STAFF TRAINING AND ORGANIZATIONAL PERFORMANCE. A CASE STUDY OF JULIUS BERGER PLC, ABUJA

ATTENTION:

BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!

INFORMATION:

YOU CAN GET THE COMPLETE PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COST N5,000 ONLY. THE FULL INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS PAGE. OR

YOU CAN CALL: 08068231953, 08137701720, 09070569307, 08154275408

WHATSAPP US ON: 08137701720

STAFF TRAINING AND ORGANIZATIONAL PERFORMANCE. A CASE STUDY OF JULIUS BERGER PLC, ABUJA

CHAPTER ONE

1.0 INTRODUCTION

BACKGROUND OF THE STUDY

To efficiently manage and achieve set objectives of an organization both large and small, it involves acquiring and utilizing the right calibre of staff in their right numbers at the right time. The formal educational system does not adequately provide students with all the needed skills for the job market and there have been the need for employers to train new recruits to enhance their skills for the job market. It is therefore incumbent on the employer to train and develop these fresh graduates to enable them have the needed skills, knowledge, abilities and competencies needed for the work. It has therefore become necessary for many organizations to engage in extensive Training of their staff especially those who are employed just from school to enable them acquire the necessary skills to be able to make meaningful contribution towards the organization’s growth (Luo, 2000).

Training is necessary in view of advancement in modern world given the growing complexity of the work environment, the rapid change in organizational and technological advancement which in turn necessitates the need for Training . The role played by staff Training can no longer be over-emphasized as many have come to recognize that Training offers a way of developing skill, enhancing productivity, guaranteeing quality of work and building worker’s loyalty to the firm.

Organizational goals also keep changing in line with the realities of the time; technology keep getting sophisticated; customers and clients of organization become more choosy and conscious of their rights in demanding organizational products and services, and organization product and service keep changing in response to their choice. These keep increasing the need for well-trained staff (Okotoni and Erero, 2005).

Today, we are witnessing an overwhelming number of research studies from both descriptive and prescriptive traditions, focusing on several characteristics of Training programs as well as their costs and benefits for business organizations (Becker and Gerhart, 1996). At the same time, organizations have come to better understand the significance of Training for their survival in knowledge-intensive and volatile markets of this era, and thus have increasingly acknowledged the profitability of developing their human resources through various forms of Training (Berge, 2001; Salas and Cannon, 2001). Human resource capital of any organization plays an important role, thus Training and reTraining helps in fortifying staff (Khan, 2011).

Many organizations in Africa and especially Nigeria perform Training activities in an ad hoc and haphazard way. Training in these organizations is more or less unplanned and unsystematic and even where there is a planned Training programme, financing becomes a problem. Training which normally starts off in this unplanned manner may provide general knowledge to staff but may not help in solving real job related problem. The problem with Training in our part of the globe stems from the fact that there is less competition in the market, rate of growth of technology is low and most employers see Training of their staff as a favour to the staff.

Despite the obvious significance of Training , the enormous expansion in the content of Training programs over time has largely been taken for granted. Some Human Resources Departments rarely question the necessity and appropriateness of Training a particular employee at a particular time. Often times, there are ulterior motives why staff are sent on Training . Mourdoukoutas (2012) found out that some of those organizations that neglect employee Training do so because of the huge cost of Training and the fear of losing those staff after Training them.

The Training of the staff has direct contributions in the high achievements of organization which shows better performance. Training increased the organizational performance which was predicted by many researches (Peteraf, 1993; Niazi, 2011). Performance of an organization is defined as how effective and efficient managers use organizational resources to satisfy customers and achieve organizational goals and objectives. Ideally, the more staff are trained and are satisfied with their work and environmental conditions, the more they can help enhance their organizations’ performance.

Julius Berger is a leading Nigerian company offering integrated construction solutions and related services. We specialize in executing complex works that require the highest levels of technical expertise and excel in the implementation of state-of-the-art construction methods and technologies. Core competencies cover all project phases, including planning, design, engineering, construction, maintenance and operation, for building, infrastructure and industry projects. International Organization for Standardization certification (ISO) demonstrates that our Quality Management Systems are well equipped to consistently meet clients’ needs and that quality is continuously improved. Combined with our collaborative approach, our drive towards innovation, expansive experience and resources underpin project success. With a proven record of delivering quality results on-time we stand out as a choice partner.

Julius Berger has played an integral role in building the foundations for progress and performance in Nigeria through construction of major industrial and civil infrastructure. We have built important road networks, essential bridges, vital buildings and key landmarks, all of which augment the achievement of a modern-day Nigeria. We have established numerous manufacturing facilities, which promote local content, increase domestic production and ultimately contribute to Nigeria’s economic growth. And through it all, we have empowered our staff through investments in long term Training and education, which not only sharpen their skills, but also contribute to the human capital performance of Nigeria.

STATEMENT OF THE PROBLEM

Most organizations has problems in one way of the other and Julius Berger Plc is not an Exception one of these problems encountered is that, workers are not motivated to work so as to put in their best for the efficiency and effectiveness of the organization. This is due to the fact that most of these workers are not being trained and developed, as they ought to be.

Training is very important because it removes deficiencies of employees in an organization. If Training is properly done, the organization will achieve its aims and objectives. However, major interest to this study is staff Training as important tools for achieving an organization’s Objectives.

OBJECTIVES OF THE STUDY
To improve the quality of work performance of employees of Julius Berger
To reduce labour turnover, absenteeism and wastages in Julius Berger.
To know the essence of Training of employees in an organization

RESEARCH QUESTIONS

What is the quality of work performance of employees
In what ways can we reduce labour turnover, absenteeism and wastages.
What is the essence of Training of employees in organization

STATEMENT OF THE HYPOTHESIS

Ho: Staff Training have no impact on achieving an organization’s performance

Hi: Staff Training have impact on achieving an organization’s performance.

SCOPE AND DEFINITION OF THE STUDY

Although this project is attempting to review staff Training as important tools for achieving an organization’s objectives: but in the course of writing, the research will cover Julius berger plc, Abuja. The management and other levels of workers are considered as population for this study. The study will also be limited to library review of relevant literatures and based on collections of documents, books, projects, speeches and other facts through the media.

SIGNIFICANCE OF THE STUDY

The significance of this study lies in the benefit that the findings would provide to many individuals, groups and organization a very good source of literature review material for any study relevant to the topic.

OPERATIONAL DEFINITION OF TERMS
TRAINING : This usually implies preparation for an occupation or for a specific skill; it is narrower in conception than either education or performance. It is also defined as an organized process by Which Skill and Knowledge are learnt for specified purposes.
Performance: Thus usually suggest a broader view of knowledge and skills acquisition than Training . It is concerned more with employee potential than with immediate skill.
Organizations: Organization is intricate human strategies designed to achieve certain objectives (Argyris 1960). It is also defined as system of interdependent human being (Pugh 1971).
Staff (Employees): These are group of people working together under a manager or a head. Staff can also be seen as persons employed in any work place.
Training Needs: This is deficiency in skill, knowledge or experience that requires to be taught to enable an employee performs a particular job or task to the required standard.
On the Job Training : Is the Training program that is given to worker as he is performing the job
Off the Job Training : This is the Training programme that is given to an employee outside the organization.