Embed Size (px)
Citation preview
1
NNAEMEKA ODOM
MATRIC NO: PG/MBA/2004/DL/0600
TRIANING AND DEVELOPMENT IN
MANUFACTURING ORGANIZATIONS:
ISSUED AND PROBLEMS
FACULTY OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT
Ameh Joseph Jnr
Digitally Signed by: Content manager’s Name DN : CN = Webmaster’s name O= University of Nigeria, Nsukka OU = Innovation Centre
2
TRIANING AND DEVELOPMENT IN
MANUFACTURING ORGANIZATIONS:
ISSUED AND PROBLEMS
PRESENTED
BY
NNAEMEKA ODOM
MATRIC NO: PG/MBA/2004/DL/0600
IN
PARTIAL FULFILMENT OF
CONDITIONALITIES FOR THE AWARD OF
MASTERS IN BUSINESS
ADIMMINISTRATION (MBA)
OF
DEPARTMENT OF BUSINESS
ADIMINISTRATION
UNIVERSITY OF NIGERIA, NSUKKA
APRIL, 2007.
3
DEDICATION
The project is dedicated, first to all lovers of training and development.
Secondly to all my family members and well wishers.
4
ACKNOWLEDGEMENT
My acknowledgement first goes to my supervisor, who helped in
knocking the content of this course work together. My gratitude also
extends to all actors and persons who their contributions are composed
in this text. Training and development, is all about human and material
development.
Therefore, I acknowledge the contribution of Manufacturer Association
of Nigeria in providing a good material for this work.
Finally and most importantly my acknowledgement extends to various
academics, professionals and Concerned Nigeria who in one way or the
other contributed and provided variable information in the course of
this project.
5
CERFICATION
I NNAEMEKA ODOM, a postgraduate student in the
Department of Management, with Registration No.
PG/MBA/2004/DL/0600. has satisfactorily completed the requirements
for research work for the award of the degree of Masters in Business
Administration (Management).
The work embodied in this project is original and has not been
submitted in part or full for any other Diploma or Degree of this or any
other university.
____________________ _____________________ Dr. U.J.F.Ewurum Head Supervisor Department of Management
6
TABLE OF CONTENT
TITLE PAGE i
DEDICATION ii
ACKNOWLEDGEMENT iii
CERTIFICATION iv
TABLE OF CONTENT v
ABSTRACT vi
CHAPTER ONE
1.1 Introduction 1-22
1.2 Significance of the problem 28
1.3 Objective of study 52
1.4 Research question 52 1.5 The scope of the study 53 1.6 Limitation of the study 53
CHAPTER TWO
2.1 Review of the relevant literature 54
Introduction 55-57
7
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction 58 3.2 Research Design 58 3.3 Sources of Data- Primary 60-61
- Secondary CHAPTER FOUR
4.1 Data presentation and analysis 62-87 CHAPTER FIVE
5.1 Summary, major findings, recommendation and
Conclusion 88-91 Appendix 92-95
8
ABSTRACT
Training and development in manufacturing organizations; issues
and problems:
Thus, this project is aimed at assessing the growth of training and
development in manufacturing organizations. Therefore, it is
designed to identify, problems their effects and proper solution to
them
9
CHAPTER ONE
TRAINING AND DEVELOPMENT IN
MANUFACTURING ORGANIZATION: ISSUES AND
PROBLEMS
Introduction
1.1 The Background of the study
The concept of training and development is all about getting prepared
to face the challenges ahead by a worker in his/her chosen career or
profession.
Training and development entails preparation and planning.
Training according to a new Webster comprehensive Dictionary of
English, page (1760), is the process of instructing in a skill etc.
A practical education in any profession art or handicraft, in course of
diet and exercise for developing physical, mental, altridunal, endurance
and dexterity.
Development as a concept is synonymous with training in the course of
training an individual or organization are brought new to al level of
coherency, to meet set challenges.
10
Development could be defined according to new Webster
comprehensive dictionary of English page (261), as the act of
developing, evolution of an organization to a level currency, to meet set
challenges.
development could be defined according to Webster comprehensive
dictionary of English page (21) as the act of development evolution of
an organism or situation.
In Lagos, the centre of excellence, there are various types of
companies. The service, manufacturing, support etc but the scope of
this research books limits us to manufacturing organizations using
Cadbury Nigeria Plc. and Nigeria bottling companies as case-study.
There are stated positions for training in manufacturing company.
This involves the articulation of the structures or organogram of the
company of course having administrative, technical financial etc.
These distinct section of the organization will have separate training
programme that are suitable for the trainee and can enable them input
well to the growth and survival and profitability of the organizations
businesses for an adequate training and development to take place there
11
must be resource people, who make things happen, these are often
regarded as personalities involved in training and development.
They are general manager- Human resources management,
consultancies and other services that can facilitate the growth in output
of such organization.
The general manager sometimes refereed to as the chief executive
officer of any organization.
He/she is the head of administration, oversees the day to day running of
a manufacturing organization like Cadbury Nigeria Plc.
He is often a member of Board in specific, realistic, practical and the
including training and development.
The management board liaises with the General Manager to make
decision on the companies/ management policies.
The human resource/personnel management team in an organization
planning and work force, the species of human beings that are best
suitable for the work.
They design and advertise for application conduct interviews, choose
the best candidates and organize their training to prepare them for
task/challenges ahead in the work, which they are hired to do.
12
The supervisor often refereed to as line managers are involved in
training and development. After the initial orientation of a staff, they
are assigned to work under a supervisor who monitors, corrects
mistakes he/she goes to his/her supervision with any problem he/she
does not have immediate solution to.
The premise brought us to who is a trainer or developer in a
manufacturing company.
Trainers, are those personalities who are directly involved in training
and development, indoctrination of staff of a manufacturing
organization. Who is actually a trainer or developer. A trainer and
developer in manufacturing company is the person who train staff at all
levels of the organizations.
The job of a trainer goes beyond this when he/she advices the
management on training and indoctrination of polices that could enable
the growth of the company.
A trainer often contacts the best consultancies in town to aid in
facilitating the evolution of a manufacturing organization.
Apart from the Nigeria Bottling company (NBC), Cadbury Nigeria plc,
there are several others.
13
In other to buttress the point that training and development is a
pancreas for manufacturing, we can include the report of the committee
on the economy of the National Political reform conference.
Introduction: On February 21st, 2007 the president of the Federal
Republic of Nigeria His Excellency Chief Olusegun Obasanjo GCFR,
inaugurated the National Political reform conference, more or less
specifying the terms of reference of the conference in the inaugural
address.
Delegates discussed the address from February 28, to March 23, 2005,
at the end of which the conference established 19 committees to
consider in detail, the entire range of the conference topics.
The committee on the economy is one of the committees.
It was mandated to consider the following issues; Agriculture, food and
rural development land tenure system, oil and gas and solid minerals,
manufacturing industries and services, the macro economic issues.
At the in augural meeting, after deliberating on the board issues of the
economy for two weeks, the committee set up the following sub
committee for detailed discussions.
1. Agriculture, water resources, land and rural development.
14
2. Oil, gas and solid minerals.
3. Macro-economic issues
Each of the sub committee selected to chairman and Rappateur
and began deliberations on the various relevant memoranda
submitted to the conference.
Papers relevance to the economy and the specific topics were
consulted, similarly at various times, certain individuals from the
public and promote sectors, were invited to address the main
committee on different areas of the economy.
The memoranda and various discussions held with those
personalities provided additional useful information. The
committee wishes to express its gratitude to them all.
These committee examined, the situation of the Nigerian
economy from the pre-independence period to date taking into
account the policies of the different regimes.
