TITLE PAGE
Certification
Dedication
Acknowledgement
Table of Content
List of Tables
ABSTRACT
CHAPTER ONE: INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Research Questions
1.5 Research hypotheses
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitation of the study
CHAPTER TWO: REVIEW OF LITERATURE
2.1 Review of concepts
2.3 Review of Empirical studies
2.4 Theoretical Framework
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design
3.2 Population of the study
3.3 Sample size determination
3.4 Sample size selection technique and procedure
3.5 Research Instrument and Administration
3.6 Method of data collection
3.7 Method of data analysis
3.8 Validity and Reliability of the study
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation
4.2 Answering Research Questions
4.3 Test of Hypotheses
CHAPTER FIVE: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
5.2 Recommendation
References
Appendix
ABSTRACT
This study was carried out to examine the effect of human capital development on organization performance using Nigeria Floor Mills, Lagos State as a case study. Specifically, the study aimed at ascertaining if there is a significant relationship between training & development and employee career growth and if employee orientation has a significant effect on employee satisfaction. The study employed the survey descriptive research design. A total of 1000 responses were validated from the survey. From the responses obtained and analysed, the findings revealed that there is a significant relationship between training & development and employee career growth. The findings further revealed that employee orientation has a significant effect on employee satisfaction. This is as the Pearson correlation test showed a positive significant relationship (.922**) between training and development and employee career growth. The study recommends employers of labour should endeavor to make training and development of their workers a frequent activity in orders to consistently improve the productivity of the organization. More so, Employees should as well put in their best to acquiring trending ideas that drive business so as to help enhance their performance and ensure the achievement of the organizational goals.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Increasing productivity in the public sector to match the levels of the private sector has been the call of the Civil Services Commission in Nigeria. According to Michie & Oughton (2003), research suggests that closing the productivity gap between the private and public sectors will require increased investment in research and development, capital and people, improved education and training, and a modernised productive infrastructure. In a bid to improving productivity, Michie & Oughton (2003) further suggest that there should be a continuous improvement in management practice, corporate governance and organisational design. Michie, Conway & Sheenan (2003) also point out that a major challenge for modern organisations is the urge for increasing productivity and achieving a competitive advantage
Due to the high pace of change and economic instabilities in some markets, the organization of the workforce level possesses a crucial role in many businesses today. This especially true in the manufacturing sector since the “human component of production” is the most important and costly part of the supply chain The volatility of demand that is prevailing in some sectors increases the importance of having a good human capital planning strategy.
Organizations are under increasing pressure to find ways to implement their strategies in a rapidly changing business environment in which planning lifecycles tend shrink to reduce the time ‘to market' intervals. At the same time, organizations are putting more and more emphasis on aligning the organization and people in their attempt to achieve business goals. Human capital development is usually seen as an essential feature of an ideal type model of human resource management, even if it does not always appear to be a given high priority in practice
The issue of effective planning for people was brought up long before the advent of human resources management. However, there has been little research evidence of its increased use or of its success. Hassan (2007), who argues that the developing business environment forces organizations to plan effectively for their human resources, the rapid changes in the business environment, also makes it increasingly difficult for organization.
1.2 STATEMENT OF THE PROBLEM
Human capital development in Nigeria has been hindered with different problems that prevent employee development and growth and thus prevent overall growth to the productivity of an organization. Lack of careful human capital planning over the years by management has been identified by several researchers as the bane of most organizational failure for low productivity. Therefore this research thesis is to ensure that management have proper personnel in place to help ensure that the organization attain maximum productivity possible and thereby reducing wastage of resources. Recently, proper human capital development and employee career growth through adequate training, motivation and management structure has been identified as a panacea to the low productivity witness by the most organization. So this research work aim to carefully analyzed the effect of human capital development on the productivity of the manufacturing industry especially the Nigeria Flour Mills and also to measure the effect/correlation between training, motivation and career development on an organizational productivity cum level of contribution of employee.
1.3 OBJECTIVES OF THE STUDY
The broad objective of this research is to examine the effects of human capital development on employee productivity in the manufacturing industry, a study of Nigeria Flour Mills Plc. The specific objectives for the study are;
- To examine the relationship between employee training & development and employee career growth.
- To evaluate the effect of employee orientation on employee satisfaction.
