The Impact Of Training And Development On Higher Productivity (A Case Study Of Beecham Plc)

Project and Seminar Material for Business Administration and Management BAM

Project and Seminar Material for Business Administration and Management BAM


This research is aimed at discovering the impact of impact of training and development high productivity in BEECHAM PLC

To guide this study there are problem associated with the study which are passed on finding some major finding are that the staff training and development needs are not determined the objective of the training development programme could not be achieved to some extent employees are not motivated to increase their capabilities; and the study also seek to answer the question of how well has training and development help the overall productivity of SmithKline Beecham Nigeria PLC; the method employed in the training and development of staff within the organization: what contribution have training and development made to solve the problem of low productivity in SmithKline Beecham Nigeria PLC

Based on the above finding some may recommendation were made for major recommendation were made for effective implementations.

Chapter One


In managing an organization many process or techniques are employed (for instance recruitment training and development staffing etc) one of the objective of any organization whether profit or non-profit oriented will be to have maximum productivity. This the improtant of human resource management in the accomplishment of organization goal is involved in production or services the labour imput is vital to its success given the significant influence which employee have on productivity without one effective productivity of employees the organization will produce good or services so inefficiently that the survival of the company might be threatened

Nevertheless training and development is not looked in terms of “one and for all activity; However it is an on-going process as new employee are trained and also longer serving employee who are transferred to other job being promoted ( or when new equipment are hired to purchased) it required some forms of training and development.

The aims of providing education and training of member of the organization may be seen as the advantage derived from such training e.g. high productivity low accident and grievance and rate and labour turnover

It could then be mentioned that training and development is aimed at correcting mistakes of the organization caused by employees work performance such low productivity high labour turnover, high grievances rate and absenteeism

Organization often engages in the regular training and development of the employees because it is assured that organization problem like productivity, profitability etc. can be solved through these activities this a more realistic approach is to ensure that training does exist and that other problem solving approaches such as motivation job environment programme for the training to achieved its objective of productivity.

One of the most fundamental ways by which human resources can be maximized is through carefully designed and properly implemented employee training and development.

1.1 General Background to the Subject Matters

Training is not modern invention the handling down of important skill like the use of tools and implement such as knives ropes and nets have always been necessary for the survival of the family tribe and ultimately the human race. The emphasis, right form the distance past has been skill and the apprenticeship idea which is for older than the recent formal western system.

The general pattern was then a simple one young boys (not girls) were taken on by master craftsmen were thought the use of equipment and other techniques. In Josiah Wedgwood time (1744) for example the master was required to teach him the “Art misery occupation or employment of throwing and handling” this talk of “art” and “misery” dates to the middle ages and even earlier. Additionally, there was other less manual skills based areas of training.

In religion (particularly for those becoming priests the service of the law of the state is bureaucratic (indeed in ancient china to be able to write beautify poems was a good recommendation of high public office)

However it was easy (and common) for apprentices (and other trainees) to be used as cheap labour being exploited and used as a general run about for his master not always being taught the art and misery very well

We can say about his training activity that:

  1. It was neither organized not consistent from trainees to trainee; nor were there any usual or national standard attainment agreed upon or recognized by group of masters
  2. Such training was specific to a trade or profession (job oriented)
  3. Very few people in the whole population actually received such training.

A significant impetus for change came with the industrial revocation. There was need for an ever- increasing number of skill people to undertake the complex tasks of running and maintaining machinery. Engineering as opposed to construction or coopering became the prime industry for apprenticeship. To help in the training mechanics institutes or night school were founded the forerunners of today’s technical colleges and polytechnics.

Further more very significant changes in training took place as a result of two world wars. In each war large number of men were taken from factories to serve in the aimed forces and other peoples some men but mostly women filled vacant job in the factories. Lessons never learned in training of large numbers of people to reach certain minimum standard in a short time

1.2 Problems Associated with the Subject Matters

In an attempt to determine the most effective administration of training in an organization certain thing might come in:

  1. Staff training and development needs should to determined
  2. Objective of training and development programme could be achieved in what extent
  3. Employees could be motivated to increase their capabilities

This study also seek to answer the following questions:

  1. How well ahs training and development help the overall productivity of SmithKline Beecham Nigeria PLC.
  2. What are the methods employed in the training and development of staff the organization
  3. What contributions have training and development made to solve the problem of low productivity in SmithKline Beecham Nigeria PLC

1.3 Problems that the Study will be Concerned

The problem of the study are:

  1. To determine how training and development solve the problem of how productivity in SmithKline Beecham Nigeria PLC
  2. To determine the effectiveness of training and development in SmithKline Beecham Nigeria PLC
  3. To identify the different training needs of manager at the supervisory middle and top level organization and all the junior workers
  4. To add to knowledge in the area of training and development in an organization

1.4 The Importance of Studying the Area

The focus of the study is primarily on training development of employees in SmithKline Beecham Nigeria PLC as they contribute towards the realization of the set objective of the organization and various ways through which training and development were conducted for the employees. How employee a being selected and what factors should be satisfied in order to enable them improve their performance

Generally therefore the study focuses on how training and development can help in solving the problem of low productivity.

The importance of the study endeavuor it to highlight or why organization accord much emphases on the training and development and why it is regarded as a vital human resources management system.

