Training And Development Prerequisite For High Productivity

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Training And Development Prerequisite For High Productivity


Abstract


This research is aimed at going the enhancement 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


Introduction

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

1.1.1 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

1.2 Statement of Problem

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

1.3 Research Questions

  1. What type of training programmes is available to employees in SmithKline Beecham Nigeria PLC?
  2. How often is development programmes mounted for employees in SmithKline Beecham Nigeria PLC?
  3. What are the impacts of training and development programmes on the productivity of the employees?

1.4 Objectives of the Study

The main objective of this is to find out the adequacy of training and development programme provided to the employees in SmithKline Beecham Nigeria PLC in Ikeja, Lagos State of Nigeria. Specifically, the study intends to:

  1. Identify the type of training schemes available to the employees in SmithKline Beecham Nigeria PLC.
  2. Ascertain how often the development programmes are mounted for employees.
  3. Determine the impact of training and development programmes on the employee’s productivity in the SmithKline Beecham Nigeria PLC.

1.5 Statement of Hypotheses

The under listed null hypotheses were tested in this study at 0.05 level of significance.

H01: There is no significance difference between the mean ratings of senior and junior employers regarding the type of training schemes available to employees in SmithKline Beecham PLC.

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 SmithKline Beecham Nigeria PLC.


1.6 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 productivity.

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 Nigeria PLC in particular.


1.7 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.


Chapter Five


Summary, Conclusions and Recommendations

5.1 Summary

The aim of this study is to determine whether motivation is effective in achieving higher productivity among workers in SmithKline Beecham Nigeria PLC, other relevant areas which the study highlighted are: the reaction of the workers towards their duties when motivation is employed by the employer and how the managers can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goals of their establishment.

The general description of the area of study, which depicted the inevitability of motivation in achieving higher productivity in an organization, was stated. In the course of the study, statement of problem such as; workers leaving the organization due to poor motivation, their unwillingness to perform their duties well and how to motivate them to achieving desired productivity level were pointed out. To ascertain the application of the motivational techniques by the organization concerned and to know the problem inhibiting the success of the employees’ motivation in the organization forms essential part of the objectives of the study. Questions relating to the objectives and problems were also looked at.

The study looked into some review literatures that covered different models and theories on motivation by different scholars, various definitions given by several management scholars, different means of motivating workers or simply type of motivation and the importance of motivation. Various textbooks, journals, articles and other scholarly materials were used to get terms, ideas, concepts and academic as well as professional viewpoints.

The management team of SmithKline Beecham Nigeria PLC, together with important officers of the organization were selected as the study population with the use of simple random sampling. Both primary and secondary data were also used for this research work. The primary data was based on questionnaire while the secondary data was based on published and unpublished works. The data collected were processed and analyzed through the use of t-test statistics.


5.2 Conclusion

Human resources (personnel) in any organization remain the most invaluable asset for growth and development, hence training and retraining is essential components of manpower development. Training and personnel development is a mixture of activities aimed at improving the productivity of personnel in organizations for the attainment of continuous improvement in productivity. Training and human development assists employees to learn how to use the resources in an approve way that allows organization to meet its desired output. Staff are required to perform varied competences in their profession that will make then saleable in the labor market. It is the possession of these skills needed by the labour market that will enable them contribute maximally to pharmaceutical s in Ikeja and national development of the Nigerian nation. However, for the organization and government to make training and personnel development to become effective in the service cycle, they have to tackle the challenges of introducing new orientations on training contents, training evaluation, attitudes to training and training utilization.


5.3 Recommendations

The essence of training and development in pharmaceuticals in Ikeja cannot be over emphasized. It has been observed that training is very important in every aspect of an organization. It enhances the efficiency of staff, increases output and motivates employees for better productivity.

It has been discovered that training and human development are not isolated from human resources. Even in the advanced countries and in most computerized organization, training and development cannot be overlooked because; human are the ones to operate this equipment.

From the findings, the following recommendations were made:

Organization is seen to be effective and efficient if there is demonstrable increase in productivity, therefore, any training and personnel development must be based on proper analysis of its contribution to the effectiveness and efficiency of an organization. Staff should be expose to regular professional training areas such as foundation, career or development, preservice and off-the-job-pupilage training as to enhance their productivity in the organization. It is also necessary for the staff to be exposed to seminars, conferences and workshops to enable them keep abreast with the challenges posed by modern business offices.

The development programmes of managers should be done on yearly or regular basis; hence training involves systematic, professional and development of skills, knowledge and attitude necessary for performing specific schedule of duties. There should be free flow of information to enable all the staff aware of the training and development programme available both internally and externally.

There should be effective utilization of integration of resources, physical and human will to yield high output or productivity. Also, on-the-job and in-house methods of training should be used extensively by organizations and government, especially in the training of junior staff as they tend to be cheaper and more effective.

SmithKline Beecham Nigeria PLC should also introduce reward system for outstanding productivity so as to motivate employees to always put in their best during each training period. This will assist them in identifying those staff that has special skills and talents. SmithKline Beecham should expose all their staff to training at least once in every year. This will make the employees to meet up with the changes in their services and work processes as may be driven by the competitive environment.

Instead of downsizing those employees with years of experience and recruiting new ones, pharmaceuticals in Ikeja should rather invest in-training and development of their experienced staff. This will help them to reduce the cost of frequent recruitment and selection.


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