The strategies for improving the functionalities of in-service training of secretaries in modern business organization in enugu state

Project Abstract

<p> </p><p>&nbsp; &nbsp; Te importance of training both old and new employees in an organization particularly in modern business organizations cannot be over emphasized. It is eviolent that new jobs usually required training in new skill.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The fact that in service training helps to eliminate the numerous problems faced by old employees in coping with the new technological trends is self evialent</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; In addition the motivation of employees who have just been used or promoted is likely high. Though training may become more problematic when it involves experience employees who require additional training to enhance their performance. The training needs of such employees are not always easy to determine, even when determined the individuals involved may resent being asked to change their established way of doing their jobs.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The purpose of in service training is usually to achieve some set goals, which will be beneficiary to both the individuals and the organizations. This training is usually mapped out mainly for people already in service and it is geared towards improving their abilities in their jobs.</p> <br><p></p>

Project Overview

<p> </p><p>Table 1: &nbsp; &nbsp; Response to question one</p><p>Table 2: &nbsp; &nbsp; Response to question two</p><p>Table 3: &nbsp; &nbsp; Response to question three</p><p>Table 4: &nbsp; &nbsp; Response to question four</p><p>Table 5: &nbsp; &nbsp; Response to question five</p><p><strong>TABLE OF CONTENT</strong></p><p>Title page</p><p>Approval page</p><p>Dedication</p><p>Acknowledgement</p><p>Abstract</p><p>List of table</p><p>Table of content</p><p><strong>CHAPTER ONE</strong></p><p>INTRODUCTION</p><p>1.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Background of the study</p><p>1.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Statement of problems</p><p>1.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Purpose of study</p><p>1.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Research questions</p><p>1.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Delimitation of the study</p><p>1.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Significance of the study</p><p><strong>CHAPTER TWO</strong></p><p>LITERATURE REVIEW</p><p>2.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Concept of in-service training</p><p>2.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Relevance of training</p><p>2.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Strategies for improving the functionalities of in service training of secretaries.</p><p>2.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The need for in service training</p><p>2.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Types of in service training</p><p>2.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Planning of in service programme</p><p>2.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The focus of in service training</p><p>2.8 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Importance of in service training.</p><p>2.9 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Summary of related literature</p><p><strong>CHAPTER THREE</strong></p><p>RESEARCH METHODOLOGY</p><p>3.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Design of the study</p><p>3.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Area for the study</p><p>3.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Population for the study</p><p>3.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Sample and sampling procedure</p><p>3.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Instrument for data collection</p><p>3.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Validity of the instrument</p><p>3.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Reliability of the instrument</p><p>3.8 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Method of data collection</p><p>3.9 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Method of data analysis.</p><p><strong>CHAPTER FOUR</strong></p><p>DATA PRESENTATION AND RESULT OF FINDINGS.</p><p><strong>CHAPTER FIVE</strong></p><p>SUMMARY, DISCUSSION AND RECOMMENDATION</p><p>5.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Research findings</p><p>5.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Discussion of findings</p><p>5.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Summary</p><p>5.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Conclusion</p><p>5.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Recommendation</p><p>5.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Suggestion for further study</p><p>5.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Limitations of the study</p><p>Appendices I</p><p>References</p><p><strong>CHAPTER ONE</strong></p><p><strong>INTRODUCTION</strong></p><p><strong>1.1 &nbsp; &nbsp; BACKGROUND OF THE STUDY</strong></p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; In introduction topic a survey of the strategies for improving the functionalities of ins service training of secretaries in a modern business organization in Enugu state, we must first understand when in-service training is all about.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; There are many definition of in service training but I will highlight on just a few in order to see ways of improving its functionalities for a modern secretary.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Otto and Sender (1964) stated that in service training is a continued education of person while they are in service.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Hass (1964) stated that in service training include all activities engaged by professional personnel during service and designed to contribute to professional improvement.</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Dillon Peterson (1981) defines in service training and professional growth for individuals within a respectful, supportive, positive organizational climate having as its ultimate aim to better learning. Having</p> <br><p></p>