IMPACT OF MANPOWER TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PRODUCTIVITY IN KADUNA REFINERY AND PETRO CHEMICAL PLC, KADUNA
ATTENTION:
BEFORE YOU READ THE PROJECT WORK, PLEASE READ THE
INFORMATION BELOW. THANK YOU!
TO GET THE FULL PROJECT FOR THE TOPIC BELOW PLEASE CALL:
08068231953, 08168759420
TO GET MORE PROJECT TOPICS IN YOUR DEPARTMENT, PLEASE VISIT:
IMPACT OF MANPOWER TRAINING AND DEVELOPMENT ON
ORGANIZATIONAL PRODUCTIVITY IN KADUNA REFINERY AND PETRO CHEMICAL PLC, KADUNA
ABSTRACT
Impact of Manpower Training and Development is an important tool for
improving Human power in both skills and orientation, many organizations do not
take it very serious which always undermine their productivity and growth, this
study therefore, intends to bring out the important of topic empirically the study
also brought out some useful suggestions in analyzing the notable problems
always encountered in training and development both primary and secondary
sources were utilized to conduct the research, in primary source, the
researcher used some interview with relevant officers of our case study. For
the secondary data, this study contacted textbooks, journals and the internet,
it was found that Kaduna Refining and Petrochemical Company (KRPC) has programs
laid down for its staff training and development under human resource
department, the result was that this exercise has actually assisted the
organization in respect of staff skill, orientation which leads to higher
productivity and goals it was recommended that the organization should provide
adequate funds for all aspect of training and development programs for its
managers and staff and should introduce job appraisal technique in order to
identify effectiveness and efficiency.
TABLE OF CONTENTS
Title Page - - - - - - - - - - i
Approval Page - - - - - - - - - ii
Declaration - - - - - - - - - iii
Dedication - - - - - - - - - - iv
Acknowledgement - - - - - - - - v
Abstract - - - - - - - - - - vi
Table
of Contents - - - - - - - - vii
CHAPTER
ONE
1.0
Introduction - - - - - - - - 1
1.1
Background of the Study - - - - - - 1
1.2
Statement of the Problem - - - - - - 3
1.3
Objective of the Study - - - - - - - 5
1.4
Statement of Hypothesis - - - - - - 7
1.5
Significance of the Study - - - - - - 7
1.6
Scope of the Study - - - - - - - 8
1.7
Limitation of the Study - - - - - - 9
1.8
Historical Background of the Case
Study - - - 10
1.9
Definition of Terms - - - - - - - 18
CHAPTER TWO
2.0
Literature
Review - - - - - - - 20
2.1
Staff Training and Development: A
Vital Tool for
Organizational
Effectiveness - - - - - 21
2.2
Training and Development Needs - - - - 24
2.3
Kind of Training Needs - - - - - - 26
2.4
Methods of Training and Development - - - - 28
2.5
Approaches to Training - - - - - - 31
2.6
Effect of Training and Development - - - - 32
2.7
Organizational Effectiveness - - - - - 35
2.8
Staff Training and Development - - - - - 35
2.9
Problems and
Prospects of Manpower Training and Development 36
CHAPTER THREE
3.0
Research
Methodology - - - - - - 38
3.1
Research Design - - - - - - - 38
3.2
Research Population - - - - - - - 38
3.3
Sampling Size and Techniques - - - - - 39
3.4
Method of Data Collection - - - - - - 39
3.5
Justification of Method Used - - - - - 39
3.6
Method of Data Analysis - - - - - - 41
3.7
Justification of Instrument Used - - - - - 42
CHAPTER FOUR
4.0
Data
Presentation and Analysis - - - - 43
4.1
Data Presentation - - - - - - - 43
4.2
Data Analysis - - - - - - - - 52
4.3
Testing of Hypothesis - - - - - - - 57
CHAPTER FIVE
5.0
Summary,
Conclusion and Recommendations - 61
5.1
Summary of Findings - - - - - - - 61
5.2
Conclusion - - - - - - - - - 62
5.3
Recommendations - - - - - - - 64
5.4
References - - - - - - - - - 66
Appendix - - - - - - - - - 68
CHAPTER ONE
1.1
BACKGROUND
OF THE STUDY
Manpower
Training is very important for the development of any organization, why some
organizations take it very serious others take it lightly, there is always a
positive result on the part of an organization it takes up staff training and
development very importantly. Any organization that fails to take its Manpower
training and development very necessary is definitely going to fail in
achieving its objectives and goals or would else not going to meet up with
competition, there are various training and development procedures that can be
undertaken by organizations, this study is about highlighting the fact that
unless training and development of manpower is properly done, objectives can
never be attained.
