CHAPTER ONE

INTRODUCTION

1.1   Background of the Study

Human Resource Development (HRM) as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. Many employees have failed in organizations because their need for training and development was not identified and provided as an indispensable part of management function. Human Resource Development deal with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

Nwachuku C.C (2007) Human Resource Development refers to any actions which is deliberately aimed at improving once skills, knowledge, habit or attitude in the performance of a given task, either in the present or in the future. It is the creation of an environment where people or employees may require or learn specific job related behaviours, knowledge, skills, ability and attitude.

Human resource productivity is a function of ability, will and situational factors. An organization may have employees of ability and determination with appropriate equipment and managerial support yet productivity falls below expected standards. The missing factors in any cases are the lack of adequate skills and knowledge which are acquired through training and development. An untrained worker (employee) is like a dangerous animal-once an employee has received adequate training, he is in a more confident position to contribute effectively towards the realization of organizational goals.

Training and development is capable of making important contribution to the goals an enterprise or Business organization. Training can therefore describe not as an end in itself but as a continuous activity and an integral part of a business system.

The management activity of preparing employees for future job (task) responsibilities is known as management development wealth and Davis (1982) mentioned that “the distinction between training and development is of intend. Training prepares employees to do their present job while development prepares for the future job. Both training and development teach employees needed skills, knowledge or attitude”.

Regardless of its purpose, management development must be dynamic in nature but must adopt the approach that promises best produce the desired change. Each manager in an organization is responsible for fostering the development of his subordinates. This responsibility includes establishing training programmes and measurement of training result. Development of the executive is the development of the organization grow and development for high-profit.

1.2   Statement of the Problems

The challenge in management industry or business organization has posed a treat on the realization and achievement of its set development and achievement of its set objectives this as resulted to fundamental issues of inadequate and improper acquisition, utilization and maintenance of its human resources.

The under utilization of human resources in organizations has seriously led the organization in this because human factor is not properly managed. Mismanagement is another serious problem in our organization today and has reduced it to nothing as people are no longer kin with the work nor ready to own up to vital resources in the organization.

Therefore the poor quality and low product have revealed the quantity of human resource put in place in Seven up Bottling company are not up to expectations and has thereby reduced the company company’s productivity.

1.3   Objectives of the Study

The main objective of this study is to examine critically the effect of Human resource Development programmes on employee’s productivity. However, other sub-objectives of the study are as follows:

                i.        To identify the need for development of employee in an organization.

              ii.        To examine the problem of developing employees productivity in an organization

            iii.        To find out whether development programmes could enhance an increase the productivity and smoothen the operation of an organization.

             iv.        To determine whether human resource development programme does not enhances employee’s performance.

               v.        To determine how resources development programme can enhances employee’s performance.

             vi.        To examine the impact of development in an organizational performance.

           vii.        To contribute to the existing knowledge and how best to administer development in achieving the set goals and objective of organization.

1.4   Statement of Hypothesis

These study is based on the assumptions that development is very important and necessary to improve or increase the maintenance and enhancement of organizational ability to achieve its objectives.

Therefore for this study, the following hypothesis has been postulated or formulated.

Ho:   Human resource development programme does not enhance employee’s performance.

Hi:    Human resource development programme have enhances employees performance.

1.5   Significance of the Study

The significances of the study brings out the need for an organization to continuously develop and improve the human resource and productivity of a business organizational performances.

Development is inevitable to human resource management. This is because continuous development will help to expose the individual worker to new technology, which increase productivity. The study will contribute positively at the rate at which, human resource can be effectively utilized and how it can bring about high productivity in an organization.

It is also hope that the study will assist in future researchers of human resource development on the productivity in business organization.

Development is important because it bring about job satisfaction through the enhancement of status, salary of the worker (employee) which usually increase the purchasing powers of the individual employees.

Therefore the significance of the study is to both the individuals, employees and the organization as a whole.

1.6   Scope of the Study

The scope of this study is limited to Seven-Up Bottling company Kaduna, the effect of human resource development on employee productivity.

