ABSTRACT

This research work was designed to study training and development of employees in service organization. This study titled “An Evaluation of the effect of manpower training and development in service organization A case study of Nigeria Port Authority of Nigeria (NPA) Lagos zone is of the view of finding out the way by which training and development can be conducted. The objective of this study is to highlight the advantages of human resources training and development and recommended an appropriate measure that could help improve the current human resources training programmes. Relevant data for this research work were collected from both primary and secondary sources of data. A descriptive method was used for this study. The total population of the staff in the organization is 250 out of which questionnaires were drawn from staff of the organization which constitute a sample size of 154. The statistical instrument used in testing the validity of the hypothesis was Chi-square. Among other findings of the work was that training and development programmes improve was that training and development programmes improve productivity and better performance. The research therefore recommends that there should be a free flow of information to enable all the staff to be aware of the training and development programme available to them both internally and externally.

TABLE OF CONTENTS

Title Page

Table of Contents

Abstract

CHAPTER 1

INTRODUCTION

1.1      Background of the Study

1.2      Statement of the Problem

1.3      Purpose of the Study

1.4      Significant of the Study

1.5      Research Question

1.6      Statement of hypothesis

1.7      Scope/ Delimitation of the Study

1.8      Definition of Terms

CHAPTER 2

RELATED LITERATURE REVIEW                                 

CHAPTER 3

RESEARCH METHODOLOGY                                              

3.1      Design of The Study

3.2      Area of the Study

3.3      Population of the Study

3.4      Sample of the Study

3.5      Instrument for data Collection

3.6      Method of Data Analysis

CHAPTER 4

DATA PRESENTATION AND ANALYSIS

CHAPTER 5

SUMMARY OF   FINDING CONCLUSION AND

RECOMMENDATION

5.1.    Conclusion

5.2.    Limitation of Study

5.3.    Recommendation

5.4.    Implication of the study

5.5.    Suggestions for Further Research

5.6.    Summary of Findings

References

Questionnaires 

CHAPTER 1

                            INTRODUCTION

1.1 BACKGROUND OF THE STUDY

        Manpower training and development must be based on a need analysis derived from a comparison of actual performance” and behavior with “required performance” and behavior. Manpower training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.

        Organizational effectiveness rests on the efficient and effective performance of workforce that makes up the organization. The efficient and effective performance of the workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combined to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills.

This cannot happen if employees training and development do not occur in an enterprise. In order to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.

        Training is like sharpening an existing skill in order to reflect the trends in technology and other social cultural environment changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (Onah 1993). The main objective of training and development in service…