Manpower
Development therefore, becomes the end result of the application of power and
thought career development in the public sector as in the private sector,
employees anticipate equitable and adequate manpower development training. One
of the purposes of an organization is to permit the group of individuals to
enhance efficiency and productivity. Efficiency refers to an input output
relationship that is maximum works advised for a maximum layout of energy or
resources, it is a nation of optimization where by maximum satisfaction is
obtained for a given outlay of resources, efficiency on the other hand refers
to the ability to operate or carry out a task. According to required standard,
the study of manpower development as a tool for organizational efficiency has
been embarked upon in attempt to access the extent to which organization
especially the Kaduna Refining and Petrochemical Company (KRPC) cherish and
promote the manpower training and development in maximizing individual and
organizational 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 importance of impact of effective manpower
development, the federal government of Nigeria inaugurated the National
Manpower Planning Board on 18th October, 1992.
1.2
STATEMENT
OF THE GENERAL PROBLEM
Kaduna
Refining and Petrochemical Company Limited is to some extent a large
governmental organization both in the recruitment of the 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
of impact of manpower development have rarely been demonstrated, this is partly
as few boards and parastatals attempt to evaluate the result of training
because sometime employees are allowed to pursue careers that have no relevance
to the organization major functions.
Many
believed that evaluation is difficult and that everyone would like to advance
his or her career there by overwhelming the organizational training request,
these are other aspects of manpower development and their potential benefits to
transaction and individual from the basis of the 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 policy board?
Is its attributed to
the pursuance of careers by the staffs which are a relevant to the
organization?
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 it is assume as move benefits to
the staff?
5)
Or is it the un – corporative
attitude of the implementation machinery.
Mr.
Senas 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 federal problem, Kaduna
refining and petrochemical is not an exception.
1.3
OBJECTIVES
OF THE STUDY
The
study of impact of manpower development as a tool for organization efficiency
has been embarked upon in an attempt to access the extent to which governmental
organizations like the KRPC can see career development as essential tools
designed to maximize individual and enhance organizational output.
In
the light of the problem already identified in 1.2 above, the study was
undertaken with the following aims and objectives in view.
a)
To study the development system in
order to appraise us adequacy as a form of manpower development.
b)
To study operation of KRPC, with aims
of identifying the impact of manpower utilization and development.
c)
To find out whether development is
for occupational competence or to help those who have saved 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
behaviours.
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 need for management to design adequate schemes for its
employees.
g)
To make general recommendation to the
management of Kaduna Refining and Petrochemical Company Limited on the possible
areas of improvement.
1.4
STATEMENT
OF HYPOTHESIS
H0:
Impact of Manpower Training and Development has no Significant Effect on
Organizational Productivity.
H1:
Manpower Training and Development have Significant Effect on Organizational Productivity.
1.5
SIGNIFICANCE
OF THE STUDY
The
study is specified on the impact of manpower training and development as a tool
for organizational productivity which explains the inefficiency that
characterize our public corporation which also result into lack of commitment
to work and the waste of searches which strangely need to enhance social and
economic development. It is hoped therefore that this study would provide
information on the remote and immediate cause and possible solutions to the
manpower development problems as they affect the KRPC, it 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 or similar topics and using this as a point of reference to reoriented
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
Limited, which is a subsidiary of Nigeria National Petroleum Corporation,
within this, the study will only be concerned with KRPC as a government
organization of the country to establish 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 development as a prominent or versatile tool for
ensuring industrial efficiency in the organization.
1.7
LIMITATION
OF THE STUDY
Firms
were in short supply to the researcher and the researchers could not purchase
some valuable printed materials needed for this project at the time they are
most needed. The expenses on transportation to KRPC are so enormous because on
many occasions the researcher was not attended and would leave without the
information required, this happened because especially in the collection of
questionnaires.
Also,
the issue of limited time by which this project must be completed and submitted
has hindered a thorough investigation and information of data source.
The
research had a restricted feasibility 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 allt he 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 KRPC
Since
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 Corporation (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
were 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 exploitation 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 petrochemical units with each
unit leaving 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 to ascer
tain
organization objectives.
ORGANIZATIONAL
CHART OF KRPC
1.1
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 coordinated
manner to attain group results.
Comments
Post a Comment