1.7   Limitations of the Study

This study is limited to the effect of human resource development on business development for high-profit in business organization. This research work is associated with some constraint and difficulties which include the following:

              i.        Financial Constraint: This is considered as the first problem or constraint encountered by the researcher. This hindered the student in getting all the needed data for the research work. This really did not help matters due to the fact as a student, there is always limited found at once disposal which formed part of those factors which discourage the researcher to go further and extend this study.

            ii.        Time Constraints: This was the biggest constraints faced by the researcher because combing rigorous during of the institution in lectures, assignments (both individual and group) test, personal reading etc. and the carrying out of the research.

          iii.        Unavailability of Data: Incomplete and inaccurate data also provide a lot of difficulty in undertaking this research work. As a matter of fact it is because most of the senior staff were either too busy running their official responsibility that makes them hardly available to give the researcher the needed time to gather the information or were not just working to do that, though some did not cooperate just like the senior staff.

1.8   Historical Background of Seven-Up Bottling Company Plant

Seven-Up bottling company was conceived in the year 1959 and was actualized in 1960, when Nigeria as a nation was celebrating her independence on 1st October 1960. Seven-Up Bottling Company was rolling out her first product at the same time. The company has grown tremendously since then, when it started by producing on 7-Up and Orange crushes in Lagos and Ibadan.

The company’s product rose to greater height when she acquired the right franchise from Messis Pepsi-Cola international of New York to battle and market Pepsi-cola, Mirinda orange, Mirinda Soda, Mirinda-tonic and Teem lemon ride, leading to the commissioning of plant all over the country in Illorin, Abba, Kaduna and Benue.

The Kaduna plant was brought over from Arewa bottles in 1978. Seven-Up bottling company has set the price in credible authentic consumer’s sales promotion as well as making sure consumers get the value for their money.

Soft Drink Industries

Currently two soft drink companies operate in the market environment of Kaduna city today the Seven-Up bottling company Plc products of 7-Up, Pepsi, Teem and Lemon Mirinder products while the Nigerian bottling company distributing Coca-cola, Fanta-orange, Fanta-tonic, Fanta club soda and Sprit. Presently Seven-Up bottling company is striving hard to lead been second best to Coca-cola which is the largest soft drink producer in the country. The higher skilled sales force and unique products of company has generated loyalty from esteemed consumers and dealers of 7-Up bottling company.

Sales Territories

Seven-Up bottling company Kaduna plant has been divided into main sales territories making up the region. The sales territories are the Kaduna metro headed by the manager depot. At present the company has a few depot based in Jos, Suleja, Minna and Abuja. The Minna depot is headed by the depot manager while the three (3) other are headed by the depot superintendent. All depot reports directly to the sales manager depot, each sales territory is manned by competent salesmen and their sales assistance. The cost of manning each depot is usually analysed and compared equally to cost of depot superintendent. All depots report directly to the sales manager depot, each sales territory is manned by competent salesmen and their sales assistance.

Organizational Structure of Kaduna Region Seven-Up Bottling Company Kaduna Plant

(Company Organization Chart)

1.9   Definition of Terms

In order to avoid any form of ambiguity as regards to the terms used in this research work the following given optional definition:

Human Resource Development: This is the activities undertaken to   expose an employee to perform additional duties an assume position of importance in organization.

Productivity: Is the measure of how well resource are brought together in organizations and utilized for accomplishing a set of results, productivity is reaching the highest level of performance with the least expenditures.

Organization: This is the process of dividing work into convenient tasks or duties or grouping such duties in the format posts delegation of authority to each post and approving qualified staff to be responsible that the work is carried out as planned.

Motivation: Is a term used to describe those processes both instructive and national by which people seek to satisfy the basic desires, perceived needs and personal goals which trigger human behavior.

Development: Is the act of improving once ability to face future job responsibility or challenges.

Management Development: According to Chile (1969) management development can be seen or defined as an economic resource that performs a technical function such as planning, organizing, staffing, Directing and controlling.

Training: Is the improvement of an employees skill or performance to help the individual employees current job effectively. B.S. Dele (1991) in book Management training and education sees training as the organized procedure by which people acquire knowledge and skill for a definite purpose.

Unitilization: This is a set of guidelines that will help make sure that each person gets right services and supports at the right time, in the right amount and as long as they need them