It took a critical look at the Nigerian consultation as it relates to
the economic development of the country.
15
It is observed that one of the major weak points of the Nigerian
constitution is its inadequate focus on economic and development
issues.
Political reforms without complementary reforms will still leave
the majority of Nigerians poor and insecure.
A political reform agenda that assures holistic sustainable human
development.
In spite of the recent report, gains in economic performance,
several constrains have prevented the full realization of Nigerians
well acknowledged enormous potentials.
These include the following policy instability, discontinuity and
inconsistency as well as macro-economic instability.
The volatility of world oil market prices, failures and mistakes in
policy implementation favouring unintended beneficiaries with
undesirable consequences, very low agricultural yield very high
relative production cost, poor marketing, processing and past
harvest handling of agricultural commodities leading to influx of
imports of agricultural exacerbated by world trade organization
(WTO) rules and globalization, high cost of manufacturing
16
caused by harsh infrastructural environment, prohibitive cost of
energy, failed national electricity system, collapsed railways,
inefficient and delayed transport system and general insecurity of
life and property mono-cultural export economy makes the
country almost totally dependent on oil exports to the neglect of
other key and strategic sector.
A dominant oil and gas sector with very little multiplier effects
on the rest of the economy but also having damaging
environmental consequences and a weak national currency
(Naira) paralyzing the efficient working of the National economy
and further rise to corruption, constitute the Achilles heels of the
Nigerian political economy.
All these and many more are the issues that have been covered by
the committees and which it is submitting its recommendations.
Proposals have been made for re-activating and strengthening
joint federal state planning board with the active support of the
private sector and with a view of promoting accelerated
integrated development of the country.
17
Finally, the committee focused at length on macro-economic
issues and concluded that unless there is sustained macro-
economic stability and the various policies are pro-people and
pro-development, poverty will persist and become worse.
The report, whose first chapter is on the major prerequisites for
the forging sustainable and people centered development ends
with the conclusions and recommendations.
There is an executive summary which gives the synopsis of the
report.
Introduction
One of the committees established by the conference is the one
son the economy which deliberated on the following terms of
reference given to it by the conference secretariat
1. Agriculture, water resources, land and rural development.
2. Oil gas and solid minerals.
3. Manufacturing, industry and services
4. Macro economic issues
18
The committee appreciates that the search for building a new and
sustainable democratic order cannot be considered to political
reforms alone.
It must encompass socio-economic reforms, as well as
fundamental changes in moral and ethical norms and practices
and the restitution of the nations rich cultural heritage.
Nigerians gross product (GDP) which has risen to an annual
average of $90billion, since 1980, when by the 1990s fallen to
below $35billion, 1986 when Structural Adjustment Programme
(SAP) was introduced, the nations economy which by the end of
the 1990’s wasn’t enough to take the economy of the country out
of poverty by the year 2000, had regressed so far and so fast by
the dawn of the twenty first century, Nigeria became one of the
poorest countries.
Judging by the current trend of development in Nigeria and in the
foreseeable futures, the national economy and its planned
development will revolve around the following major sub sector
namely:
Agriculture, manufacturing, oil and gas solid minerals.
19
These will be greatly facilitated or enhanced by a conductive
macro-economic policies and effective implementation of them.
The commission has proposed a people’s charter of economic
and social right and obligations to replace the economic and
social objectives of the fundamental objectives and directive
principles of state policy in the constitution.
It is also essential for the country to internalize the peer review
mechanism of (NEPAD).
In Nigeria and make it becomes a veritable instrument for
promoting accountability and transparency in governance and for
developing the culture of fair play, equity and justice.
MANUFACTURING SECTOR
Manufacturing, this held great promise in the 1950’s and 1970’s
for rapid economic development and property for Nigeria through
the transformation of abundant agricultural raw materials and
natural mineral resources has fallen back and frizzled due to our
filature to make critical, timely and successful investment in the
major area of infrastructure, iron and steel, petrochemicals and
manpower development.
20
It would have formed solid basis for a balanced growth given the
enormous market opportunities available to Nigeria manufactured
products and intermediaries.
To turn around the fortunes of the sector after 35 years of neglect
and de-industrialization requires concerted and persistent effort
and substantial targeted investments with appropriate actions
form government, private sector investments, community and
academics and a committed labour force.
It is still possible to reverse the trend of its failure and grow the
manufacturing sector to deliver the jobs and add increased value,
eliminating the syndrome poverty in the midst of plenty.
Manufacturing is a major catalyst of development and economic
growth and provides the greatest opportunity for the
transformation of the Nigerian economy from a mono-cultural to
a diversified one. Nigeria must therefore get back on the
industrialization route.
The sector is a major job wealth creation it has the highest
potential for poverty eradication and GDP growth in view of
Nigeria high volume to imports driven by its greedy and parasite
21
elite. Therefore the sector must be expanded in order to achieve
commensurate growth.
However, the sectors current contribution of less than 60% of
GDP and capacity utilization of 48.8% is indicatives of its current
depressed state. The sector is currently bagged down with several
challenges.
These include
• Poor management
• Infrastructural inadequacy
• High cost of doing business
• Multiplicity of taxes and levies
• Unfair competition from dumped and second hand goods.
• Low level of skill – the area I which we are talking about in
this project.
• High interest rate regime
• Costly delays in clearing of imported goods at the ports.
• And low patronage of locally manufactured goods by
government and its agencies.
22
The manufacturing sector creates jobs and wealth through value
addition to locally imported materials and therefore is key to our
sustainable economic growth and development. However, Nigeria
faced with some hard choices. How do we integrate into the
globalization process? How do we develop what it takes to play in the
globalization world market.
The global business environment brings up new rules of the game, new
standards etc.
The government and Nigerians need to protect themselves against the
harmful effects of globalization to the extent that they cannot adjust to
them in the short run.
It is important at this point to draw the link between the Agricultural
and manufacturing sectors. The two sectors provide inputs to each
other.
Our manufacturing should be based on our catchments markets,
internal and external needs. This includes those inputs that will
facilitate and enable high yields in our agricultural, ventures.
23
We must strive at each point to add value other than to be exporters of
primary products and importers of raw materials. This is true of the oil
and gas.
We must also gradually move towards capital intensive and
technologically sophisticated industries producing better quality and
competitive product that are integrated with markets of the developed
economics.
But to be able to do this, local sourcing of raw materials for our
manufacturing industries have become imperative. Therefore the
establishment of an integrated petrochemical plant under a joint stock
company arrangement based on public/private partnership investment
mode must be pursued together with sustained investment model in the
agricultural sector.
Our overriding economic policy aspirations, therefore, should be to
make Nigeria a major industrialized nation and economic power that
strives for sustained economic growth.
This should be supported by vibrant, information and communication
technology system (ICT) underscored by science technology and
research
24
CRITICAL SUCCESS FACTORS
Macro economic issues of special importance to manufacturing are,
government should adopt tax laws that encourage productive
enterprises, using fiscal incentives to drive for greater investment into
the economy.
Corporate tax rates should be reduced to 20% for larger businesses
while 10% should apply to smaller ones indeed government should
consider the holidays or small business and informal sector operators
who move to register and informal sector operators who move to
register and adopt their business to join the formal sector.
THE ECOWAS COMMON EXTERNAL TARIFF
Agreement, that aims to harmonize regional trade within ECOWAS is
expected to come into operation. This important agreement should be
reconsidered to accommodate the gernuine concerns of Nigerians
fledging manufacturing sector so as to prevent the influx of imported
finished products from outside ECOWAS using our neighbouring states
as transit route.
