MAN POWER DEVELOPMENT AND THE SUSTAINABLE GROWTH OF NIGERIAN BREWERIES PLC (1980-2020)
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MAN POWER DEVELOPMENT AND THE SUSTAINABLE GROWTH OF NIGERIAN BREWERIES PLC (1980-2020)
Abstract
This study focuses on manpower development and the long-term success of Nigerian Breweries Plc. The study’s entire population consists of 200 Nigeria Brewery Plc employees. The researcher employed questionnaires to collect data.
Descriptive A survey research design was used for this investigation. The study included 133 HRM, administrative, senior, and junior respondents. The acquired data were displayed in tables and analysed with simple percentages and frequencies.
Chapter one
Introduction
1.1 Background of the Study
The achievement of organisational goals is primarily dependent on the efforts of its human resources. No organisation can live without the efforts of its employees, which is why management must recognise the human element as the most important factor in the organization’s growth and long-term survival.
To ensure long-term development and continuing productivity growth, management must actively participate in workforce training and development programmes, as training bridges the gap between real and expected performance.
Human resource or manpower development now accounts for a major portion of the difference between a progressive and a retrogressive organisation. Human resource is a useful instrument every organization has for its maximum performance.
As science and technology introduce new concepts into industries, new items and services are conceived and manufactured. This creates an increased need to improve the skills, knowledge, and welfare of the workforce, which is critical to turning these concepts into realities for high productivity.
The implementation of effective training and staff development approaches is an urgent issue for management in businesses and organisations. Following the world’s rapid technical growth, training and workforce development have taken on a higher importance in Nigeria since independence.
To address the issue of training and workforce development in independent Nigeria, new universities and schools of higher education were built. The government’s continued interest in training and workforce development in independent Nigeria began in 1963 with the establishment of the National workforce Board.
The Board was to assure an adequate supply of skilled and semi-skilled labour needed to create the essential commodities and services the people needed in the post-independence years, as well as propel the country into a new industrial period (F. Fomsi Esther and C. Ogoke Charles, 2019).
As industrial activity expanded and diversified, there was a greater need for training and labour development. In industries such as brewing, where highly competent and semi-skilled workers are required to manage the sophisticated technology involved in modern brewing, modern training and workforce development approaches must be implemented.
This is to keep in touch with the stipulations of the National Policy on Education by the Federal Republic of Nigeria (FGN) concerning training and skill acquisitions, which recommended that training should help individuals comprehend their environments;
acquire useful skills, abilities, and competencies for mental and physical self-development in order to live and effect development in their society (F. Fomsi Esther and C. Ogoke Charles,2019).
1.2 Statement of the Problem
Every organisation prioritises staff development since it leads to an increase in production. Thus, any organisation that does not prioritise employee development is fostering failure. Without divergent training, employee morale and organisational productivity decrease
While staff skill and innovative ability decline, causing the entire organisation to suffer. Some organisations approach manpower development with a lackadaisical and no caring attitude.
Therefore, this research is meant to analyse the manpower development and the sustainable growth of Nigeria Breweries plc.
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