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In every organization be it governmental or private business, manufacturing or service oriented, the place of human resources should be given proper attention. The reason for the above statement is that in the economic world, resources are categorized into three: The material resources, and financial resources, and human resources. The material and financial resources cannot fit into scheme of things unless they are planned, organized, controlled, and coordinated and managed by the human resources. Moreover, criterion for measuring high performance of an organization is the effectiveness and efficiency of its products and services. The high quality of these products and services is much imbedded in the quality of its human resources. Based on this premise, therefore, manpower is the catalyst that propels all other resources. This assertion agrees with Pigors and Myers (1981,280) view that unless the administration of personnel is effectively carried out by members of line management, technical efficiency is inadequate to achieve organizational success. In essence, human resources are indispensable in the management of any enterprise since all other resources depend on it for proper separation and integration. As other resources are managed by human component of any organization, human resources are also managed. For effective management of human resources of an organization, staff training and development takes a conspicuous position because of its pertinent relevant to job performance. Due to this, all organizations are supposed to have a training and development programme. This agrees with Flippo’s (1961,182) view ‘No organization has a choice of whether to develop employees or not, the only choice is that of method’. The implication of this is that, where there is no formal training programme for staff in an organization, the organization still created forum for staff training and development through learning on the job. In Nigeria, there is evidence of poor management of human resources in our organization, the effect is uncoordinated approach to various personnel functions particularly staff training and development. Management of human resources cannot be treated in isolation; it should be related to public corporation for more understanding. A critical analysis of pubic corporation in our national lives(political, economic and socio-cultural) indicates that public corporations need high quality managerial, administrative and technical manpower, the reason being that they are established for a specific objective. Due to their vital positions in national development it become necessary that they should attract, develop and retain high quality personnel. This is achieved through efficient recruitment, selection, staff training and development programme, where there is no effective training and development programme, such an organization experiences inefficiency and ineffectiveness in its operations. The question is this, have staff training and development been given adequate attention? From all indications, this is still lacking in most of our pubic corporations especially the non-profit ones. Among the non-profit ones, broadcasting houses stand out most. Federal Radio Corporation with reference to Radio Nigeria Enugu National Stations the one under study. Radio houses are indispensable, they play vital roles in the dissemination of information, defining problems, portraying government priorities and deciphering the word to the listeners. The information they disseminate may become sources of good understanding and unification multi-national society like Nigeria, in addition they educate, motivate and entertain the whole populace these vital roles account for their rapid growth in number. For instance, we have five federal Radio stations namel; Ibadan, Eugu, Kaduana, Lagos, and Abuj, while all the thirty six states have got or almost established their own stations. It is not unprecedented that in Radio broadcasting house one is overwhelm confronted with the best transmitting equipment broadcasting studios, yet the broadcasting services are remarkably unsatisfactory, this problem is attributed to training inadequacies.

Project detailsContents
Number of Pages72 pages
Chapter one Introduction
Chapter two Literature review
Chapter three  methodology
Chapter  four  Data analysis
Chapter  five Summary,discussion & recommendations
Chapter summary1 to 5 chapters
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