A more favourable tariff should be adopted for at least five years on
improving our infrastructural facilities to enable Nigerian
25
manufacturers to stabilize and strengthen to withstand external
completion and unfair track practices adopted by some countries,
otherwise Nigerian manufacturers would be placed at immediate
disadvantage due to the countries current infractructure deficiencies.
We must carefully manage the world trade organization rules to protect
Nigerian markets from the influx of fake and sub standard products.
The government through the ministry of commerce should seek to
negotiate a moratorium for Nigerian industries to enable the current
reforms measures to take root. It should also be possible to employ
some none-tariff measures minimize unfair trade practices and deficit
budgeting should be discouraged completely or be managed in such a
way that the exceed 1% of the cross domestic product (GDP).
The managers of the economy must strive top attain and maintain a
single digit low inflation and interest rate, which will tremendously
encourage operators in the real sector.
In the same way ensure a stable exchange rate regime, while driving for
a strong Naira currency. They monetary authorities should seek
creative ways to manage the minimum rediscount rate (MRR) to
26
achieve lower cost of funds and lower the gap between savings rate and
lending rate, while encouraging savings.
Above all, the monster, corruption must be killed, this is not only evil
but wasteful and detrimental to the economy and retards national
progress.
Indeed, the macro-economic policy should focus on growth and
development and should be managed using a multi-dimensional
approach as advocated in section (iv) below
MARKET FRAMEWORK
Government should always be committed to rational and transparent
economic reforms, which would include privatization and liberalization
of key utilities and facilitates information and communication,
technology and public private partnership.
Government as an enabler and facilitator, should provide good and
clear regulation environment it should note in particular that over 70%
of Nigeria small industries are at the state of altrition, thus measure to
recamp the sector should be promptly addressed in the short term.
27
There is need to harmonies taxes and levies with a view to curbing the
excess of local government in revenue generation which is immical to
enterprise growth as the harassment and check points impedes and
frustrate the free movement of goods and services.
Regulate and appropriately implement intellectual property rights,
showing to curtails incidence of faking and piracy.
Generally, implement policies that will reduce the cost dong business.
EFFECTIVE AND COMPETITIVE
INFRASTRUCTURES
Bad roads, non functioning reducing system, clogged in land, water
ways, beaucratic delay at the parts ministries, other government
institutions, irregular power supply, lack of portable water, poor
telecommunication and institutional support services that provide no
support are the durability problems of industrialization.
Government should make sustained movement in building and
maintenance of our roads network and other transportation facilities
institutionalize “Build, own, operate and transfer (BOOT) arrangement
in the provision and maintenance of infrastructure.
28
Government should endeavour to compensate through incentive on
rebate on is done in other countries enterprise that provide their own
infrastructure.
INVESTMENT/FUNDING AND RESOURCE
AVAILABILITY
The issue of funding is very crucial to the success of manufacturing,
also no attempt to economic growth will yield any serious fruits, we
effectively strengthen the private sector to play its role as the driver of
economic growth.
Therefore CBN must strive to reduce interest rate (MRR) to enable
commercial banks lend at favourable terms. The manufacturers
optimism is stalled always by bankers perisim and thus has meant
unavailability of funds to the manufacturing sector. Banks could
undertake to sponsor some of their clients in trading as is done in other
countries (Malaysia) to ensure Judicious use of loans.
SMES is funds should be re-organizaed. It is proposed that a
specialized trust fund owned and managed by private sector should be
established to administer the SMES is funds in collaboration with the
banks and inventors.
29
The trust, with a loan management team of professional under a
corporate board made up of bankers, investors and private sector
organizations should facilitate the appraisal of projects and
coordination of the scheme to achieve a vibrant SMI sector. The trust
could be expected to facilitate training of project appraisal officers and
beneficiaries.
This would minimize the current frustrations and show pace of
disbursement of the funds. This fund should provide a broad mix of
facilities including equity loans, and working capital funding. The trust
should in time address the current trepidation/redundancies of banks to
support these activities and enterprise.
The bank of industry should be adequately funded. Of the 50 billion
provided by the federal government, only 5 billion has so far been
released to launch the process of re-vitalizing the manufacturing sector.
The federal government should pay not only the balance of N50 billion
but must also further recapitalize and fund the bank up to N135billion.
The bank itself should make concerted effort to access and source funds
from abroad including African and other financial institutions. Create
more windows for funding (SMI’s) especially of new innovations and
30
start ups e.g. Development grants, venture capital, government
guarantee scheme should be made operational, special funds for S.M.I.
development, tax incentives and credit discount schemes, incentives
encourage exports, research and development and training should be
considered.
INFORMAL SECTOR
Manufacturing development is the informal sector, this needs to be
reviewed to focus on initiatives, that should position the sub sector to
consolidate and capture greater advantages. It should be known that
the informal sector has already lacked focus in the following areas.
1. Capacity implementation
2. Funding mechanism
3. Entrepreneurship development programme.
CAPACITY IMPLEMENTATION
Traditional capacity building outlets/institutions namely the industrial
development centers, vocational training institutions and recently
polytechnics, colleges of technology and even universities of
31
technology have succeeded in providing basic skills, skills acquisitions
beyond this level is virtually non-existent.
In view of the above therefore, there is need for development of a
national technical institute as an apex body with responsibility to
provide training above the levels already acquired from the basic
institutions. This National body should have as its focus the overall
supervision of industrial clusters where government is to provide
necessary infrastructure e.g. Building and management of relevant
facilities to promote SMI’s survival and growth.
FUNDING MECHANISM
In order to provide needed financing for the programme, a hitch free
funding mechanism should be ensured. Funding mechanism should be
guaranteed, easy to secure and cheap while at the same time making
provision for ensuring good reporting system and prompt repayment of
loans to guarantee sustainability of the overall scheme.
32
ENTREPRENEURSHIP DEVELOPMENT PROGRAMME
This programme is used to address problem of unemployment
especially where those unemployed have already acquired certain basic
level of education. The idea is to select individuals from the group to
assist them in obtaining financial assistance from appropriate financial
institution after being trained in the art of project identification,
appraisal and execution as well as basic elementary technique of
business management.
The programme is recommended to the governments and banks as an
adjunct to SMI’s initiatives. The basic funding for training should be
made available by the federal government and state government. The
EDP should also be linked to industrial clusters which are also being
recommended for creation.
The “Clusters” should have all the visual shared, and possibly
subsidized facilities provide in such establishments, while their tenant
enterprises are backed by other incentives needed by small and medium
scale enterprises for healthy development and growth.
The incentive should include the following:
A. National credit guarantee scheme
33
B. Assured market
C. Tax rebates
INNOVATION, TECHNOLOGY AND ENTREPRENEURSHIP
Funding and encouraged research development initiatives, ICT
development as well as collaborative linkages between academic and
industry particularly in the commercialization of viable research
prospects. Also, facilitating business linkages between SMI’s and
larger enterprises particularly harassing opportunities on the local
content within the oil and gas sector.
BUILDING THE KNOWLEDGE ECONOMY
Due to poor funding, the rate of acquiring new knowledge has showed
down considerably, knowledge is the most critical factor to sustainable
development. Access to education, training and technological know
how is the key to industrial development. Government must
continually, re-access education policies and curricular at all levels to
meet present and future challenges. The government and private sector
must equally place emphasis on issues relating to good corporate
34
government and best practices while enhancing and building our human
capital by adequately funding our higher institutions and establishing
specialized skill acquisition centers for specific knowledge needs.
More importantly, we must strengthen the interface between research
institutes, industries and universities.
In the same vein, manufacturers need a workforce with a broad range of
skills that can adapt to new technologies, new concepts and new market
opportunities.
