4.7 Perception of senior and junior staff of Emenite limited Emene, on resources adequacy for reducing inefficiency and in competency in Emenite page 33-34
Table 4.8 difference in Perception of senior and junior staff of Emenite limited Emene, on resources adequacy for reducing inefficiency and in competency in Emenite page 34-35
ABSTRACT
This project was carried to examine training and development as a means of improving the performance of workers in Emenite limited Enugu. To achieve this, effort was made to identify training and development needs, problems and impact of training and development and methods appropriate to the environment.
To gather the necessary data for the work, a structured and closed-ended questionnaire was designed validity, reproduced administered to the respondents. These were all completed retrieved and analyzed
From the analysis it was discovered that inter-alias there was training and development need in order to train out those who will replace retrieving officers and acquire management skills to carry out management functions. It was also discovered that a lot of problems militates against the execution of training program. Among these problems include inadequate fund, ambiguous training objectives, lack of opposite attitude to work and also make them increase productivities. It was by and large recommendation, among other things that more fund should be allocated to the personnel department for training and development programs. Those who successfully completed a training program should be rewarded by cash, promotion or by award.
Training program should be made to reflect the actual job a person does in the office.
CHAPTER ONE
INTRDUCTION
Emenite limited is one of the leading manufacturing companies east of the Niger. Emenite limited, a member of Etex group was in co-operated in 1961 as turners Asbestos cement (TAC) Nigerian limited. The products lines at about 1963 were mainly flat sheets and pressure pipes and later expanded to include corrugated root sheets in 1975.
It was in 1988 that turners asbestos cement become Emenite building product limited as a result of management take over by the Emenite group of Belgium in 1989, the name was later changed to.
Emenite limited.
Emenite limited has five major departments namely; personnel administrative, finance, commercial engineering and production department are headed by five senior managers, each of who report to the managing and the chief executive of the company
There are three minor departments include, supplies quality, control and health and safety departments. The designations of their head are junior managers.
There are also sections under the major departments whose officers report to the senior managers since its incorporation in1961, the company has gained a wealth of experience through constant production research and adherence to international standard specification and more through total customers satisfaction by promoting the development of Nigeria and the introduction of other quality roofing materials and improving its services with the assistance of its European partners the Belgian Eternite. Group through in 1995. The company is well able to meet the requirements of the grouping market through continuing program of qualitative improvements, strict quality control and emphasis on customer’s satisfaction.
The company looks forward to being at services to an increasing number of citizens in the year ahead. The company itself plans a big role in the training and development of human resources since it is a means of improving the performance of the workers so that they make provision of capital for the training and improving workers, management advice and encouraging international rule.
PROVISION OF CAPITAL
Emenite limited Emene, enugu makes provision and provides capital for training and development to improve the performance of their workers. It is not possible for workers to provide the money needed on their own. Therefore companies assist their workers by providing money and spouse them hence it encourages and improves the performance and development of both the company and their workers.
MANAGEMANT ADVICE
For company to grow, management of their business may be difficult. This may be caused by lack of specialists in various field of business operation; however the company does provide management advice whenever it is desirable to avoid back side.
ENCOURAGES INTERNATIONAL TRADE
Training and Development of human resources can lead to international trade, because it is when workers are trained and developed that they can improve in performance and can use any of the modern machines that can be used or imported for production of better products. Modern machine can be imported but because of the lack of training and development of workers, hey may not be capable hands to handle those machines.
1.2) STATEMENT OF THE PROBLEMS
It is undoubtedly clear those lack of training and development of human resources causes not only poor performances from workers, but can also depress both the company unable to provide for the needs of the workers.
The major problems include;
1.3) PURPOSE OF THE STUDY
This research work is aimed at an ascertaining.
1.4 DELIMINATION OF THE STUDY
The scope of this is on the training and development of human resources as a means of improving the performance of workers of Emenite limited Emene, Enugu.
1.5 RESEARCH QUESTION
In order to achieve the objectives of this study, the following four research questions were formulated.
HO1 there is no significance different (p<05) between the mean perception of senior staff of Emenite limited Enugu on how training and development help in production creation.
HO2 There is no significance different (p<05) between the mean perception of senior staff of Emenite limited Enugu on how training and development help improve the standard of education.
HO3 There is no significance different (p<05) between the mean perception of senior and junior staff of Emenite limited Enugu on how training and development help to increase the output of workers.
HO4 There is no significance different (p<05) between the mean perception of senior staff of Emenite limited Enugu on how training and development of human resources help to reduce inefficiency and incompetence of works.
The importance of this research work cannot be overemphasized ability to train and develop human resources (especially Emenite limited) to perform its roles efficiency and effectively is improving the performance of workers that determines the hope of the company.
This work will also identify the present training and development need of workers in Emenite limited Enugu. This will help the management of the organization to formulate different program capable of imparting the performance of workers. This will equally help the management of the organization to adopt a positive and proactive and approach to training and development of human resources.
The workers of the organization will benefit, as this work will initiate program aimed at satisfying their training and development need. The identification of a need and problem associated with it are half of solution to such needs.
Further resources will use this work as a resource of reference in related fields. Since the company roles are spelt out in this work, they will know when they are performing and when they are not.
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