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EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON EMPLOYEE MORALE IN NIGERIA TELEVISION AUTHORITY<\/strong><\/p>\n\n\n\n

ABSTRACT<\/strong><\/p>\n\n\n\n

The topic of research is the effect of Manpower Training and Development on the Morale of the Employees of the Nigeria television authority. It was chosen so as to investigate if training and development have an impact on employees output and to what extent. The focus of this study and analysis of the effect of training and development in the public sector with special reference to Nigeria television authority, based on training and development, its contributions and impending factors to adequate implementation of training and development as it relates to employees training. The goal of any organization is to maximize profit and for this goal to be achieved, an organization has to equip its human resources and motivate them to increase morale, which the end result is increased in morale.
<\/p>\n\n\n\n

TABLE OF CONTENTS<\/strong><\/p>\n\n\n\n

Title page  –        –        –        –        –        –        –        –        –        –        i<\/p>\n\n\n\n

Declaration        –        –        –        –        –        –        –        –        –        ii      <\/p>\n\n\n\n

Approval page    –        –        –        –        –        –        –        –        –        iii<\/p>\n\n\n\n

Dedication –        –        –        –        –        –        –        –        –        –        iv<\/p>\n\n\n\n

Acknowledgement      –        –        –        –        –        –        –        –        v       <\/p>\n\n\n\n

Abstract    –        –        –        –        –        –        –        –        –        –        vii<\/p>\n\n\n\n

Table of Contents       –        –        –        –        –        –        –        –        viii   <\/p>\n\n\n\n