These include technical and vocational scientific and professional,
management and leadership as well as investment and life long skills.
The private sector should collaborate with government to strengthen
training institutions from apprenticeship schools to vocational centers,
which will provide training to graduates and skilled craftsmen. The
report prepared by the committee on the economy during the national
political reform conference touches all the problems that have affected
manufacturing organization in the areas of training and development.
It would suffice that for improvement to be made in areas of training
and development, the manufacturing companies in Nigeria should urge
35
the report to be adopted untampered, implemented in order to have a
virile manufacturing sector in our economy.
1.1 SIGNIFICANCE OF THE PROBLEM
Training as earlier stated involves a complete process of instructing,
skill, practical education in any profession. This develops, physical
strength, endurance and dexterity in the trainee, during the traineeship
period.
Development, according to chambers dictionary page (442) is the out or
process of developing or state of being developed, a gradual unfolding
or growth, evolution, the expression of a function in the form of a
series, elaboration of a thing or that a new situation that emerge.
Training as a concept is a form for instilling discipline into staffs of a
company, hence training a concept is the backbone of industrialization
and mankind.
In other to buttress this point, we shall in the course of this recite,
explain in detail the importance of training and development to
mankind in manufacturing organization.
36
a) Training brings out hidden treasures in trainees. Quite often
human resources experts and personnel managers, who
incidentally are good Psychlogists, use traineeship to
understudy potentials in people are unknown to the course of
training, they could realize treasure in them which could be
exploited for optimum goal.
b) Training instills discipline, and endurance in workers in an
organization. An organization needs discipline to operate
successfully. Human beings by nature are complacent and
loves idling away, enjoying good things of life but for
productivity and resourcefulness, an individual needs
conditioning. This is all about blending an individual to a
particular state in order to become agreeable to certain duties
and responsibilities without training, an individual may not do
or be able to do certain things even when they love doing it.
Therefore, training and development is unavoidable in any
meaningful activity.
c) Training and development enables one to grow and make
input in an organization. A non trained person is like a matter
37
which simply has weight and occupy space. He/she is not an
asset, rather he constitutes a inability because such a person
cannot make a meaningful impact in the organization. Most
often good organizations, consider training as a very important
aspect of manufacturing process. Training though in most
cases is expensive, well if education is an expensive
experience, it has taught is that ignorance is more expensive.
d) Training increases and or encourages output in a organization.
When workers are well trained, they are most likely going to
create a large output, than they are not trained.
e) For any organization to survive, grow and be profitable, there
is need for adequate training for the staff. An organization
that neglects training of workers will regret it in the long run.
f) It also enables management to structure their business in a
proper way. Appointment and hierarchical structure in a
company is determined by the level of training and
development. The top management position is exclusive for
the highly educated, the line managers and supervisors are not
trained to the level of the top managers. Hence, the ladder is
38
structured in such a way to reflect level of training. The
higher you train and develop, the bigger your responsibility in
the organization.
g) Training and development draws a line between knowledge
and how. Knowledge depict a well informed state, while
know how is all about trial and error. A well trained worker is
endowed with knowledge. It is knowledge that impact on the
growth of an organization, know how is all about mediocrity.
It has a killer or stagnating phenomenon in organizational
adventurism.
h) Training development is the only tool which can acquaint
captains of industries with measures expected to apply in
managing human and material resources. Most often, the
hardest thing to manage is human being. Training in human
Psychology, which could be acquired by managers, through
adequate use of consultants or consultancies will help much.
The knowledge that a manager should apply to reduce hygiene
factors, and raise motivating factors, is a product of training
and development in public relations. Some companies in
39
Nigeria have problems because of their inability to manage
human publics. Te Cadbury Schweppes, now Cadbury Nig.
Ltd. Located at Agidingbi area of Ikeja, Lagos State have
demonstrated their expertise in this area. They have so much
managed their internal and external publics, and gave them
proper sense of belonging. Hence the use of industrial strife
or crisis with the host communities has never been heard of in
their area.
i) Training and development gave room for dynamism,
Adequate training can only make out these things, of course,
everybody who attends, the same training will have what is
known as collective behaviourism, but consistent and
advanced training gives a person an edge. This edge is
dynamic and it’s the distinguishing factor between him and
others. Hence, training and development is good for growth
of an organization.
j) Training and development often leads to expansion and
departmentalization of an organization. The more workers,
the grow in expertise.
40
k) Training and development prepare management to contain
crisis in the organization. Crisis management is prerequisite
managerial training. The preparedness of an organization to
manage it crisis is an indication of its aspiration to grow high
and higher.
l) Entrepreneurship is the hallmark of every virile economy.
Where people depends on employment forever, does not grow
the economy, neither does such people grow. This is a virtue
for economic development. To attain to these you need
training and development.
m) People are unemployed often times because they are not even
qualified. Training and development with the right opportunity
helps one secure a suitable job.
n) Adequate Training and development, in an industry will help one
know the proper way to handle machine and equipments.
o) Training and development encourages inter group, international
relationship. In the course of training a good relationship might
blossom either between individual, organization, government or
country for instance, the Nigerian institute of public relations in
41
collaboration with the city college of London is billed to present
“management and public relations skills workshop for private and
public sector executives, top management, public relations
executives. Senior political office holders. This is no doubt, with
the training session encourage relationship at the end of the
workshop.
p) Training and development leads to literacy, awareness and often
times may lead to setting up schools and training colleges in order
to facilitate training. Example, Cadbury Nig. Plc used to train
abroad, but they now have an in-service training facilities for their
staffs. Of course, it’s training and development that has brought
about that.
q) The productive level of a company is very important; it determines
their net profit, which is the basis for survival, growth and
profitability of the company. To have good output, the
management must input high resources into training and
development of the staffs.
r) The decision and policy making of an organization is
commensurate with the level of training acquired by the
42
management, personnel if they have acquired low level training
their activities are bound to be in the same line.
s) The level of training and development in a worker determines the
level of his commitment. The attitude to live is highly determined
by the level of training, an individual have gotten. Sometimes, fear
worries worker, but when well trained, there could be ways of
diversification, this raise up their commitment. Of course a
company that have workers who are well trained and are
answerable to other areas of life that are at peace than such a
company with relatively mediocre, who cannot actually make
meaningful impact.
t) Professionalism and excellence is the hallmark of productivity.
For this to be in place, training and development must be at a high
web, how far has Training and development concepts, ideas and
implementation been placed in its proper perceptive and or
position to meet up with challenges in the manufacturing
companies. If we are to draw a comparative analysis of the
companies in Lagos, before the indigenization degree, which
Nigerian used hither to expatriate conglomerates into Nigerian
industries. There has an adequate ovrseas training for the company
43
staffs, which placed them on a proper frame of mind to discharge
their duties and responsibilities in the manufacturing sectors. But
since after Nigeria took over direct management a lot of lapses are
inherent in our manufacturing industries’ this is to a large extent is
affecting our development. We are still an import based economy
instead of export; due to inefficiency of management in making
good policies that could enable industrial growth in the Nigerian
economy. How far can Nigeria go in this condition of
mediverities, how do we intend to compete with the highly
industrialized Nations of Europe and Blossomed Asia Tigers. That
Nigeria will ever match with their competitors worldwide, the
adequate training and development must be adopted. The
indigenization policy was done in a hurry. It should have been
planned and sustained, executed in evolutionary sequence spanning
for about thirty years. Within this period, the Nigerians would
have trained enough expertise in human resources to be able to
bridge the gap between the expatriate and the Nigerians. Because
there was a wide range, which may not be covered in a little time
to come, we may not be able to acquire the skills we needed, this
have been our undoing as an emerging industrial economy. In a
44
chat with one of the personnel of the manufacturing company
(Cadbury) Mr. Bisis Taiwo, he actually lamented the dwindling
level of training and development in his establishment the same
position is being maintained by his counterpart Mrs. Toyin
Ademola at the Nigerian Bottling company Plc. Included in this
course work is the text of the interviews between myself and Mr.
