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ABSTRACT
The growth and innovation is the field of science and technology and the complex nature of modern business activities and the need for the urgent training and development of organization human resources in order to meet these challenges. Today we know that our problems not how t avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle for the increasing complexity. In human and manage activities. The research works undertake a survey of the human development policies and programmes of the port Harcourt electricity distribution company (PHED) and found that though there exists on established policy and programmes for employee and development their policy and programmes are deficient in content and complementation.
TABLE OF CONTENTS
TITLE PAGE i
COVER PAGE ii
CERTIFICATION iii
DEDICATION iv
ACKNOWLEDGEMENTS v
ABSTRACT vi
TABLE OF CONTENTS vii
CHAPTER 1 1
INTRODUCTION 1
1.1 BACKGROUND OF THE STUDY 1
1.2 STATEMENT OF THE PROBLEMS 3
1.3 PURPOSES/OBJECTIVE OF THE STUDY 4
1.4 RESEARCH QUESTIONS 4
1.5 SIGNIFICANT OF THE STUDY 5
1.6 SCOPE OF THE STUDY 6
1.7 LIMITATION OF THE STUDY 6
1.8 DEFINITION OF TERMS 7
CHAPTER 2 9
REVIEW OF RELATED LITERATURE 9
2.1.2 DIMENSIONS OF HUMAN RESOURCES DEVELOPMENT 12
2.1.4 HUMAN RELATION TRAINING 13
2.1.5 PROBLEM SOLVING TRAINING 13
2.1.6 AIMS AND OBJECTIVE OF HUMAN TRAINING AND EVELOPMENT 14
2.1.7 METHODS AND TYPES OF HUMAN DEVELOPMENT 14
2.1.8 DETERMINATION OF DEVELOPMENT NEED 15
2.1.9 HUMAN DEVELOPMENT IN NIGERIA 15
2.1.7 MEANING OF PERFORMANCE 16
2.1.9 MEASURES OF PERFORMANCE 17
2.3THEORITICAL FRAMEWORK 18
CHAPTER THREE 22
RESEARCH DESIGN AND METHODOLOGY 22
3.1 RESEARCH DESIGN 22
3.2 POPULATION OF THE STUDY 23
3.3 SAMPLE SIZE DETERMINATION 24
3.4 INSTRUMENT FOR DATA COLLECTION 28
3.6 RELIABILITY OF THE INSTRUMENT 28
3.7 METHODS OF DATA COLLECTION 28
3.8 METHOD OF DATA ANALYSIS 28
CHAPTER FOUR 29
DATA PRESENTATION ANALYSIS 29
4.1 PRESENTATION OF ANALYSIS 29
4.2 SUMMARY OF FINDING RESULT 34
CHAPTER FIVE 36
RECOMMENDATION AND CONCLUSIONS 36
5.1 DISCUSSION OF RESULT 36
5.2 IMPLICATION OF RESULT FINDING 37
5.3 CONCLUSION 37
5.4 SUGGESTION FOR FURTHER FINDING 37
5.5 RECOMMENDATIONS 38
REFERENCE 39
APPENDIX I 41
APPENDIX II 42
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Contemporary thoughts on national development and growth emphasized the need for the training and retaining of the human resources and economic independence of the national.
The objective of objectivity of the assertion because apparent when viewed against the background of the study. Damage worked on the social political and economic structure and most independence developing nation by foreign interest acting under pretension effort.
The realization of complete independence is therefore a function of effect development strategies and efficient utilization of a country’s potential studies shows that most countries are blessed with abundant natural resources and they lack the basic technology for transferring and maximizing the benefits of this natural endowment resulting from the under development of the human potentials. Since Nigeria gained independence in 1960, we have been faced with the challenges of providing management of our economic resources. Our inability to provide for necessary human need result in the efficient and under utilization of the abundant economic resources most organization. In Nigeria it is so much concern with the profit maximization they ignore the need for training their workers and instead they considered the money they will spend on their training programe as waste rather than as an investment. They fail to fore see the desirability of continuous training and development of their workers in other to promote their efficiency and effectiveness of their organization consequently instead of growing the business rather fails and much capital wasted.
Commenting on the general poor development of the Nigerian workers W.R Haries observed that the Nigerian workers are under used, under employed, frustrated and preventing from bring talents to bear in the well being of employee organization and nation at large. Human development is a dynamic process. In other words, it is a response to change in the beliefs, attitudes and behavior of individual so that they can better adopt new techniques and challenges. In recognition of the needs for training and development of the human potential and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the national electric power authority established a training policy for her employees. In pursuance of this noble objective of human development and training, by the organization a lot difficulty arises which affected the success to the programme. This research work is therefore directed towards and evaluation of the human development and training programme of the corporation with a view to identifying problem areas where any and making suggestion on ways of achieving greater in their human development efforts.
