The Effect Of Human Resource Development On Employee Productivity In Seven Up Bottling Company

Project and Seminar Material for Human Resource Management (HRM)

The Effect Of Human Resource Development On Employee Productivity In Seven Up Bottling Company

Chapter One


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 Objectives of the Study

The main objective of this study is to examine critically the effect of Human resource Development programmes on employee’s productivity. However, other sub-objectives of the study are as follows:

  1. To identify the need for development of employee in an organization.
  2. To examine the problem of developing employees productivity in an organization
  3. To find out whether development programmes could enhance an increase the productivity and smoothen the operation of an organization.
  4. To determine whether human resource development programme does not enhances employee’s performance.
  5. To determine how resources development programme can enhances employee’s performance.
  6. To examine the impact of development in an organizational performance.
  7. To contribute to the existing knowledge and how best to administer development in achieving the set goals and objective of organization.

1.4 Research Questions

  1. What are the need for development of employee in an organization?
  2. What is the problem of developing employees productivity in an organization?
  3. Could development programmes enhance an increase the productivity and smoothen the operation of an organization?
  4. Does human resource development programme not enhances employee’s performance?
  5. How can resources development programme enhances employee’s performance?
  6. What is the impact of development in an organizational performance?

1.4 Statement of Hypothesis

These study is based on the assumptions that development is very important and necessary to improve or increase the maintenance and enhancement of organizational ability to achieve its objectives.

Therefore for this study, the following hypothesis has been postulated or formulated.

  • Ho: Human resource development programme does not enhance employee’s performance.
  • Hi: Human resource development programme have enhances employees performance.

1.5 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.

Chapter Five


The higher education sector differs from other sectors in two senses. The higher education organizations provide services and their core activity is education. The success of this service depends primarily on the quality of its employees. The effective implementation of HRD practices for the employees will enhance university performance. But, there is a huge gap in empirical studies on HRD in the higher education context. Therefore, our study sought to investigate the impact of human resources development constructs i.e. (training and development, organizational development, and career development) on employee performance in the enhancement of organizational effectiveness. The results are verified hypothesis H1, H2, and H3 by showing that there is a significant and positive relationship between HRD constructs i.e. (training and development, organizational development, and career development) and employee performance. Therefore, our result has validated the assumptions provided by the researchers (El Mansour & Dean, 2016; Potnuru& Sahoo, 2016; Sabrina, 2015). Also, the results of hypothesis H4 confirms that employee performance has a positive and significant impact on organizational effectiveness. Which supports opinions of (Asfaw et al., 2015; Gupta, 2016). The study recommends the decision-makers of universities and institutes should strive to develop HRD strategies which will enable them to improve employee performance and enhance the capability of the employees to achieve desired goals and objectives of the organization.


In the light of the findings and conclusion of the study the following recommendation are made, which if adopted would make the training function of the Human Resource department of Nigerian Bottling Company and 7UP Bottling Company more productive and efficient.

  1. Seminars and workshops should be organized for the Human Resource department on the importance of systematic approach of training and proper procedure to follow in identifying skill gaps in the various departments.
  2. Heads of Department should be sensitized on the importance of sending the right employee on training. They should not see training opportunities as pay back opportunities for their loyalists.
  3. Recommending employees for training based on favouritism should be discouraged by the management.
  4. A mechanism should be created for proper assessment and evaluation of employee performance after training. Some of the employee performance indicators enumerated in this research work could be adopted by the organizations.
  5. The HR department should ensure also that adequate training design, rich in content is used for employee training. The content should be able to include all the identified skill gaps, while making sure that a trainer who is knowledgeable and experienced in that area is contracted for the training delivery.
  6. Employees should be encouraged to embrace other developmental courses that could impact on their general performance and increase organizational performance.

The recommendations would impact positively on other organizations, especially those in the manufacturing sector.

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