Bisi Taiwo of Cadbury Nigeria Plc.
Question: Sir, we are in the premises of Cadbury Nigeria Plc. Can you
please introduce this company to us for clarity.
Answer: This is Cadbury Nigeria Plc formerly Cadbury Schweppes
International. We produce beverages and other food item, Tom-tom,
Knoor Cubes.
Question: How did Schweppes came into your introduction of Cadbury
Answer: Originally, we are called Cadbury Schweppes, but later we
sold the Schweppes franchise to Nigeria Bottling Company who now
produce the Schweppes drinks.
Question: That means you have a good relationship with Nigeria
Bottling Company Plc.
Answer: Of course yes they are our neigbours, both in location and in
business.
45
Question: Our main reason for this interview is to ascertain the level of
your training or indoctrination and development.
Answer: Comparatively we are dwindling now, due to certain
government policy that has affected management decision in that area.
Questions: Sir, can you throw more light on the statement dwindling
state of your training and development.
Answer: I mean that training in Cadbury is no longer what it use to be,
in the past, both in service, overseas, consultancies are not adequately
done, due to economic reality of our time.
Question: How soon do you think the training and development in
Cadbury will reach its expected height.
Answer: It all depends one, on the nature of training, cost, availability of
funds, and government policies
Question: Does it mean that there is no much training and development
in Cadbury.
Answer: You students must listen carefully, have not said so. We train
our staffs well, but comparatively when expatriate were managing
Cadbury we do better than we do now. The indigenization policy of the
federal government was done in a hurry, it was highly untimely.
46
Question: Sir, what are your suggestions to management of Cadbury
and government to improve standard of training and development.
Answer: Well, first, the management of Cadbury should establish proper
relationship with Cadbury U.K. Organise exchange programmes,
secondly, government must improve state of the economy to enable such
decisions or policy to be implemented.
Question: Sir, can we students of institutions of higher learning enjoy
part of your training.
Answer: That’s a good question, but be it known to you that for now,
the company is in a tight position. We have not been able to accomplish
our task, in training adequately our workers. It’s when we concluded
with them, we may now consider what you are saying. But meanwhile, I
will suggest it to the management in our next meeting for consideration.
But if this will happen in near future. In the end of the interview, it was
discovered that Cadbury Nigerian Plc, dropped low in level if manpower
training and development, as hither to done in the past. Let us also see
what Mrs. Toyin Ademola of Nigerian Bottling company as to say on the
level of training and manpower development in her company.
Question: Good morning ma, please may I know you better please.
47
Answer: I am Mrs. Toyin Ademole, the human resource manager of the
Nigerian Bottling Company Plc.
Question: Your position as Human Resource Manager has placed you in
charge of training and indoctrination. Can you give us a synopsis of the
Nigerian Bottling Company Plc, of training and development.
Answer: Nigeria Bottling Company Plc is a multinational, a conglomerate,
we have office almost all parts of the world. Due to indigenization policies
adopted by various countries of the world including Nigeria, we adopted the
name Nigerian Bottling Company instead of Coca-cola worldwide. Coca
cola worldwide has been one of the foremost leading company in manpower
development in the world.
Question: In training and development, what is like in Nigeria
Bottling Company.
Answer: Cocacola or Nigerian Bottling Company Plc have as a policy
to train manpower to an optimum level to enable them discharge their
duties. We are trying our best, though not enough in the development
economy we find it difficult to achieve it to optimum level because the
government policies and our management are not in conformity.
Answer: The policy is not totally bad but certain amendment needs to
be done, especially where investment percentage of expatriate should in
48
the same level with that of indigenes. This may resure their confidence
to send their technical experts to work in Nigeria to impart knowledge
to the Nigerians. They have the machinery, concept and adequate
training; therefore we can best give them suiting conditions to operate
in the country. Going by this we have seen that training and
development has not been the same since the indigenization policy of
the Federal Government came up. A synthesis of other companies is
not only Lagos, but Nigeria will point to the same fact that the level of
training and development is comparatively lower than then, before
certain economically unwise policies came up. The indigenization
policy of the Federal Government is a welcome development. Its
implementation, was procedurally wrong. In the implementation, a
soft-landing would have been better than crash landing of our economy.
If you ask the expatriate to go without training people capable of taking
over from them a vacuum was however created. Apart from training
and development other areas of the manufacturing companies had been
suffering the same fate. With adequate training and development,
nothing meaningful evolves. It is rightly said that things you cannot
something on top of nothing, and expected to stand. Nigerians were
49
incapable of co-ordinating training and development because they
didn’t complete their trainership before the give of the foreigners.
Hence, they cannot perform miracle, it is either you know it or not,
there is no magic in wisdom or knowledge.
I would have to in a chart display level of training and development in
Cadbury Nigeria Plc and Nigerian Bottling Company Plc.
CADBURY NIG PLC
YEAR TRAINING ABROAD NO OF
PERSONNEL
REMARK
1962-1972 All top
management positions and
supervisor
172
Excellent
performance
1972-1982 The same fit was still applicable 296 Excellent
performance
1982-1992 With indigestion if dwindles by
60% rave it dweindles
136
Though large in
number but equality
very low
1992-2002 Traveling abroad was reduced
and training done locally by
those not well trained
367
Though large in
number but quality
very low
50
2002-2006 Training and development is
picking up due to realization of
the mistakes oversea training
regime but low web
126 goes
abroad the
rest from
supervisors
are locally
trained
If those abroad learn
well, bring
incentives home
there is hope in
revising the situation
COCA-COLA NIGERIAN BOTTLING COMPANY PLC
YEAR TRAINING DEVELOPMENT REMARK
1960-1970
Training is done abroad Quality output
1970-1980 Training countries on a high level Quality output
1980-1990 Indigenization brought change of name
and Nigerinization foreign, influence and
training reduced
This affected management
and output
1990-2000 Nigerian became in charge, corruption and
other vices mars this world conglomerate
Quality of coca-cola
reduced
2000-2006 The cost of management became high due
to inflation and devaluation of naira
Problems set in and they
has not been the same
Projection to
2006 – 2016
Should the training and development of
workers stopped up there is hoe
Quality price quantity of the
product will improve
2006-2016 Increase all standard set by Coca Cola
worldwide implemented in Nigeria and
Cocacola will come back to normal
Same as it above
51
Apart from these facts enumerated above this study will be useful if it
should serve as an assessment to the progress or otherwise or otherwise
of industry in the area of our study. This study will also make
suggestion in how manufacturing industry could endeavour to solve the
hydra-headed problem, militating against optimal training and
development in our manufacturing organizations. The research and
academics, in their areas of endeavour it will serve as a secondary data
or future research, investigation and information seeking. It will also
serve as a preference for further research. In fact the two officials who
granted me this interview, who incidentally are in charge described it as
not been in conformity with the policies of both company for academic
purposes they did so but acknowledge the interview as not in totality
but enough for academic projection. We can now see things for
ourselves.
