The Effect of Learning and Development on Employees’ Career Development in NNPC

Olive U Egbuta

doi:10.7176/jrdm/56-05

Abstract

The study examine investigate the effect of learning and development practices on employee career development in NNPC. The study adopted descriptive survey research design. The population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years and sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. The obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. The results revealed that learning and development have a significant effect in employee career development in NNPC. The also revealed that that learning and development policy satisfies the career development needs of the employees of the Corporation. But, there is no established career path for every employee and professional groups in NNPC. The study concludes that learning and development practices have significant effect on Employee Career Development in NNPC. The study recommended that NNPC should improve and expand their training programmes for employees by encouraging more employees’ participation and free flow of information to enable all the staff aware of the Learning and development programme available both locally and internationally. Keywords: Learning and development practice, Employees career development, NNPC, Corporations, Nigeria DOI : 10.7176/JRDM/56-05 Publication date :June 30 th 2019

Highlights

A vast body of human resources management literature has focused on offering explanation on career development programs aimed at improving performance and productivity in organizations (Patton & McMahon, 2006; Wane, 2016)
The remaining 309 copies of the questionnaire could not be retrieved because the participants did not continue with the study while others were not properly filled or mutilated. This response rate is considered sufficient for making inferences and drawing conclusions from the research data. 4.1 Descriptive Statistics The study sought to determine the extent to which respondents agreed with the following statements assessing the learning and development practices in National Petroleum Corporation (NNPC) and employee career development
From the data, it can be adduced that the detailed Training Plans of the Corporation is acceptable to the employees because there is an alignment with individual Career development and the Training received are monitored and evaluated on performance and the consequence of this, is that the NNPC is getting much value for the huge amount of resources the corporation invests in Learning and Development

Summary

Introduction

A vast body of human resources management literature has focused on offering explanation on career development programs aimed at improving performance and productivity in organizations (Patton & McMahon, 2006; Wane, 2016). Career development programs are functions of human resource management that develop the work life and identify competencies required by individual staff to manage their career objective which should be in line with organization objective. They include organizational career planning, employee coaching and mentoring, career counselling, talent management and training and development programs (Prince, 2005). It is the combination and sequence of roles played by a person during the course of a work lifetime (Donald, 2004)

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