This system will be limited to the employees training and development in am organization in general and SmithKline niegria PLC particular.

1.5 Definition of Important Terms

The company under studying was formally know as sterling health seven years ago SmithKline Beecham international acquired the 60% interest that Eastman Kodak had in sterling with incorporated the parent company of sterling health by this development SmithKline Beecham Nigeria PLC was made to exercise control over the operation of sterling health.

Sterling health was incorporated in Nigeria on 21st February 1969 with its head office at plot A and K Uhpeju industrial estate Lagos from its inception sterling health has grown steadily and is today one of the largest manufactures and marketers of quality pharmaceutical product in Nigeria the company’s product which are distributed throughout Nigeria have become household names renowned for their high quality standards these products include; Cafenol, paradol Andrews.

Important Term Hypothesis

In order to ensure the reliability of this study. It will be based on some assumptions. There assumptions will be tested and determined by means of statistical methods. The test of hypothesis shall be carried out on the following

  1. H0: Training and development method used by organization is not adequate.
    Hi: Training and development method used by the organization is adequate.
  2. H0: Training and development is a prerequisite to increase productivity

Chapter Five

Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to the impact of training and development on high productivity.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of associated with inadequate training of the personnel of the organization and its impact on productivity.

5.2 Summary

As the increase of concentration on administrative management during these years, HRM plays a more important role in managing an organization, such as the effects of HRM on innovation, new way of working principles for working relations and enhancing employees capability. Training and Development is an important aspect of HRM. It is important for organization to get skilled and capable employees for better performance, and employees will be than competent when they have the knowledge and skill of doing the task. Training and Development would provide opportunities to the employees to make a better career life and get better position in organization. In doing so, organizations efficiency would be increased. On the other hand, employees are the resources and assets of an organization if they are skilled and trained would perform better than those who are unskilled and untrained. Therefore, the purpose of this study was to find out the relationship between Training and Development and Employees performance and Productivity.

5.2 Conclusions

In an attempt to determine the most effective administration of training and development which is an antidote to low productivity in a particular organization certain problem are:

  1. How can training and development needs be determined
  2. How can it be distinguished from any organizational need s that can be satisfied in some other way;
  3. How can people be motivated to increase their capabilities
  4. To what extent is the objective of the training programme have been achieved.

Then solving the above mentioned problems management should have the right attitude towards training and development programmes it does these through systematic approach which is an important ingredient in company’s manpower strategy and is a sound business investment

The management of SmithKline Beecham PLC should identify what training is needed in their company for an individual with regards to each section planning appropriate training and development to meet their needs and ensuring that employees are assisted to acquire the necessary skills and knowledge they need in that most efficient manner while evaluating as fast as possible the effectiveness of the particular training programme and satisfying and residual training requirements.

5.3 Recommendation

In view of the importance of the training and development acid an antidote to low productivity in an organization. It is worthy of undertaking by organization be in medium or large size. It is a programme that should be designed for all the staff irrespective of their status and positions in the organization.

Management should recognize the effort of individual training where it is relevant an d try encourage workers by training them so as to improve on their job. Individual development should be in the area of transferring general management knowledge policies and procedure for managing the company.

Improving the present performance of all managers broadening managers for higher responsibility. Advantage should be taken of the establishment of industrial training fund by the federal government in order to ensure that there is adequate training manpower to run industry and commerce in the company by organization. Also where adequate facilities cannot be provided by any organization such a firm should take advantage of the facilities provided by (NECA) Nigeria employees consultative association. The training and education committee under the employers association organize and provide staff training and development opportunities for its member. Through its connection with major training and education institutions in the country such as Yabe college of technology and center for management development NECA through this committee serves as an important link between these institution and its members and is this able to advise and something helps members in development their training programme.

A systematic training approach should be adopted training programme should be planned and operate concerting with scientific selection and placement of personnel to ensure the recruitment of people who are worth training in scientific job grading to present training targets merit rating of staff and a sound promotion policy with perhaps some suitable incentive scheme to minimize the loss of fully or partly trained personnel and the financial loss incurred

Objective and extent of staff training and development programme should be clearly stated in the training and development policy of the organization. This will serve as a guide to what courses are required. What subjects are to be covered? What is the potential number of trainees? And what is the training expected to cost

Method of training to be provide should take care of choosing the most appropriate method for each cash to be give and when. A full programme should be prepared and distributed setting and detail the objective and extent of the training and the financial and other benefits likely to be derived by successful participations. The method of training to provide and for whom? The progressive stage of the course bearing in mind that these have to be logically arranged. The course offered and their respective syllabuses. Particular of examination and progress test to be taken by the trainee with datas

Adequate publicity should be given throughout the whole organization with the objective of ensuring that employees of all grades are made aware of the training facilities offered. Finally disruption of work should be minized. The industrial training act provision should be adhered to; this will help in providing machinery which can be used gradually to modify the existing pattern of industrial training and so bring into line with the requirement of those industries in which there have been considerable and rapid technological change and help to bring some sense of order and direct into methods of industrial training.

Furthermore sabbatical leave of 2 years period should be given to any employee who want to attain higher educational level of successful implementation of staff training and development the above mention recommendations should be effected when necessary to meet with the changing requirement of the world of today.

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