1.2 STATEMENT OF THE PROBLEM
There are rapid changes the world over in training and development, in
the manufacturing sectors of our economy, how prepared are we
towards been organizing, focused productive oriented training and
52
development in the manufacturing organization using Cadbury Nigeria
Plc and Nigerian bottling company as a case study. It as the wish of
every organization to employ and train capable manpower to discharge
their duties and bring such an organization to an optimum level, but
unfortunately wishes are not horses, therefore not all can ride. There
are problems militating against this certainly due to some factors.
a. Government Policies: The policies of the federal government of
Nigeria has not believed matter. There are many killer policies but the
worst of it seems to be indigenization policy. Like we earlier
mentioned on that policy in concept is not bad, but was procedurally
faulty and that makes it appear totally bad. Hence, there is a need for
review of indigenization policy, while still protecting the local
industries.
I mean the training and manpower development, which is hallmark of
the sector, should not be allowed to all completely.
b. The manufacturing sector of our economy has problem of
manpower therefore a little available manpower, and even within little
manpower, often time they are highly unskilled, general knowledge is a
different from specifics. Specifics are the hallmark of professionalism
53
and excellence. Therefore for anything good to happen in the
manufacturing organization, manpower training and development issue
must be properly addressed.
c. Government Influence: What government cannot achieve
through laws and legislation, they could achieve politically for not been
well politically related with other industrialized countries of the world,
adequate a meaningful development suffered. For instance during
military rule, government influences the manufacturing sector of the
economy.
d. Poverty, according to Longman Dictionary of contemporary
English language in the state of being very poor, lack could also be
used to define poverty, for instance, his later stories are not interesting
because of poverty imagination. We are poor in this country, we lack
funds, we lack food, it affects our thinking an reasoning. How then can
we make good policy in training and development. No food, no
civilization has been justified in Nigeria. There is a poverty of
imagination in dealings in training and development. There is no
specific direction of training and development and this has affected the
whole system. The super structure determine the infrastructure for us
54
in Nigeria to develop our manufacturing industry we must go back to
the drawing board and get certain things rights.
e. Corruption: This is bare of the Nigerians, the manufacturing
sector not excluded. Corruption depicts immoral behaviour for certain
training and development to be approved the authority may demand
gratification. They could even send those who are not qualified due to
Neapolitan monetary inducement, this encourage square pigs in round
hole syndrome of course, that is our undoing as a people in the long run
affect the structure and productivity of companies. There are numerous
cases of undue influences in training and development in companies,
funds made available are diverted to private pockets of some
unscrupulous management personnel to the detriment of the company.
These factors affects training and development to companies.
f. Energy Problem: This is the backbone of manufacturing the
NEPA National Electric Power Authority or recently Holding
Company Nigeria Plc (PHCN) has not helped matters. Training
programme cannot take place as some of the apparatus need energy to
operate. Imagine on a training session, light went off, machines and
55
equipments for demonstration become immobilized the training of
course terminates or disturbed temporary.
g. Lack of self discipline: It takes discipline to do virtually the
patience stead fast taciturn dexterity is not there, training and
development cannot take place.
h. Urge for quick wealth: Anybodu who desire quick wealth
cannot have patience for proper training. Manufacturing takes a long
time to evolve, break even the training and development takes long to
germinate in a personnel and even the business itself does not come
easy, therefore, people who are interested in quick and easy wealth,
dread manufacturing. In the past before the recent reforms in the
banking by the current central bank of Nigeria (CBN) governor, prof.
Charles Soludo came into reckoning banks don’t give loans top
manufacturers or industrialist, rater they give some to the traders, who
import all manner of substandard goods into the country because bying
and selling gives quick money but in the long run, it is a killer
syndrome to any economy manufacturing is driving factor to any virile
economy. Thanks to these reforms in a recent development, the first
bank of Nigeria Plc, has rolled out a product or policy to finance
56
“SMEIES” as a way introducing industrial growth of our economy. No
wonder the Manufacturing Association of Nigeria (MAN) was
advocating for tenure elongation of the Obasanjo Administration, this is
because of fair of discontinuity in policies which has marred our
growth as a country.
A situation exemplified above should be of great concern to any society
especially the Lagos state, where industrialization has comparatively
recorded a huge success. However, it is the essence of this study to
proffer solution on how to tackle the above problems/
1.3 OBJECTIVE OF THE STUDY
The essence of this study is to properly assess the level of training and
development in Lagos state, using Cadbury Nigeria Plc and Nigerian
Bottling Company Plc as case status. Secondly the study will enable us
make comparative analysis of training and development before and
after the indigenization policy. This will prove the dwindling status of
training and development in manufacturing company, the study will
also enable us to highlight on the problems militating against training
and development in manufacturing organizations in the course of this
57
study, we shall proffer solutions to these problems. We shall also know
the number of manufacturing organizations in Lagos.
1.4 RESEARCH QUESTION
a) What does training and development entails
b) What makes Cadbury Nigeria Plc and Nigerian bottling Company
a subject of the study.
c) How could this problem of dwindling state of training and
development in our manufacturing industry of organization be
solved.
d) Is training and development really growing as dwindling in our
manufacturing sector.
1.5 SCOPE AND LIMITATION
This research work is linked to as assessment of level of training and
development in manufacturing organizations using Cadbury Nigeria Plc
and Nigerian Bottling Company Plc, as a reference point. A total of 50
questionnaires have been administered by the researcher to sample
opinion of the respondents on the subject.
58
59
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION
It is an Indispensable fact that training and development has changed
pattern especially in the advanced countries of Europe, America and
even Asia. This art training and development has spread virtually all
parts of the world. However, coming to Lagos it appears
manufacturing organizations seems to be dwindling in training and
development. Thus, this research wants to find out the true position of
this in training and development in manufacturing organization, with
special attention to Cadbury Nigeria Plc and Nigerian Bottling
company Plc (coca Cola).
In this course of this research certain sources consulted through which
facts, materials were gathered from in the course of this investigation.
It is these sources and facts that this segments tends to brief on.
2.2 The Longman Dictionary of Contemporary English Language,
published by Longman group Limited 1978, with an all right reserved,
no part of the publication may be reproduced stored in a retrieval
60
system, or transmitted in any form or by any means, electronic,
mechanically, Photocopying, recording or other wise without prior
permission of the copyright owner. The cased edition, first published
by Longman Group Limited, 1978 with ISBN 0582525713 paper
Edition, first published by Longman group limited. 1978 ISBN 0582
556082. the 15 Edition of it was published in 1980 for sale in certain
countries only ISBN 0582556341, the African Edition, first published
by Longman group Limited 1981, for sale in certain African countries
only ISBN 0582555434. The same book was reprinted with
corrections 1981, reprinted twice in 1982 reprinted April 1982 and
November 1984 respectively. Printed in Holland a Rotatic Boe
Kendruk B.V.
In the course of this work the Longman Dictionary of Contemporary
English Language, provides an insight into the subject matter of this
project. The definition of training and development as taken mainly
from this source.
61
2.3 ANNUAL REPORT AND ACCOUNT 2004 OF
MANUFACTURERS ASSOCIATION OF NIGERIA
The Manufacturers of Association of Nigeria (MAN) is a body charged
with the responsibility of managing the process and regulating
manufacturing in the country. MAN also plays art advisory role to the
government on how best to make policies that will improve the
manufacturing based economy, in the course of the project of 2004
annual report and account was highly utilized, for instance pages 141 –
162, was the report of the committee in the economy (excerpts) of the
National Political Reform Conference. In this report various issues that
are militating against the manufacturing sector was graphical treated
and recommendations on how to improve them well defined. Of course
we found it very important and adopted it wholly in the course work.
