The focus of this project is a management training and development in the Guardian Newspaper Ltd, Isolo, Lagos.  The problem of discriminatory practices in selecting staff for staff training, lack of training and development facilities by the management on the progress of the organization, but interested on enriching themselves were the major issues that motivated the researcher to pick up the topic for investigation.

The researcher had the underlisted objectives which are:

1. To find out problems associated with management training and development in the Guardian Newspaper Ltd, Isolo, Lagos.

2. To recommend solution to those problems reviews of relevance literature was equally carried out and the aim focus was in the area of the concept of training and development in organization and problem associated with it.

Questionnaires were used strictly for collecting data for the study and chi-square statistical methods for analysis was adopted in analysis of the data presented.  All problems associated with management training and development militated against the advancement of employees in this organization and led to decrease in productivity.

Three hypotheses were equally formulated and tested to validate the data analysis.  The result of the test was the fact that management training is a necessary ingredient for the attainment of organization set objectives.

On the basis of the findings, the researcher put forward some recommendations:

i. That the company should be using application forms for recruiting new staff.

ii. Staff responsible for the selecting of staff for training should be instructed to apply selecting criteria without unlawful discrimination.

iii. In order to improve their performance and increase turnover, training and development is very essential as at when due.

iv. Funds allocated for training should be utilized appropriately.

Areas for future researches should be recommended as thus:

There should be determination on the rate at which performance of trained employee is greater than the untrained, where untrained staff will be used as a controlled group while trained staff as an experimental group.

Findings should be made to know whether employees advancement is really determined by acquisition of additional qualifications, work experience, performance level of favourism. 

Finally, the company should endeavour to give helping hands that adequate research is doing on the areas listed above relevant data should be given when required.

 

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of contents

CHAPTER ONE

1.0 Introduction

1.1 General Background of Subject Matter

1.2 Problem associated with the subject matter

1.3 Problem that the Researcher study

1.4 Importance of Studying the Area

1.5 Definition of Important term

1.6 Reference

 

CHAPTER TWO

2.1 Literature Review

2.2 Origin of the Subject area

2.3 School of thought relevance to the problem of the search

2.4 Different method of studying the problem

2.5 Summary

2.6 Reference

CHAPTER THREE:

3.0 Conclusion

3.1 Data presentation of the study

3.2 Analysing of the data

3.3 Conclusion

3.4 Recommendation 

3.5 References

 

The purpose of training and development is to bring the skill of individual employees of an organization up to the desired standard for the present or potential assignment more broadly and this development provide the basic skill and knowledge required in carrying out various specialized part in overall task of the organization.  And help to ensure that these development experiences are of co-ordinated and in line with the needs of the individual and the organization.

These experiences may be provided in the form of continuity flow of instructions, commands, criticisms, question and suggestions.  In terms of induction course after employment and before placement on a permanent job.  This might last between one month to three months.

Apprenticeship is an example of long, more extensive kind of skill training, although it may include general course as well.

Training and development are perceived over the world as the vehicles of transformation of employee by the employer to achieve the organizational goal.  Any attempt to determine the most effective process, there are certain problems that will need immediate energy such as:

1. How can training needs be determined and how can a training need be distinguished from an organization need that can be satisfy in some other ways?

2. How are the utility (reactive) of various training method and devices?

3. How can people be motivated to increase their capabilities for contributing to the attainment of organizational objective?

4. How can it be determined and what extent can the objective of the training programme be achieved?

If training or development programme are imposed upon people and are interpreted as punishment for differences, there will be little enthusiasm and probably little effective learning and also if the training programme are imposed upon an already over-worked or stressfully individual, the learning is likely to interfere with the effective performance and effective learning.  Furthermore, if what is learned by employee in contrary to the behavioural patterns of work environment will not tolerate expression of what has being learnt.