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In managing an organization many process or techniques are employed (for instance recruitment training and development staffing etc) one of the objective of any organization whether profit or non-profit oriented will be to have maximum productivity. This the improtant of human resource management in the accomplishment of organization goal is involved in production or services the labour imput is vital to its success given the significant influence which employee have on productivity without one effective productivity of employees the organization will produce good or services so inefficiently that the survival of the company might be threatened
Nevertheless training and development is not looked in terms of “one and for all activity; However it is an on-going process as new employee are trained and also longer serving employee who are transferred to other job being promoted ( or when new equipment are hired to purchased) it required some forms of training and development.
The aims of providing education and training of member of the organization may be seen as the advantage derived from such training e.g. high productivity low accident and grievance and rate and labour turnover
It could then be mentioned that training and development is aimed at correcting mistakes of the organization caused by employees work performance such low productivity high labour turnover, high grievances rate and absenteeism
Organization often engages in the regular training and development of the employees because it is assured that organization problem like productivity, profitability etc. can be solved through these activities this a more realistic approach is to ensure that training does exist and that other problem solving approaches such as motivation job environment programme for the training to achieved its objective of productivity.
One of the most fundamental ways by which human resources can be maximized is through carefully designed and properly implemented employee training and development.
1.1 GENERAL BACKGROUND TO THE SUBJECT MATTERS
Training is not modern invention the handling down of important skill like the use of tools and implement such as knives ropes and nets have always been necessary for the survival of the family tribe and ultimately the human race. The emphasis, right form the distance past has been skill and the apprenticeship idea which is for older than the recent formal western system.
The general pattern was then a simple one young boys (not girls) were taken on by master craftsmen were thought the use of equipment and other techniques. In Josiah Wedgwood time (1744) for example the master was required to teach him the “Art misery occupation or employment of throwing and handling” this talk of “art” and “misery” dates to the middle ages and even earlier. Additionally, there was other less manual skills based areas of training.
In religion (particularly for those becoming priests the service of the law of the state is bureaucratic (indeed in ancient china to be able to write beautify poems was a good recommendation of high public office)
However it was easy (and common) for apprentices (and other trainees) to be used as cheap labour being exploited and used as a general run about for his master not always being taught the art and misery very well
We can say about his training activity that:
1. It was neither organized not consistent from trainees to trainee; nor were there any usual or national standard attainment agreed upon or recognized by group of masters
2. Such training was specific to a trade or profession (job oriented)
3. Very few people in the whole population actually received such training.
A significant impetus for change came with the industrial revocation. There was need for an ever- increasing number of skill people to undertake the complex tasks of running and maintaining machinery. Engineering as opposed to construction or coopering became the prime industry for apprenticeship. To help in the training mechanics institutes or night school were founded the forerunners of today’s technical colleges and polytechnics.
Further more very significant changes in training took place as a result of two world wars. In each war large number of men were taken from factories to serve in the aimed forces and other peoples some men but mostly women filled vacant job in the factories. Lessons never learned in training of large numbers of people to reach certain minimum standard in a short time
1.2 PROBLEMS ASSOCIATED WITH THE SUBEJCT MATTERS
In an attempt to determine the most effective administration of training in an organization certain thing might come in:
i. Staff training and development needs should to determined
ii. Objective of training and development programme could be achieved in what extent
iii. Employees could be motivated to increase their capabilities
This study also seek to answer the following questions:
i. How well ahs training and development help the overall productivity of SmithKline Beecham Nigeria PLC.
ii. What are the methods employed in the training and development of staff the organization
iii. What contributions have training and development made to solve the problem of low productivity in SmithKline Beecham Nigeria PLC
1.3 PROBLEMS THAT THE STUDY WILL BE CONCERNED
The problem of the study are:
i. To determine how training and development solve the problem of how productivity in SmithKline Beecham Nigeria PLC
ii. To determine the effectiveness of training and development in SmithKline Beecham Nigeria PLC
iii. To identify the different training needs of manager at the supervisory middle and top level organization and all the junior workers
iv. To add to knowledge in the area of training and development in an organization
1.4 THE IMPORTANCE OF STUDING THE AREA
The focus of the study is primarily on training development of employees in SmithKline Beecham Nigeria PLC as they contribute towards the realization of the set objective of the organization and various ways through which training and development were conducted for the employees. How employee a being selected and what factors should be satisfied in order to enable them improve their performance
Generally therefore the study focuses on how training and development can help in solving the problem of low productivity.
The importance of the study endeavuor it to highlight or why organization accord much emphases on the training and development and why it is regarded as a vital human resources management system.
This system will be limited to the employees training and development in am organization in general and SmithKline niegria PLC particular.
1.5 DEFINITON OF IMPORTANTS TERMS
The company under studying was formally know as sterling health seven years ago SmithKline Beecham international acquired the 60% interest that Eastman Kodak had in sterling with incorporated the parent company of sterling health by this development SmithKline Beecham Nigeria PLC was made to exercise control over the operation of sterling health.
Sterling health was incorporated in Nigeria on 21st February 1969 with its head office at plot A and K Uhpeju industrial estate Lagos from its inception sterling health has grown steadily and is today one of the largest manufactures and marketers of quality pharmaceutical product in Nigeria the company’s product which are distributed throughout Nigeria have become household names renowned for their high quality standards these products include; Cafenol, paradol Andrews.
IMPORTANT TERM HYPOTHESIS
In order to ensure the reliability of this study. It will be based on some assumptions. There assumptions will be tested and determined by means of statistical methods. The test of hypothesis shall be carried out on the following
1. H0: Training and development method used by organization is not
Hi: Training and development method used by the organization is
2. H0: Training and development is a prerequisite to increase
Benelt W. D (1990) “ Personnel Management Theory & Practice” London; DP
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Cole G.A (1993) “Transactional Analysis in Physiotherapy” New York; Grove
Shokam O.O (1995) “Principles of Management” Lagos; Shona Investment
Robert, C.A (1994) “ Modern Business Administration London; Pitman
Evans D (1992) “ Supervisory Management New York; Mc Grow Hill Book
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