2.4 IN HOUSE JOURNALS OF CADBURY NIGERIA PLC
AND NIGERIAN BOTTLING COMPANY PLC
As a way of keeping abreast with the internal publics to the
organization, the in-house journals, which provide relevant information
was set up. On the Cadbury Nigeria Plc. In house journal, an article
62
published in the April, 2006 editions, which titled importance of
training in a workplace, was also used in this project. Though not
wholly adopted like the Annual report of the Manufacturing
Association of Nigeria, but issues were adopted which were used to
make up the content of this project book. On the other hand, August
2005 edition of Nigerian Bottling Company Journal published an
insight in Human resources management, we adopted this to form part
of our report in the project.
2.5 THE ROLE OF HUMAN RESOURCES DEVELOPMENT
IN THE ECONOMY
A 350 page book, published by spectrum Nigerian Limited 1994. the
book is a master piece in training of human resource and development
the another Dr. Nwagbo Eze of Business Administration Department of
University of Lagos, exhibited ecudition and scholarly ingenuity in that
book. Therefore a bulk of this project was based on facts and idea
adopted from that book.
Meanwhile, this project have other sources which time, scope might not
allow to continue in this review.
63
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION
An attempt is made to determine procedures used in conducting this
research work. The procedures are to enable the research questions and
hypothesis. The methods used in this study for obtaining information
are personal interview, consultations of books, journals, and
questionnaire administration. Among the focus of this chapter are to
study the population design and sample size selection. Also data
analysis method, questionnaire design and response, limitation of data
collection are discussed.
The study of the population consists of manufacturing houses in Lagos
state. The number of manufacturing organizations in Lagos for the
purpose of this research is billed at fifty.
3.2 RESEARCH DESIGN
This entails the structure concept, ideas, methods applied in the conduct
of this investigation. The research work is basically non-experimented,
64
but the research made use of information gathered from across sections
of the sampled population, the step taken are as follows:
1) Determining the sample size: This involves the
determination of how many people are to be consulted in the
course of questionnaire administration.
2) Administration of data collection instrument: It entails
adopting measures of data collecting. For instance, the books,
journals, questionnaire and personal interviews granted by
staffs of the establishments under study – Cadbury Nigeria
Plc, and Nigerian Bottling Company Plc.
3) Procedures of processing collected data: The data collected
in the course of investigation should be procedurally applied
in other to give empirical residue, which are real tools for
concluding an investigation such as this. This procedure are
models, pie carts, histograms etc.
4) Limitation of the methodology: In every research work
there are always a bound, which cannot be exceeded. When
this limit is exceeded, it might affect the overall component
and empirical acceptance of data collected.
65
3.3 SAMPLE SIZE SELECTION
In the course of this investigation, the researcher administered
questionnaires and conducted personal interviews, with some of the
management staffs of both organizations with the Cadbury Nigeria Plc
and Nigeria Bottling Company Plc.
An interview was granted to the research by Toyin Ademola, the
Human Resources manager of the Nigerian Bottling Company Plc and
Mr. Bisi Taiwo of the Cadbury Nigerian Plc.
A total of 50 questionnaires were administered, books, journals,
pamphlets, concerning training and development, in both companies
were consulted in the course of the investigation. The choice of sample
was randomly selected so as to include both the big and small
manufacturing in Lagos State.
3.4 DATA ANALYSIS METHOD
The data collected will be analyzed with the use of percentage and table
to show at a glance the response to the research question. This would
be in form of working out the percentage of the result, sampled in
general responses. The statistical application of pie chart, bar chart,
66
histogram is being used to demonstrate the percentage at which
population responded to the question directed to them in the
questionnaire.
3.5 QUESTIONNAIRE DESIGN
The questionnaire is designed to enable the respondents provide
answer to the questions with ease. Few of the question are mostly
close ended and structured, while the remaining question designed
to allow the respondent make responses freely to the questions.
67
CHAPTER FOUR
DATA ANALYSIS
4.0 INTRODUTION
In this chapter, we shall analyze, the data, collected from the
respondents who responded by filling and returning the
questionnaire. A total of fifty questionnaires were sent out and
thirty six were returned representing seventy-two percent. It is these
returned questionnaire that will be the subject of this analysis.
4.1 RESPONDENTS CHARACTERISTICS AND
CLASSIFICATION
This part of the questionnaire contain profile and data of the
respondents. This section of the questionnaire will enable the
researcher to understand the background of the respondents and
hence determine the reliability to be placed on each responses.
68
TABLE 4.2.1 RESPONDENTS AGE AND SEX
AGE NUMBER PERCENTAGE
DISTRIBUTION
MALE 24 66.6
FEMALE 12 33.3
TOTAL 36 100
4.2.3 EDUCATIONAL QUALIFICATION OF THE
RESPONDENTS
QUALIFICATION NUMBER PERCENTAGE
DISTRIBUTION
WASC/GCE 8 22.2
OND/NCE 10 27.7
HND/DEGREE 10 27.7
MASTERS 8 22.2
TOTAL 36 100
Table above shows the educational qualification of respondents 8 or
22.2 percent holds WASC/GCE, 10 or 27.7 percent hold OND/NCE,
69
another 10 or 27.7 percent has HND/DEGREE and 8 or 22.2 percent
holds master degree.
ANALYSIS OF PART B
This section analyses the respondents answers to questions as
confirmed in chapter one of this research work.
4.2.4 HOW MANY PROFESSIONAL ARE AMONG THE
RESPONDENTS
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
PROFESSIONAL 28 77.7
NON
PROFESSIONAL
8
22.2
TOTAL 36 100
Table above shows there are more professionals amongst the
respondents than non professionals 28 or 77 percent are professionals
while 8 or 22.2 percentage are non-professional.
70
4.2.5 THERE ARE ADEQUATE TRAINING AND DEVELOP-
MENT IN MANUFACTURING SECTORS
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 26 76.6
NO 10 83.3
TOTAL 36 100
Table 4.2.5 shows that
16.6 percent said yes, while 83.3 percent said No.
4.2.6 FINDING IS A MAJOR PROBLEM OF TRAINING AND
DEVELOPMENT IN MANUFACTURING ORGANIZATION
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 26 77.7
NO 10 17.7
TOTAL 36 100
71
Table 4.2.6 above shows that finding is a major problem of training and
development in manufacturing organizations, 26 or 77 percent says yes,
while 10 or 17.7 percent said No.
4.2.7 HAVE GOVERNMENT DONE THEIR BEST IN
PROMOTING TRAINING AND DEVELOPMENT IN
MANUFACTURING INDUSTRIES IN LAGOS
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 26 22.2
NO 10 77.7
TOTAL 36 100
Table 4.2.7 shows that government has not done its best in promoting
training and development in manufacturing organization, 26 or 22.2
percent said yes while 10 or 77.7 percent said No.
72
4.2.8 DO YOU AGREE THAT TRAINING AND
DEVELOPMENT IS IN PROGRESSION IN
MANUFACTURING ORGANIZATIONS
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 6 16.6
NO 30 83.3
TOTAL 36 100
Table 4.2.8 shows that training and development is not in progress in
manufacturing organization 6 or 16.6 percent said yes, while 30 or 83.3
said No.
4.2.9 DO YOU SUBSCRIBE TO THE IDEA THAT IF
TRAINING AND DEVELOPMENT ARE DONE AT
REDUCED RATE THAT MORE PERSONNEL IN
MANUFACTURING INDUSTRY WILL PARTICIPATE
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 30 83.3
NO 6 16.8
TOTAL 36 100
73
Table 4.2.9 shows that if training and development costs is reduced
more personnel will participate. 6 of 16.8 percent said No, while 30 or
83.3 percent said yes.