CHAPTER I: INTRODUCTION<\/strong><\/p>\n\n\n\n

1.1    Background of the Study     –        –        –        –        –        –        1      <\/p>\n\n\n\n

1.2    Historical Background of Nigeriaa television authority, Zungeru    4      <\/p>\n\n\n\n

1.3    Statement of the Problem   –        –        –        –        –        –        6      <\/p>\n\n\n\n

1.4    Objectives of the Study        –        –        –        –        –        –        8      <\/p>\n\n\n\n

1.5    Significance of the Study     –        –        –        –        –        –        9      <\/p>\n\n\n\n

1.6    Research Questions    –        –        –        –        –        –        –        10<\/p>\n\n\n\n

1.7    Scope of the Study      –        –        –        –        –        –        –        11    <\/p>\n\n\n\n

1.8    Limitations of the Study      –        –        –        –        –        –        11    <\/p>\n\n\n\n

CHAPTER II: LITERATURE REVIEW<\/strong><\/p>\n\n\n\n

2.1    Introduction       –        –        –        –        –        –        –        –        13    <\/p>\n\n\n\n

2.2    The Definition of Training and Development –        –        –        16<\/p>\n\n\n\n

2.3    Determining Training Needs       –        –        –        –        –        18    <\/p>\n\n\n\n

2.4    Principles of Training –        –        –        –        –        –        –        21<\/p>\n\n\n\n

2.5    Techniques and Methods of Training   –        –        –        –        23    <\/p>\n\n\n\n

2.6    Guideline for Effective Training and Development         –        26    <\/p>\n\n\n\n

2.7    Importance\/Benefits of Training and Development         –        30    <\/p>\n\n\n\n

2.8    Problems Associated with Training and Development   –        34    <\/p>\n\n\n\n

2.9    Evaluation of Training        –        –        –        –        –        –        36    <\/p>\n\n\n\n

2.10  Management Development in Nigeria  –        –        –        –        38    <\/p>\n\n\n\n

2.11  Methods of Management Development –        –        –        –        44<\/p>\n\n\n\n

2.12  Summary of the Chapter     –        –        –        –        –        –        45    <\/p>\n\n\n\n

CHAPTER III: RESEARCH METHODOLOGY<\/strong><\/p>\n\n\n\n

3.1    Introduction       –        –        –        –        –        –        –        –        47    <\/p>\n\n\n\n

3.2    Research Design         –        –        –        –        –        –        –        47    <\/p>\n\n\n\n

3.3    Area of Study     –        –        –        –        –        –        –        –        48<\/p>\n\n\n\n

3.4    Population of Study    –        –        –        –        –        –        –        48<\/p>\n\n\n\n

3.5    Sample Size\/Sampling Technique         –        –        –        –        48    <\/p>\n\n\n\n

3.6    Instrument of Data Collection     –        –        –        –        –        48    <\/p>\n\n\n\n

3.7    Validation of the Instrument       –        –        –        –        –        49    <\/p>\n\n\n\n

3.8    Reliability of Instrument    –        –        –        –        –        –        49<\/p>\n\n\n\n

3.9    Method of Data Collection  –        –        –        –        –        –        49<\/p>\n\n\n\n

3.10  Method of Data Analysis     –        –        –        –        –        –        49    <\/p>\n\n\n\n

CHAPTER IV: DATA PRESENTATION AND ANALYSIS<\/strong><\/p>\n\n\n\n

4.1    Introduction       –        –        –        –        –        –        –        –        51<\/p>\n\n\n\n

4.2    Characteristics of Respondents   –        –        –        –        –        51    <\/p>\n\n\n\n

4.3    Data Presentation and Analysis  –        –        –        –        –        43    <\/p>\n\n\n\n

4.4    Summary of Findings –        –        –        –        –        –        –        59<\/p>\n\n\n\n

4.5    Discussion of Findings        –        –        –        –        –        –        60<\/p>\n\n\n\n

CHAPTER V: <\/strong>SUMMARY, CONCLUSION AND RECOMMENDATIONS<\/strong><\/p>\n\n\n\n

5.1    Summary  –        –        –        –        –        –        –        –        –        63<\/p>\n\n\n\n

5.2    Conclusion –        –        –        –        –        –        –        –        –        65<\/p>\n\n\n\n

5.3    Recommendations      –        –        –        –        –        –        –        66    <\/p>\n\n\n\n

          Bibliography      –        –        –        –        –        –        –        –        68<\/p>\n\n\n\n

          Questionnaire    –        –        –        –        –        –        –        –        69<\/p>\n\n\n\n

CHAPTER I: INTRODUCTION<\/strong><\/p>\n\n\n\n

1. BACKGROUND OF THE STUDY<\/strong><\/li><\/ol>\n\n\n\n

   The importance of Training and Development is obvious given the growing complexity of the work environment, the rapid change in organization and advancement in technology, among other things. Training and development helps to ensure that organizational members possess the knowledge and skill they need to perform their jobs effectively; take on new responsibilities, and adapt to changing conditions. Despite the recognition of the importance of training by management experts and government are expressed in white papers on various reforms in Nigeria, the experience of manpower training and development in the Nigerian public service has been more of ruse and waste. Until recently there has been a general resistance to investment in training in the public service because of the belief that \u201cemployee hired under a merit system must be presumed to be qualified, that there were already trained for their job, and that if this was not so, it was at fault\u201d (Stahl, 1976).<\/p>\n\n\n\n

   The assumption has been jettisoned as the need for training became obvious both in the private and the public sectors. Many organizations have come to recognize that training offers a way of \u201cdeveloping skills, enhancing morale and quality of work, and building worker loyalty to the firm\u201d. Indeed, the importance of training has become more obvious given the growing complexity of the work environment, the rapid change in organizations and technological advancement which further necessitates the need for training and development of personnel to meet the challenges.<\/p>\n\n\n\n

   Training and Development helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities and adapt to changing conditions (Jones, George and Hill, 2000). It was further argued that training \u201chelp improve quality customer satisfaction, morale, morale, management succession, business development and profitability\u201d. Elaborating further on the importance of Human Resource Development (HRD), the International Labour Office (2000) affirmed that development and training improves their trainees\u2019 \u201cprospects of finding and retaining a job, improves their morale at work, their income-earning capacity and their living standards and widens their career choices and opportunities\u201d.<\/p>\n\n\n\n

   Management experts also argued that a major function of a manager is to develop people and to direct, encourage and train subordinates for optimum utilization Stahl (1986). Training helps prepare employees for certain jobs that are unique to the public sector. Specifically on Nigeria the Public Service Review Commission (PSRC) report in 1974 emphasized the importance of training and development. A result oriented public service will need to recruit and train specialized personnel. The new public service will require professionals who possess the requisite skill and knowledge training should be part of a comprehensive education planning programmes of all the aspects of personnel management perhaps the most important for us in Nigeria is training.<\/p>\n\n\n\n

   Three decades after, another reform endeavour (the 1988 civil reforms) emphasized obligatory.<\/p>\n\n\n\n

   1. STATEMENT OF THE PROBLEM<\/strong><\/li><\/ol>\n\n\n\n

      The Human Resources (Manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilizes these available resources to bring about the desired goals.<\/p>\n\n\n\n

      However, most organizational plans meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail while rarely do such organizations pay attention to human investment in which the capital and equipment will be in rain. Not many organizations consider the necessity for a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.<\/p>\n\n\n\n

