ABSTRACT
This project is on ‘’the assessment of the effect of human resource development on employee productivity’’ with particular emphasis on 7 Up bottling company, Kaduna; The research work is divided into five chapters, with each chapter linking the other. The objectives of the research is to identify the importance of human resource development as a means of achieving great performance in an organization. Two methods of data collection were used i.e. the primary and secondary sources of data and the data was analyzed using simple percentage method for easy understanding. The findings showed that after being trained as an employee on a particular job, some workers were not given enough time to justify their development and experience before they were transferred to another job. At the end of the research, it was recommended that 7 Up bottling company should not see the capital invested in this area as a waste. Rather, they should see it as an investment and that human resources should be transparent with those employees that have not attended long term development programme.
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 Research Questions
- What type of development programs is available to employees in Seven-Up Bottling company in Kaduna?
- How often is development programs mounted for employees in Seven-Up Bottling company in Kaduna?
- What are the impacts of training and development programs on the productivity of the employees in Seven-Up Bottling company Kaduna?
1.4 Objectives of the study
The main objective of this is to find out effect of human resource training on organizational productivity. Specifically, the study intends to:
- Identify the type of development schemes available to the employees in Seven-Up Bottling company in Kaduna.
- Ascertain how often the development programmes are mounted for employees in this organization.
- Determine the impact of training and development programmes on the employee’s performance in Seven-Up Bottling company Kaduna.
1.5 Statement of Hypotheses
H01: There is no significance difference between the mean ratings of senior and junior employers regarding the type of development schemes available to employees in Seven-Up Bottling company in Kaduna.
H02: There is no significance difference between the mean ratings of experience and inexperience employers in respect of how often the development programmes are mounted for employees in Seven-Up Bottling company Kaduna.
1.6 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.
1.7 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.
1.8 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:
- 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.
- 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.
1.9 Historical Background of Seven-Up Bottling Company Plant
Seven-Up bottling company was conceived in the year 1959 and was actualized in 1960, when Nigeria as a nation was celebrating her independence on 1st October 1960. Seven-Up Bottling Company was rolling out her first product at the same time. The company has grown tremendously since then, when it started by producing on 7-Up and Orange crushes in Lagos and Ibadan.
The company’s product rose to greater height when she acquired the right franchise from Messis Pepsi-Cola international of New York to battle and market Pepsi-cola, Mirinda orange, Mirinda Soda, Mirinda-tonic and Teem lemon ride, leading to the commissioning of plant all over the country in Illorin, Abba, Kaduna and Benue.
The Kaduna plant was brought over from Arewa bottles in 1978. Seven-Up bottling company has set the price in credible authentic consumer’s sales promotion as well as making sure consumers get the value for their money.
Soft Drink Industries
Currently two soft drink companies operate in the market environment of Kaduna city today the Seven-Up bottling company Plc products of 7-Up, Pepsi, Teem and Lemon Mirinder products while the Nigerian bottling company distributing Coca-cola, Fanta-orange, Fanta-tonic, Fanta club soda and Sprit. Presently Seven-Up bottling company is striving hard to lead been second best to Coca-cola which is the largest soft drink producer in the country. The higher skilled sales force and unique products of company has generated loyalty from esteemed consumers and dealers of 7-Up bottling company.
1.9.1 Sales Territories
Seven-Up bottling company Kaduna plant has been divided into main sales territories making up the region. The sales territories are the Kaduna metro headed by the manager depot. At present the company has a few depot based in Jos, Suleja, Minna and Abuja. The Minna depot is headed by the depot manager while the three (3) other are headed by the depot superintendent. All depot reports directly to the sales manager depot, each sales territory is manned by competent salesmen and their sales assistance. The cost of manning each depot is usually analysed and compared equally to cost of depot superintendent. All depots report directly to the sales manager depot, each sales territory is manned by competent salesmen and their sales assistance.
Organizational Structure of Kaduna Region Seven-Up Bottling Company Kaduna Plant (Company Organization Chart)
1.10 Definition of Terms
In order to avoid any form of ambiguity as regards to the terms used in this research work the following given optional definition:
Human Resource Development: This is the activities undertaken to expose an employee to perform additional duties an assume position of importance in organization.
Productivity: Is the measure of how well resource are brought together in organizations and utilized for accomplishing a set of results, productivity is reaching the highest level of performance with the least expenditures.
Organization: This is the process of dividing work into convenient tasks or duties or grouping such duties in the format posts delegation of authority to each post and approving qualified staff to be responsible that the work is carried out as planned.
Motivation: Is a term used to describe those processes both instructive and national by which people seek to satisfy the basic desires, perceived needs and personal goals which trigger human behavior.
Development: Is the act of improving once ability to face future job responsibility or challenges.
Management Development: According to Chile (1969) management development can be seen or defined as an economic resource that performs a technical function such as planning, organizing, staffing, Directing and controlling.
Training: Is the improvement of an employees skill or performance to help the individual employees current job effectively. B.S. Dele (1991) in book Management training and education sees training as the organized procedure by which people acquire knowledge and skill for a definite purpose.
Unitilization: This is a set of guidelines that will help make sure that each person gets right services and supports at the right time, in the right amount and as long as they need them.
