Key Features:

- No of Pages: 62

- No of Chapters: 03

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Introduction:

Abstract

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Table of Content

Title Page

Approval

Declaration

Dedication

Acknowledgement

Abstract

Table of content



CHAPTER ONE

1.0 Introduction- - - 1

1.1 Background of the Study - - - 1

1.2 Statement of the Problem- - - 4

1.3 Objective of the Study - - 5

1.4 Statement of Hypothesis - - 6

1.5 Significance of the Study- - - 7

1.6 Scope of the Study- - - 8

1.7 Limitation of the Study- - 8

1.8 Historical Background of Seven-Up Bottling Company Kaduna- - 10

1.9 Definition of Terms. - - 13



CHAPTER TWO

2.0 Literature Review- - - 16

2.1 Concept of Human Resource Development - - 16

2.2 Significance of Human Resource Development - - 22

2.3 Aims of Human Resource Planning - - - - 24

2.4 The Relationship Between Human Resource Development and Business Planning- - 25

2.5 Method and Techniques of Human Resource Development- - - 28

2.6 Five Major Transition that will effect Training and Human Resources Development- - - 34

2.7 The Impact of Human Resource Development and Productivity in and profit maximizing business Organization- - 35

2.8 Training in the context of high performance work Organization- - - 37

2.9 The Role of training in High performance work organization - - 38

2.10 Training as a component of performance Improvement- - - 42



CHAPTER THREE

3.0 Research Methodology - - 49

3.1 Research Design - - - 49

3.2 Research Population - - - 50

3.3 Sampling size and Sampling Techniques - - - 50

3.4 Method of Gathering Data- - - 51

3.5 Justification of Methods Used- - 51

3.6 Method of Data Analysis - - - 52

3.7 Justification of Instrument Used- - - 53

Reference

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.