      The very few organizations that give thought to this very important aspect of staffing functions do so with lack of seriousness, all round attention and continuity. The programmes are carried out not only once in a blue room but are also lopsided in terms of content and staff participation.<\/p>\n\n\n\n

      It is the opinion of the Nigeria television authority observes that the poor performance of the organization \u2013 workers follow from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of performance training and development on organizational performance of this mission; however the researcher used Nigeria television authority as a reference.<\/p>\n\n\n\n

      1. OBJECTIVES OF THE STUDY<\/strong><\/li><\/ol>\n\n\n\n

         The objectives of the study include:<\/p>\n\n\n\n

         1. To find out how morale can be improved through training and development of employees.<\/li>
         2. To find out the factors influencing the quality of training and development programmes.<\/li>
         3. To find out whether the money spent on the training produces the result needed by the organization.<\/li>
         4. To recommend ways or appreciates types of training programmes that is necessary to improve an organizational morale.<\/li><\/ol>\n\n\n\n
            1. SIGNIFICANCE OF THE STUDY<\/strong><\/li><\/ol>\n\n\n\n

               Institutions constituted the backbone of the economy of a great country like Nigeria. It is often said that education is the bed-rock of any nation in the world.<\/p>\n\n\n\n

               This research work intends to highlight and look into the factors militating giants manpower development and morale in achieving its set objectives, by this, the study will look into the manpower base and quality of staff of high institution of learning. It is therefore pertinent for an institution to plan and train its workers for the scheme of globalization.<\/p>\n\n\n\n

               The outcome of this study will be of great use to any higher institution of learning to evaluate aspects of the recruitment, selection and training process, which bear strong relevance to institutional image, morale efficiency and morals.<\/p>\n\n\n\n

               This work will go a long way in providing job satisfaction and services as motivation towards the realization of individual aspiration it will also be relevant to the Human Resource Development Department in the formulation of policies relating to training and development of personnel and for the government to ensure adequate training and know-how to improve the institutions.<\/p>\n\n\n\n

               This study will also be the basis or serve as reference material for other researchers in the field.<\/p>\n\n\n\n

               1. RESEARCH QUESTIONS<\/strong><\/li><\/ol>\n\n\n\n

                  Some questions are raised to serve as guide to the researcher in the process of finding answers to the numerous problems. The research questions are:<\/p>\n\n\n\n

                  1. Can employee morale be improved through training and development in an organization?<\/li>
                  2. What are the factors that influence the quality of training and development programmes?<\/li>
                  3. Does the money spent on training produce the result needed by the organization?<\/li>
                  4. What are the ways or appropriate types of training and development programmes necessary to improve organizational morale?<\/li><\/ol>\n\n\n\n
                     1. SCOPE OF THE STUDY<\/strong><\/li><\/ol>\n\n\n\n

                        The study will be limited to the services of the employees of Nigeriaa television authority. It will study and appraise the effects of manpower training and development on the morale of the employees of Nigeriaa television authority.<\/p>\n\n\n\n

                        1. LIMITATIONS OF THE STUDY<\/strong><\/li><\/ol>\n\n\n\n

                           The study was also limited to the employees of the Nigeriaa television authority. The problems the researcher encountered was that some officers were either too busy for interview or cleverly avoided certain questions for the fear that the information given might put their jobs in jeopardy. Those who responded to questions tend to make their answers to reflect what ought to be rather that what is, this undoubtedly affected the quality and accuracy of information collected during the study. A large population of the staff fails among the Junior Staff and as such it was difficult to really get their opinion as regards manpower development as they are shy to respond do not really appreciate the importance of development. A lot of finance was also r required in making this project a reality, thus the researcher was faced with the problem of finance and time.<\/p>\n\n\n\n

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                           ATTENTION: BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU! INFORMATION: YOU CAN GET THE COMPLETE PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[],"class_list":["post-4350","post","type-post","status-publish","format-standard","hentry","category-management"],"featured_image_urls":{"full":"","thumbnail":"","medium":"","medium_large":"","large":"","1536x1536":"","2048x2048":""},"author_info":{"display_name":"admin","author_link":"https:\/\/easyprojectmaterials.com\/author\/admin\/"},"category_info":"management<\/a>","tag_info":"management","comment_count":"0","_links":{"self":[{"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/posts\/4350","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/comments?post=4350"}],"version-history":[{"count":1,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/posts\/4350\/revisions"}],"predecessor-version":[{"id":4351,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/posts\/4350\/revisions\/4351"}],"wp:attachment":[{"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/media?parent=4350"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/categories?post=4350"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/easyprojectmaterials.com\/wp-json\/wp\/v2\/tags?post=4350"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}