PROBLEMS OF MANPOWER TRAINING AND DEVELOPMENT IN MANUFACTURING INDUSTRIES
ABSTRACT
One of the major ways manufacturing industries invest in their work force for greater returns today and even in future is through the training and development of her employees.
Training is like sharpening of an existing skill in order to reflect the trends in technology and other socio-cultural environment of an industry. Productivity is the goal of today’s competitive industrial world this training can be a spring board to enhance productivity.
The major objective of training and development is to increase the efficiency of the employees which the resulting increase is corporate productivity. This accounts for why a large amount of funds and time are expended by the organization at one period or the other in the improvement of the skills of employees at various levels.
Manpower training and development is necessary for both employee’s morale and the organization’s output. As every one knows, manpower is the greatest asset of any organization and the organization can enhance the value of these assets by investing time and money in their improvement.
In view of the above, the researcher recommends that Mercedes Benz ANAMMCO should take the training of her manpower seriously and that there should be adequate management criteria for assessing employee’s performances.
One of the major ways manufacturing industries invest in their work force for greater returns today and even in future is through the training and development of her employees.
Training is like sharpening of an existing skill in order to reflect the trends in technology and other socio-cultural environment of an industry. Productivity is the goal of today’s competitive industrial world this training can be a spring board to enhance productivity.
The major objective of training and development is to increase the efficiency of the employees which the resulting increase is corporate productivity. This accounts for why a large amount of funds and time are expended by the organization at one period or the other in the improvement of the skills of employees at various levels.
Manpower training and development is necessary for both employee’s morale and the organization’s output. As every one knows, manpower is the greatest asset of any organization and the organization can enhance the value of these assets by investing time and money in their improvement.
In view of the above, the researcher recommends that Mercedes Benz ANAMMCO should take the training of her manpower seriously and that there should be adequate management criteria for assessing employee’s performances.
TABLE OF CONTENT
Title Page
Approval Page
Dedication
Acknowledgement
Abstract
Table Of ContentChapter One
1.0 Introduction
1.1 Background Of The Study
1.2 Statement Of The Problem
1.3 Objective Of The Study
1.4 Scope Of The Study
1.5 Research Questions
1.6 Significance Of The Study
1.7 Definition Of TermsChapter Two
2.0 Review Of Literature
2.1 Introduction
2.2 Manpower Training And Development Defined
2.3 The Problems Of Manpower Training And Development In Nigeria.
2.4 Designing A Training Programme
2.5 Sources Of Funds For Manpower Training And Development
2.6 Incentives For Promoting Worker’s Performance
2.7 Benefits Of Manpower Development And Training.
2.8 Summary Of Literature Review
Approval Page
Dedication
Acknowledgement
Abstract
Table Of ContentChapter One
1.0 Introduction
1.1 Background Of The Study
1.2 Statement Of The Problem
1.3 Objective Of The Study
1.4 Scope Of The Study
1.5 Research Questions
1.6 Significance Of The Study
1.7 Definition Of TermsChapter Two
2.0 Review Of Literature
2.1 Introduction
2.2 Manpower Training And Development Defined
2.3 The Problems Of Manpower Training And Development In Nigeria.
2.4 Designing A Training Programme
2.5 Sources Of Funds For Manpower Training And Development
2.6 Incentives For Promoting Worker’s Performance
2.7 Benefits Of Manpower Development And Training.
2.8 Summary Of Literature Review
Chapter Three
3.0 Methodology
3.1 Research Design
3.2 Population Of The Study
3.3 Determination Of Simple Size
3.4 Sampling Techniques
3.5 Instrument For Data Collection
3.6 Validation Of The Research Instrument
3.7 Reliability Of The Research Instrument
3.8 Method Of Administering
3.9 Method Of Data Analysis
Chapter Four
4.0 Data Presentation And Analysis
Chapter Five
5.0 Discussion, Findings And Recommendations
5.1 Discussion Of Results
5.2 Conclusions
5.3 Recommendation
5.4 Limitation Of The Study
References
Appendix 1
Appendix 2