1.2 STATEMENT OF THE PROBLEMS
After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization. The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of workers skill and the skill be expected to have in order better fit into the new job demands is bridged by human training many have over the years established good human training and development programme. In order to incite better employees performance at work and increased productivity always been easy to attain in organization because of the force that impede against the achievement of their objective. Some of the impeding forces include selection or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation. The crucial problems this research will address include;
i. The problem of inadequate human resources in the Port Harcourt electricity distribution company.
ii. The lack of functional human development programmes.
iii. The under utilization of available human resources.
iv. Critical analysis of these problems will be done with a view to determining their research and consequences on the corporation. The research will also make contribution on ways of redressing the problems.
1.3 PURPOSES/OBJECTIVE OF THE STUDY
The decision to research on this field of human development results from my interest in the areas of human planning in order words, these purposes include;
i. To highlight the role of human capital development in the efficient management of an organization.
ii. To examine the extent to which human capital development is efficient in the management of an organization.
iii. To make valuable recommendation useful to organization. Individual or whoever needs this based on the impact of human capital development efficiently in the management of an organization.
iv. To help and bring to the knowledge of the nation the important of human capital development in the efficient management of an organization.
1.4 RESEARCH QUESTIONS
The following research question would be necessary to make this research a success:
i. Are there any programme of human training and development in port-Harcourt electricity distribution company?
ii. Do Port-Harcourt electricity distribution companies attach importance to human development and training?
iii. Does human development and training helped Port-Harcourt electricity distribution companies in marketing the problems or challenges of the complex nature of modern business activities or get equipped to handle the increasing complexity in their managerial activities?
iv. Are there any significant impact of human development and training in efficient management of port-Harcourt electricity distribution company?
1.5 SIGNIFICANT OF THE STUDY
This is therefore the potentially of serving reference in an organization and government policy who desire all the obstacles in human planning.
It is also a particular benefit in an organization of human development and training programs in the port-Harcourt electricity distribution company. This design is clearly identified in the problem area of human development programmes. This research also discusses in various human development and training related issues and suggest the way that can be adopted in solving human training and development problems.
1.6 SCOPE OF THE STUDY
In relating this study to the project topic the aim of every research is a proper fact finding that will enhance obtaining relevant information, for decision making and an improvement, to knowledge. The scope of this research work is intended to consider the impact of Port Harcourt Electricity Company (PHED) River State. The scope of this research work is intended, to consider the impact of human capital development, in the efficient management of an organization like the Port Harcourt Electricity distribution company River State brand.
As an important topic, it also seeks to provide some basic understanding to the positive side and contribution to human capital development in the management of Port Harcourt Electricity Distribution Company (PHED) the factors influencing and affecting the efficient human capital development in the management of an organization like PHED, River State will also be covered most important. This study seeks to influence, its render on the reason of the impact of human capital development in the efficient management of an organization case study of Port Harcourt Electricity Distribution Company PHED, River State.
1.7 LIMITATION OF THE STUDY
In carrying out this research some basic problems were encountered which to an extend influenced the debtnesses of the research primary among this problem include lack of statistical data, contain information sought for are either totally unavailable or cannot be released to the public despite all these short coming, much effort was indeed made to ensure that these problem does not out weight the desire ability or need to carry out a sound research.
1.8 DEFINITION OF TERMS
To allow for better understanding for this research, it is considered necessary that some of the key term used to be defined or describe.
AUTHORITY: This mean the right to direct and command people.
DEVELOPMENT: Is any learning activity which is directed towards future need rather than present needs and which s concerned more with career growth than immediate performance. In order words after the employee has recruited selected and inducted he or she must be developed to better fit into the job and the organization. Again, that development would include both training to increase skill in performing a specific job and education to increase general knowledge and understanding of our total work environment.
EFFICIENT: it means doing something well and thoroughly with no waste of time money or energy.
HUMAN CAPITAL: Is concerned with obtaining analyzing and reporting on data that inform the direction of value adding people management, strategic investment and operational decision at corporate level and at the level of front line management.
HUMAN: human, which is developed through human capital formation means much more than population or labour force, Human in the economic sense is the managerial, scientific, engineering technical or creating designing, developing organizational managing and operating productivity service enterprises and economic institutions.
IMPACT: The powerful effect something has on somebody or something.
MANAGEMENT: It means the act of getting thing done through and with people by stoner (1978).
ORGANIZATION: agyris (1960) see it as intricate human strategies designed to achieve certain objectives.
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