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CHAPTER ONE
1.0     BACKGROUND OF THE STUDY

1.1 INTRODUCTION

Training can be defined as the act of undergoing some courses after the formal education has been undergone in order to be able to perform effectively. Training can also be defined as an instrument which is essential in the staff development and formulation of promotion policy. It also aimed at the development of a person to acquire enough knowledge skills, communication and attitudes for a vocational purpose that is, the creation of leaving opportunities geared toward a specific vocation. Training also tries to provide a wider knowledge of the new method and technique or broaden the out look of an employee.
It could also be noticed that, the function of training in each organization are been reviewed in a different strategies and it can also be regarded as the primary factor in its structure. Training is an important management role in that, it brings changes to an organization although it is an effective agent of change, but, to make it effective. The training function must be followed in an orderly manner so as to provide assistance to solve organizational problems, so as to achieve organization goals. For some years past training has become much more for analyzed and less haphazard.
In the olden days, the role of training was only regarded as merely responding to the demand of line of management. In some cases, the training mission was only know to be for survival but nowadays there is a higher priority for training. It has now led to the production for need and to apply appropriate training measure before the consequence and felt. Some people even believe that, the training function ought to be structured in a way that it can serve as a leading agent of change in designing corporate growth and as such training can be reviewed to be more suitable as line responsibilities instead of a satisfaction. As such, this will result to a placing training at the same level of authority as any other operation department.
A good training give or make communications to be easily understood in that before any organization could be know to be effective, it can also be demand on how the organization communicate with it counterpart. An effective leadership can be rapidly developed through training techniques.
Training lead to efficiency in an organization and before that efficiency could be achieved in any organization should be skilful. This will assist them to offer their best at any given time through continuous practice and with the appropriate training in ones field. At it is known that training is wide in scope, I will now limit the study to seven up bottling company is to combine production of good and services with training that is, is to train new generation of technician and technologist whose distinction attributor would be self reliance and preparedness to set up their own business and other individuals or co-operatively since the seven up bottling company know the usefulness of training, it embrace on training and its staff that is training is by allowing in order to meet that training, it lead to efficiency the authority of the institution has to be made a lot of effort to make sure that, it’s staff undergo different types of training according to each others.

STATEMENT OF THE PROBLEM

It is not easy to get information as much as possible without encountering one problem or the other especially when it relates to official secret. These are the problems that are encounter with training which are highlight: -

• A failure to identify the specific need of learners and for learners to own their own development needs.
• A failure to follow through learning beyond an event or course.
• Objectives set by trainers, rather than the learners.
• Little acceptance by learners of the need to take responsibility for their own development.
• Constraints of time for preparation and participation in learning events.
• Failing to achieve high value via transfer of the learning.

1.3     RESEARCH QUESTION

• Does employee training  brings negative effect on the company?
• What are the effects of training and development on sales?
• What method should be adopted in pursuit of internal new product development operation?
• What type of training is advisable to embark upon by organization

1.4 OBJECTIVES OF THE STUDY

This study aims at investigation the following items. This study will endeavors to find out if the institution has been making use of the different type of training already stated in the scope of the study.
To know whether it is lack of training of staff that has lead to some administrative inefficiency or lapses in the institution, giving adequate encouragement their staff undergoing training. For example by giving incentives such as financial assistance by any other term of relief that will enhance training programme.
To also find out about manpower development and training of the seven up bottling company to investigate employment condition of the seven up bottling company. Also to have insight at the general administrative function of the organization. To also know the historical background of seven up bottling company.

1.5     RESEARCH HYPOTHESIS
          The following are the hypothesis to tested in the course of this research work. Null hypothesis (Ho) and alternative hypothesis (Hi).
Ho: Null hypothesis there is no significance difference between training and development and high sales turnover. This means the product will be effective in the market.
Hi: alternative hypothesis. There is a significant difference between training and development and high sales turnover which means that the training will not be effective in the market.

1.6 SIGNIFICANCE OF THE STUDY

The importance of training in public sector organization as in the fact that, the human resources are the most valuable and expensive in an organization set up by all the resources, financial material and human that are required in an establishment before it can function very well.

• One of the significance of the study is that, the research will contribute to the body of existing knowledge.
• It will also serve as guidance to the management of seven up bottling company.
• It will also serve as material for students of business administration and finally;
• It is hoped that, the finding from the above set goals and the recommendation that will be made but it would assist the organization and whoever would be interested in the study of this nature.

