HUMAN RESOURCE DEVELOPMENT AND UTILIZATION IN THE NIGERIA CIVIL SERVICE

TABLE OF CONTENTS

Title Page – – – – – – – – – – i

Approval – – – – – – – – – – ii

Declaration – – – – – – – – – iii

Dedication – – – – – – – – –

Acknowledgement – – – – – – – –

Abstract – – – – – – – – – –

Table of content – – – – – – – –

CHAPTER ONE

1.0 Introduction – – – – – – – – 1

1.1 Background of the Study – – – – – – 1

1.2 Statement of the Problem – – – – – – 4

1.3 Objective of the Study – – – – – – 5

1.4 Statement of Hypothesis – – – – – – 6

1.5 Significance of the Study – – — – – – 7

1.6 Scope of the Study – – – – – – – 8

1.7 Limitation of the Study – – – – – – 8

1.8 Historical Background of Seven-Up Bottling

Company Kaduna – – – – – – – 10

1.9 Definition of Terms. – – – – – – – 13

CHAPTER TWO

2.0 Literature Review – – – – – – – 16

2.1 Concept of Human Resource Development – – 16

2.2 Significance of Human Resource Development – – 22

2.3 Aims of Human Resource Planning – – – – 24

2.4 The Relationship Between Human Resource

Development and Business Planning – – – – 25

2.5 Method and Techniques of Human Resource

Development – – – – – – – – 28

2.6 Five Major Transition that will effect Training

and Human Resources Development – – – – 34

2.7 The Impact of Human Resource Development and

Productivity in and profit maximizing business

Organization – – – – – – – – 35

2.8 Training in the context of high performance work

Organization – – – – – – – – 37

2.9 The Role of training in High performance work

organization – – – – – – – – 38

2.10 Training as a component of performance

Improvement – – – – – – – – 42

CHAPTER THREE

3.0 Research Methodology – – – – – – 49

3.1 Research Design – – – – – – – 49

3.2 Research Population – – – – – – 50

3.3 Sampling size and Sampling Techniques – – – 50

3.4 Method of Gathering Data – – – – – – 51

3.5 Justification of Methods Used – – – – – 51

3.6 Method of Data Analysis – – – – – – 52

3.7 Justification of Instrument Used – – – – 53

Reference

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Human Resource Development (HRM) as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. Many employees have failed in organizations because their need for training and development was not identified and provided as an indispensable part of management function. Human Resource Development deal with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

Nwachuku C.C (2007) Human Resource Development refers to any actions which is deliberately aimed at improving once skills, knowledge, habit or attitude in the performance of a given task, either in the present or in the future. It is the creation of an environment where people or employees may require or learn specific job related behaviours, knowledge, skills, ability and attitude.

Human resource productivity is a function of ability, will and situational factors. An organization may have employees of ability and determination with appropriate equipment and managerial support yet productivity falls below expected standards. The missing factors in any cases are the lack of adequate skills and knowledge which are acquired through training and development. An untrained worker (employee) is like a dangerous animal-once an employee has received adequate training, he is in a more confident position to contribute effectively towards the realization of organizational goals.

Training and development is capable of making important contribution to the goals an enterprise or Business organization. Training can therefore describe not as an end in itself but as a continuous activity and an integral part of a business system.

The management activity of preparing employees for future job (task) responsibilities is known as management development wealth and Davis (1982) mentioned that “the distinction between training and development is of intend. Training prepares employees to do their present job while development prepares for the future job. Both training and development teach employees needed skills, knowledge or attitude”.

Regardless of its purpose, management development must be dynamic in nature but must adopt the approach that promises best produce the desired change. Each manager in an organization is responsible for fostering the development of his subordinates. This responsibility includes establishing training programmes and measurement of training result. Development of the executive is the development of the organization grow and development for high-profit.

1.2 Statement of the Problems

The challenge in management industry or business organization has posed a treat on the realization and achievement of its set development and achievement of its set objectives this as resulted to fundamental issues of inadequate and improper acquisition, utilization and maintenance of its human resources.

The under utilization of human resources in organizations has seriously led the organization in this because human factor is not properly managed. Mismanagement is another serious problem in our organization today and has reduced it to nothing as people are no longer kin with the work nor ready to own up to vital resources in the organization.

Therefore the poor quality and low product have revealed the quantity of human resource put in place in Seven up Bottling company are not up to expectations and has thereby reduced the company company’s productivity.

1.3 Objectives of the Study

The main objective of this study is to examine critically the effect of Human resource Development programmes on employee’s productivity. However, other sub-objectives of the study are as follows:

i. To identify the need for development of employee in an organization.
ii. To examine the problem of developing employees productivity in an organization
iii. To find out whether development programmes could enhance an increase the productivity and smoothen the operation of an organization.
iv. To determine whether human resource development programme does not enhances employee’s performance.
v. To determine how resources development programme can enhances employee’s performance.
vi. To examine the impact of development in an organizational performance.
vii. To contribute to the existing knowledge and how best to administer development in achieving the set goals and objective of organization.

1.4 Statement of Hypothesis

These study is based on the assumptions that development is very important and necessary to improve or increase the maintenance and enhancement of organizational ability to achieve its objectives.

Therefore for this study, the following hypothesis has been postulated or formulated.

H_o: Human resource development programme does not enhance employee’s performance.

H_i: Human resource development programme have enhances employees performance.

1.5 Significance of the Study

The significances of the study brings out the need for an organization to continuously develop and improve the human resource and productivity of a business organizational performances.

Development is inevitable to human resource management. This is because continuous development will help to expose the individual worker to new technology, which increase productivity. The study will contribute positively at the rate at which, human resource can be effectively utilized and how it can bring about high productivity in an organization.

It is also hope that the study will assist in future researchers of human resource development on the productivity in business organization.

Development is important because it bring about job satisfaction through the enhancement of status, salary of the worker (employee) which usually increase the purchasing powers of the individual employees.

Therefore the significance of the study is to both the individuals, employees and the organization as a whole.

1.6 Scope of the Study

The scope of this study is limited to Seven-Up Bottling company Kaduna, the effect of human resource development on employee productivity.

1.7 Limitations of the Study

This study is limited to the effect of human resource development on business development for high-profit in business organization. This research work is associated with some constraint and difficulties which include the following:

i. Financial Constraint: This is considered as the first problem or constraint encountered by the researcher. This hindered the student in getting all the needed data for the research work. This really did not help matters due to the fact as a student, there is always limited found at once disposal which formed part of those factors which discourage the researcher to go further and extend this study.
ii. Time Constraints: This was the biggest constraints faced by the researcher because combing rigorous during of the institution in lectures, assignments (both individual and group) test, personal reading etc. and the carrying out of the research.
iii. Unavailability of Data: Incomplete and inaccurate data also provide a lot of difficulty in undertaking this research work. As a matter of fact it is because most of the senior staff were either too busy running their official responsibility that makes them hardly available to give the researcher the needed time to gather the information or were not just working to do that, though some did not cooperate just like the senior staff.

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