Designing Effective Training and Development in an Organisation: A Case Study of Johnholt Nigeria Plc.

by

ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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ABSTRACT

The quality of the training and development provided to the staff in an organisation determines the image of the organisation and its individuals in the industry. In the open labour market, the potential employers judge the record which an employee has been keeping up regarding his training, development and the performance in his organisation. For such a prospective employee, the development and career progression are the basic factors which provide him incentives in the industry. This dissertation based on it, discusses the effectiveness of the training and development in a holistic sense. Along with assessing its merits and demerits, the research study at hand designs an effective training and development program after the analysis of as case from Johnholt Nigeria Plc.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

1.1 Introduction1

1.2 Purpose of the Study2

1.3 Study Objectives3

1.3 Problem Statement3

1.4 Research Questions3

1.5 Statement of Hypothesis4

1.6 Significance of the Study4

1.7 Scope of the Study5

1.8 Company Profile - John Holt Nigeria Plc5

CHAPTER 2: LITERATURE REVIEW9

2.1 Training and Development9

2.1.1 Training10

2.1.2 Development12

2.2 Planning Approach to Training and Development14

2.2.1 Problems? (TNA)15

2.2.2 Objectives (Training and Development).16

2.2.3 Training Plans /proposals17

2.2.4 Implementation21

2.2.5 Measurement and control24

2.2.6 Summary28

CHAPTER 3: METHODOLOGY30

3.1 Overview of Qualitative and Quantitative Research Approaches30

3.2 Overview of the Mixed Method Research Approach31

3.3 Research Method and Design Appropriateness31

3.4 Justification for using Mixed Methodology32

3.5 Inductive and Deductive Approaches33

3.6 Research Objectives34

3.6.1 Goal of the Study34

3.7 Participants35

3.8 Sampling Method35

3.9 Questionnaire for Interview36

3.10 Informed Consent36

3.11 Confidentiality37

CHAPTER 4: PRESENTATION AND ANALYSIS OF FINDINGS38

4.1 Interview Result38

4.2 Survey Result40

4.3 Designing Training and Development Program59

1.Analyse60

2.Design61

3.Development63

4.Implementation64

CHAPTER 5: CONCLUSION69

5.1 Introduction69

5.2 Summary69

5.3 Conclusions71

5.4 Recommendations for Future Research75

CHAPTER 6: REFLECTION76

6.1 Reflection of the study76

6.2 Limitations and Assumptions of the Study77

REFERENCES79

APPENDIX83

CHAPTER 1: INTRODUCTION

1.1 Introduction

Today's business environment is faced with many changes and the organisations need to be resilient in order to cope up with the upcoming changes, and keep it aligned with the advancements. The increasing innovation, technology and modernization has made it essential for organisations to design training and development programs and keep their employees up dated on a continuous basis. In the current business climate, the industries are faced with acute shortage of staff and required skills, and the stiff external and internal competition for the quality employees is faced by the companies. All those employers who work with the serious intention of investing in the field of training and development will ultimately harvest the benefits of an improved working ...