1.7 SCOPE OF THE STUDY

Training can be found in all organization, it is not specific to only one organization and such as, I will now limit my study to seven up bottling company. Training is one of the most importance and effectively aspect of an organization, therefore training has been given the importance it deserves.
Training to review internal and external training as it affect seven up bottling company and the internal training include introduction training, on the job training, apprenticeship training, internship training, retraining or upgrading, institutional training and many other.
I will now relate all these types of training to the institution to know whether the institution is making useful of all these types of training in order to achieve it set goals. The external training relates to the academician who go to higher institution to obtain more knowledge on them are of specialization and this add more on their qualification.

1.8     DEFINITION OF THE TERM
          ADMINISTRATION: - Is the part of the management process concerned with the institution and carryout of procedures by which the programme is land down and communicated and the progress of activities is regarded and regulated, checked against target and plans.
ORGANIZATION: - An organization can be regarded as an establishment with necessary authority and provision for co-ordination of relationship between people assigned to performed specialization task for the achievement of the organization objectives. Organizations are group of peoples with idea and resources, working toward common goals. 
TRAINING: - Training can be defined as a process of updating the old skills and developing the new ones. Or it is the act of equipping some one with a required skills to perform his or her duties efficiently and effectively for the attainment of the objectively of his organization.

1.9     HISTORICAL BACKGROUND   
Guaranty trust Bank plc was incorporated in July 1990, as a private limited liability company wholly owned by Nigerian individual as institution. The bank was licensed as a commercial bank in August 1990 and commercial operation in February 1991. In September 1996, Guaranty Trust Bank became a publicly quoted company, winning the prestigious Nigeria stock exchange “presidents merit award in its first year on stock exchange and gain in the year 2000 and 2003, the bank’s initial public offer in 2001 and subsequent offer in 2004 were largely successful, proof of general acceptance by the investment. The bank has always been committed to awarding excellent cash returns to shareholders on their investment.
In its second year of operation (1991) GT Bank declared a profit after tax of N42million, and promptly paid a divided of N1.25million to its shareholders. The following year 1993 and intern divided was paid for the first time. The sum of (N25million) was also paid from a profit after tax of N319million. This sets a lasting tradition and now the Bank remains an existing institution in Nigeria that pays both intern and fund dividends each financial year. Using a base period of November 2001, shareholders have reaped returns over 400% on their investment.
The bank obtained a universal banking license in February 2002 giving credence as an excellent financial services provider, the bank’s financial capacity to meet obligations as they fall has led to a credit risk rating by August and co-limited, one of the foremost credit rating agencies in Nigeria, the bank introduced e-banking services in the last three years, it has been rated as the best amongst those of other Nigerian banks. The bank was appointed as a settlement bank by the central bank of Nigeria (CBN) in 2003.
The bank has, over the years, been a recipient of several awards of superior financial performance, superior customer services delivery excellent share performance, management efficiency etc. In 2001, it clinched too pearl awards for quoted companies on the stock exchange in the dividend yield and sectored leadership categories in 2002, it received the corporate issuers table award from rulers-SBET Research in 2003, the bank was nominated for, a consumer sensitivity award in the banking sector for consumer services excellence.
The bank’s latest financial statement for 2011/2012, year ended February 28, 2013 shows a group profit before tax of N10.2 billion, total assets base plus contingents over N225 billion, return on average equity of 59% and earnings per share of 238 kobo on every ordinary share of 50 kobo held.

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CHAPTER TWO: The chapter one of this work has been displayed above. The complete chapter two of ''the impact of training among staffs in an organisation'' is also available. Order full work to download. Chapter two of ''the impact of training among staffs in an organisation'' consists of the literature review. In this chapter all the related work on ''the impact of training among staffs in an organisation'' was reviewed.

CHAPTER THREE: The complete chapter three of ''the impact of training among staffs in an organisation'' is available. Order full work to download. Chapter three of ''the impact of training among staffs in an organisation'' detector consists of the methodology. In this chapter all the method used in carrying out this work was discussed.

CHAPTER FOUR: The complete chapter four of ''the impact of training among staffs in an organisation'' is available. Order full work to download. Chapter four of ''the impact of training among staffs in an organisation'' detector consists of all the test conducted during the work and the result gotten after the whole work

CHAPTER FIVE: The complete chapter five of ''the impact of training among staffs in an organisation'' is available. Order full work to download. Chapter five of ''the impact of training among staffs in an organisation'' detector consist of conclusion, recommendation and references.

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