STATISTICAL ANALYSIS OF THE EFFECT OF TRAINING AND DEVELOPMENT OF MANPOWER IN AN ORGANIZATION FOR EFFICIENT PERFORMANCE

STATISTICAL ANALYSIS OF THE EFFECT OF TRAINING AND DEVELOPMENT OF MANPOWER IN AN ORGANIZATION FOR EFFICIENT PERFORMANCE

ABSTRACT

The goal of this research is to determine the impact of manpower training and development in an organization for efficient performance, with a focus on (P.H.C.N) Power Holding Company of Nigeria Zonal Headquarter Owerri. Employee training has become a popular phenomenon in many organizations’ overall personnel policy in recent years. The program entails sending employees to training to improve their skills and knowledge. As a result, from the employer’s perspective, it is expected that a good training and development program will motivate employees to work hard and improve their overall attitude toward the organization’s progress.

Both primary and secondary data were used to conduct this study. In addition, questionnaires and sample surveys are available.

was used, and some employees were interviewed orally. Tables, simple percentages, and bar charts were used to analyze the data collected, while chi-square was used to test the research hypothesis. Several findings were made, and recommendations were made based on these findings.

Finally, in order to carry out a successful research project, this study was divided into five chapters, each of which was thoroughly addressed.

CONTENTS TABLE

Title Page – – – – – – – I

Page of Approval – – – – – – ii

Dedication – – – – – – – – – iii

Acknowledgement

– – – – – – – – iv

Abstract – – – – – – – – – v

Table of Contents

CHAPITRE ONE

1.0 General Introduction

– – – – – – – – 1

1.1 Research Background- – – – – 1

1.2 Problem Statement – – – – 4

1.3 The Study’s Goals and Objectives – – – – 5

1.4 Study Scope- – – – – 6

1.5 Research Hypothesis – – – – 6

1.6 Study Importance- – – – – 6

1.7 Glossary – – – – – 7

CHAPITRE TWO

2.0 Review of Literature – – – – – 8

2.1 Training and Development Definition – – –

2.2 The Interrelationship Between Training and Development – – 9

2.3 Training and Development Requirements – – – 11

2.4 Training and Development Issues – – –

CHAPITRE THREE

3.0 Methodology of Research – – – – – – 15

3.1 Research Methodology – – – – – – – 15

3.2 Study Area – – – – – 15

3.3 Study Participants – – – – – 16

3.4 Sample Size and Distribution

– – – – 16

3.5 Data Collection Instrument – – – –

3.6 Instrument Administration – – – 20

3.7 Instrument Validity and Dependability – – – – 21

3.8 Data Analysis Method- – – – – 22

CHAPITRE FOUR

4.0 Result Analysis – – – – – – 23

4.1 Presentation, Analysis, and Interpretation of Data – – 23

4.2 Hypothesis Test – – – – 31

4.3 Result Summary – – – – 35

CHAPITRE FIVE

5.0 Recommendations and Conclusion – – – – 37

5.1 Final Thoughts – – – – – – – – 37

5.2 Advice – – – – – 38

5.3 Study Restrictions – – – – 38

Reference – – – – – – – – 40

Appendixes- – – – – – – – 42

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

The importance of human resources in an organization is more dependent on those resources for the achievement of its goals. However, these goals cannot be met unless the organization is made up of employees who have the necessary skills, knowledge, and abilities. Employees may have these qualities, but they may struggle to cope with their jobs due to factors such as organizational changes and so on.

As a result, one of the many activities of organizational management is the training and development of employees. When workers are hired, they are not simply told to stay and work until they are ready to retire, but they are also trained and developed to improve their abilities, skills, and knowledge.

Many employees have failed in the past, according to experience.

Their organizations, because they were not provided with training as an essential part of the management function. Employees are not only trained for their own benefit; the organization stands to benefit greatly from them as well.

