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THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY A CASE STUDY OF PEUGEOT AUTOMOBILE NIGERIA LIMITED
This study concerns the managerial problem, how to train and develop workers for a higher productivity. This problem has existed in companies and industries since the emergence of complex organizations and transfer of technology. This research was conducted in Peugeot Automobile Nigeria Limited (PAN) located in Kaduna, Nigeria. The objective of this project is to find out the Impact of Training and Development on employee productivity: (1) What influences training and development bring to bear on productivity in a complex industry using assembly line method of production ? (2) What training attitudes workers at all levels in PAN have ? (3) Any differences in the level of training and development between different categories of PAN workers and their effects on productivity. The work finally sought to make some recommendations on what PAN management can do to effectively train and develop the workforce to improve productivity. A sample of two hundred respondents were randomly selected from a population of a little over one thousand five hundred workers. One hundred and fifty of the respondents completed the questionnaire. The findings of this research revealed that:- (1) There exists a general feeling of satisfaction with various training modules, both in the junior and the senior categories of workers in PAN. However, a more satisfactory feeling is expressed by the senior staff. (2) That training and development exert a very strong factor on productivity in the company. Based on the findings of this research it was recommended that:- (1) PAN trainees must not see the period of training as a period of escape from work. Rather, they should see it as a period of serious concentration from where they would ultimately launch themselves into full reckoning in the company. (2) The decision to recommend one for training must be preceeded by needs assessment usually determined from the Annual Performance Appraisal Report and not on the basis of the mood of the sponsor, participation in training programes is not a cake to be shared by the person wielding power to those he likes. (3) Management should see the general welfare of workers as an important factor to be considered in training and development. (4) PAN employees should be encouraged to see themselves as an integral part of the company and take part in identifying training needs. (5) A favorable and good working environment would enhance training and development
TABLE OF CONTENT
Title page- – – – – – – – – i
Approval page – – – – – – – -ii
Dedication – – – – – – – – -iii
Acknowledgement – – – – – – – -iv
Abstract – – – – – – – – – -v
Table of content – – – – – – – -vi
CHAPTER ONE
INTRODUCTION – – – – – – – -1
1.0 Background of the study – – – – -1
1.1 Statement of the problem – – – – -5
1.2 Purpose of the study – – – – – -6
1.3 Significance of the study – – – – -8
1.4 Research questions – – – – – -9
1.5 Scope of the study – – – – – – -10
CHAPTER TWO
LITERATURE REVIEW – – – – – – -11
CHAPTER THREE
Research methodology – – – – – – -39
Design of study – – – – – – – -40
CHAPTER FOUR
Presentation, analysis and interpretation of data – -48
CHAPTER FIVE
Summary of findings – – – – – – -60
Conclusion – – – – – – – – -61
Recommendations – – – – – – – -62
Suggestions for further research – – – – -64
References – – – – – – – – -65
Appendix I – – – – — – – – -68
Questionnaire. – – – – – – – -69
