INTRODUCTION
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.
TABLE OF CONTENTS
Title Page
Approval
Declaration
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
1.0Introduction---1
1.1Background of the Study---1
1.2Statement of the Problem---4
1.3Objective of the Study--5
1.4Statement of Hypothesis--6
1.5Significance of the Study---7
1.6Scope of the Study---8
1.7Limitation of the Study--8
1.8Historical Background of Seven-Up Bottling Company Kaduna--10
1.9Definition of Terms.--13
CHAPTER TWO
2.0Literature Review---16
2.1Concept of Human Resource Development--16
2.2Significance of Human Resource Development--22
2.3Aims of Human Resource Planning----24
2.4The Relationship Between Human Resource Development and Business Planning--25
2.5Method and Techniques of Human Resource Development---28
2.6Five Major Transition that will effect Training and Human Resources Development---34
2.7The Impact of Human Resource Development and Productivity in and profit maximizing business Organization--35
2.8Training in the context of high performance work Organization---37
2.9The Role of training in High performance work organization --38
2.10Training as a component of performance Improvement---42
CHAPTER THREE
3.0Research Methodology--49
3.1Research Design---49
3.2Research Population ---50
3.3Sampling size and Sampling Techniques---50
3.4Method of Gathering Data---51
3.5Justification of Methods Used--51
3.6Method of Data Analysis---52
3.7Justification of Instrument Used---53
Reference
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