The training and development of manpower program is a critical activity that no management can afford to overlook, because not everything can be learned in the workplace. In fact, training and development programs should be organized in order to achieve organizational goals. A significant amount of money is required for such a program, but it is regarded as money well spent because of the benefits, which include:

1. It aids in the reduction of waste costs.

2. It aids in the maintenance of equipment

to make employees more obsolete

4. It aids in the improvement of output quality.

5. It aids in the prevention of low turnover and absenteeism.

6. It contributes to the reduction of accident costs.

In fact, emphasizing the importance of effective training and development activities at Nigeria’s power holding company is insufficient. These are the reasons why the researcher is conducting this study in order to learn from the previously mentioned organization. They must respond on behalf of the other organization.

“It is when a man conceives new policies that he can execute them,” as the saying goes. The training of Nigerian power holding company staff is critical, but even good employees can fail if they are not properly trained.

They cannot be reliable sources of efficiency all of the time.

Moreover, the future of power holding company of Nigeria and its policies may depend on them since “an untrained man in a modern world which may be menace to society”. If there is a problem, a breakdown in a machine, or a mistake in a ledger, how can a quack untrained man handle it? All he can do is fumble and patch up the problem in any way, which may lead to a more serious breakdown or greater confusion. In these days of specialized work, there is no place for the untrained worker or even the intelligent amateur.

In fact, worker training and development play a significant role in determining the effectiveness and efficiency of a company.

the efficiency of (P.H.C.N).

Electric power began in the late nineteenth century, when the first generated plant was installed in the city of Lagos in 1898. From 1898 to 1950, the government passed the electricity corporation of Nigeria ordinance, which brought under one control all the electricity undertakings previously administered by the Nigerian government electricity undertaking section of the public works department and all tho

1.2     STATEMENT OF PROBLEM

Management establishes the organization’s goals and methods for achieving them in every organization around the world. The Nigerian power holding company is no exception, as it engages in a wide range of activities in order to achieve its objectives effectively and efficiently.

However, in order to retain and develop their employees, they must be trained and developed on a regular basis. As a result, the focus of this research is on the need for manpower training and development in order to achieve the goals of Nigeria’s power holding company.

To put it another way, in order to achieve its objectives, every organization must train and develop its employees. As a result, answers to these questions are required.

Why do some organizations, despite the high cost of training and development activities, believe it is necessary to train their employees? What are the effects of these training and development programs on employees that are more or less related to their efficient performance in their organization?

The motivations for this study are thus formed by the answers to these questions.

1.3     AIMS AND OBJECTIVES OF THE STUDY

The following are the study’s goals and objectives:

1. Determine the training and development needs of employees in an organization, with a focus on Nigeria’s power holding company.

2. Determine the type of employees who have benefited and how frequently they benefit from the training and development of manpower program.

3. Determine the impact of training and development exercises on employees of Nigeria’s power holding company in particular.

4. To examine the methods they employ and which methods are most appropriate in Nigeria’s power holding company (P.H.C.N)

5. To identify the difficulties encountered by management in implementing these methods.

6. To evaluate the performance of employees who have been trained and developed.

1.4     SCOPE OF THE STUDY

The researcher hopes to achieve all of the objectives listed above based on the topic of the study. The research will be carried out at the power holding company of Nigeria (P.H.C.N) zonal headquarters in Owerri. It will affect all departments within the organization. This allows the researcher to conduct a thorough investigation of the subject. However, it is expected that the study’s findings will be applicable to their organizations.

1.5     RESEARCH HYPOTHESIS

H0: Effective performance is dependent on manpower development and training.

H0: The effective performance of manpower is dependent on training/development.

1.6     SIGNIFICANCE OF THE STUDY

Based on its theoretical nature, this research work will benefit the management of P.H.C.N. and other organizations, research experts, and students in the following ways:

1. It will help the management of Nigeria’s power holding company and the general public understand the importance and benefits of manpower training and development for performance.

2. It will make other organizations aware that organizing training and development programs is the primary means of achieving organizational goals.

3. It will aid in broadening employees’ horizons and increasing their commitment to their work.

4. It provides a channel for managers to notify the