4.3.1 DO YOU AGREE THAT EXCHANGE RATE AFFECT
TRAINING AND DEVELOPMENT
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 28 77.7
NO 8 22.2
TOTAL 36 100
Table 4.3.1 Show that exchange rate affect training and development,
28 or 77.7 said yes while 8 or 22.2 percent said No.
74
4.3.2 IS THE MANUFACTURING ASSOCIATION OF
NIGERIA PLAYING THEIR ROLES ADEQUATELY IN
THIS REGARD.
DESCRIPTION NUMBER PERCENTAGE
DISTRIBUTION
YES 3 8.33
NO 33 91.1
TOTAL 36 100
Table 4.3.2 shows that the Manufacturing Association of
Nigeria (MAN) have not played expected role in this
endeavour.
3 or 8.33 percent said yes while 33 or 91.1 percent said No.
75
76
77
78
79
80
81
82
BAR CHARTS
Bar chart or graph made up of bar of rectangles which are equal width and
whose lengths are proportional to the quantities they represent there must be
a space or gap between each one bar and another. Bar chart may be
arranged vertically or horizontally.
83
84
85
86
87
88
Moreso, this data analysis will also be represented in a histogram for
emphasis.
What is a Histogram: this is a graphical representation of frequency
distribution. It is a made up of a set of rectangle that have their bases
in the horizontal axis, i.e. X-axis, and their frequencies on the vertical
89
Axis, Y axis. They also have their rectangles at the centre in the class mark
re(mid port) of each interval. The height of each rectangle represents the
magnitude of the data lying within each class interval. The axis of the
rectangles are proportional to the class of frequencies.
In drawing a histogram, there is no gap or space between two bars, unlike
the bar chart.
90
91
92
93
94
95
CHAPTER FIVE
SUMMARY, FINDINGS AND CONCLUSIONS
Having gone through investigation on this topic, a relative progress
have been made, relevant information gathered. Infact a breakthrough
could conveniently be laid claim to. For instance, having gone through
economic report group report as published in the manufacturers
Association of Nigeria (MAN) Annual Report 2004, in this report all
activities of the group shows that actually, there is intensions in these
policies, all what is holding it is implementation.
Nigeria is known with this difficulties, implementation. Also, when a
foray is made in the interviews, conducted during the course work,
almost every respondents points to government policy and state of
economy.
Well, in all summation, there has not enough or adequate training and
development in the manufacturing organizations in Lagos.
In the findings, we discovered that, there are not enough training and
development structures in the manufacturing sectors. There are no
adequate training and development in the manufacturing organizations.
96
There are also this issue of funding, which was discovered to be an
impediment and development in the organization under discussion.
It was also discovered that government have not paved adequate roles,
in improving the level of training and development in manufacturing
organizations.
By implication, there is clear retrogression in training and development
in manufacturing sectors.
Foreign exchange was also discovered to be out of the major factors
militating against smooth progress of training and development in
manufacturing organizations.
The Manufacturers Association of Nigeria (MAN), the organization
which is the umbrella body of all manufacturing organization have
been exhibiting lukewarm attitude in this issue.
RECOMMENDATIONS
1. Adequate policies in this regard, should be made by
government and also its implementation must be adequately
guided to ensure hitch free implementation
97
2. The Manufacturers Association of Nigeria, should take it as its
responsibility, the training and indoctrination of
manufacturing personnel in Nigeria.
3. Manufacturing organizations should also organize compulsory
in-house training, which will serve as a prerequisite for
promotion to next level for all the workers.
4. Performance appraisals should be conducted periodically in all
the manufacturing organizations in Nigeria.
5. There should also be rule against retaining any unskilled
worker after a reasonable length of time.
6. The government should make provisions for grant or
subvention to various recognize manufacturers, to enable them
meet the demand of foreign exchange, so that workers can
travel oversea for training.
7. The indigenization decree, which made expatriates to loose
stake in business in Nigeria, this decree could be reviewed to
give these expatriates a better sense of belonging.
In conclusion, having gone this length, let relevant authorities have a
look at this course work and know what they can do with the salient
98
issues that were raised. If this is done, I believe strongly there would
be changes in our manufacturing organizations, in the area of training
and development.
99
REFERENCES
1. F.B.O. Ajimo – Training and development in Business
organizations, Published 1996, Scramp communication Ltd.
2. Manufacturers Association of Nigeria (MAN) Annual report,
published 2004, page 261 – 342.
3. Extracts from Nigeria Economic group report on
Industrialization in 2001.
4. S.A. Akpekpe: Fundamentals of Business Studies, Published
1994, University of Benin Press, Benin city, page 36 – 44.
5. Robert Cooper 1980 – Protect your organization – factors in
training and development – European Journal of Business vol.
14, No. 61.
6. Training performance table of Cadbury Nigeria Plc and
Nigeria Bottling Company Plc, 1960 and 1962 respectively to
2000 and 2006.
7. Interview section granted by personnel’s of both
Organizations Mrs. Toyin Ademola and Mr. Bisi Taiwo of
NBC and Cadbury Nigeria Plc.
8. Longman Dictionary of Contemporary English Language,
Published 1978, page 1360.
9. Dr. Nwagbo eze, Human Resource and Development
Published 1994, page 151 – 159.
10. In house Journals of Cadbury Nigeria Plc and Nigeria Bottling
Company Plc, April 2006 and 2005 respectively.
11. New Webster Comprehensive Dictionary of English, page,
1960.
100
APPENDIX
QUESTIONANIRE
Department of Business Administration
University of Nigeria, Nsukka
Enugu State, Nigeria.
Dear Sir/Madam,
Being a finalist (MBA) masters of business administration student in
the department of Business Administration, I am conducting a
research on training and development in manufacturing organization
in Nigeria, issues and problems. As this is a partial requirement for
the award of MBA in Business Administration, I would be grateful
if you could furnish me most truthful and freest answers to the
questions in this questionnaire, with a promise by me that any
information provided will be used only for the purpose of this
academic research work.
Thanks for your anticipated co-operation.
NNAEMEKA ODOM
101
INSTRUCTION
Please tick inside the bracket appropriate.
SECTION A BIO-DATA
1. Name : ______________________________________________
Optional
2. Marital Status: Single [ ] Married [ ]
3. Age: 21-30 [ ] 31-40 [ ] 40-50 [ ] 51 and above [ ]
4. Educational qualification: WASC/GCE [ ]
OND/NCE[ ] HND/B.Sc[ ] M.Sc. [ ]
5. Profession:
____________________________________________________
6. Designation:__________________________________________
7. Sex: Male [ ] Female [ ]
8. There are adequate training and development in manufacturing
sectors Yes[ ] No [ ]
9. There are established training and development structures in
Lagos Yes[ ] No [ ]
10. Funding is a major problem of training and development in
manufacturing organizations Yes[ ] No [ ]
102
11. Have government done their best in promoting training and
development in manufacturing industries in Lagos
Yes[ ] No [ ]
12. Do you agree that training and development progressing in
manufacturing industries in Lagos Yes[ ] No [ ]
13. Do you agree that exchange rate affects training and
development? Yes[ ] No [ ]
14. Do you subscribe to the idea that if training and development
are done at reduce rate, that more personnel in manufacturing
industries will participate Yes[ ] No [ ]
15. is the Manufacturers Association of Nigeria (MAN) playing
their roles adequately in this regard. Yes[ ] No [ ]
16. What do you think that government will do to help
manufacturing sectors in training and development of personnel.
____________________________________________________
___________________________________________________
103
17. What suggestion can you give to better training and
development in manufacturing industries in Lagos.
_______________________________________________________
_______________________________________________________
_______________________________________________________
