The need for an organization to ensure that its workers /staff are sent periodically for appropriate training cannot be over employ sized.

The success of an organization depends on its workers whose skills and attitude contribute immensely. The aim of this study therefore is to bring to notice of employers the importance of periodical training of its staff.

In undertaking this project, the researcher has provided as clearly as possible all explanations definitional and functions required for understanding of the topic and titled treated herein. This project will be beneficial to the Enugu State motor Manufacturing company (Indomie PLC) and also to other Business organization government co-operation and Para stables.









Career development as a phenomenon is regarded as a concern to scholars, researchers, decision makers and human resources experts. These stakeholders in human capital development strive to manage issues such as recruitment, selection, training and development, promotion, and so on emanating from career development. Further, organizations in particular endeavor to manage career development issues and how they affect organizational growth. However, career development is defined as “an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and the organization’s needs” (Byars and Rue, 2004). As obtained in the definition, both the employees’ and organization’ needs are factors into career development. Therefore, the concept of career development can be regarded as a platform that aids employees look beyond their present jobs and prepare for brighter future positions within organizations and sometimes outside the organizations. This process enables organizations to have adequate, required, and formidable human resources for their growth and relevance in the industry. It is worthy to note that some challenges such as restructuring, mergers, acquisitions, etc., have great impact on the approach in which employees and organizations view career.

Career development is not a new issue, but the controversial aspect of it, is who should be responsible for its implementation? Should it be sole responsibility of employees or the employers? However, in the recent past, individuals engage in personal career development (Hall, 2002) by getting involved in personal educational advancement and professional training; which may or may not align with their present organizational goals. On the other hand, organizations may choose to training or develop their employees in alignment to their present needs and also prepare them for future organizational needs (Humphries and Dyer, 2001). Essentially, employers may not be able to retain their trained and developed employees in this present competitive labour market having exposed them to various training and development opportunities, which could be detrimental to the organizational growth

The business competition requires the company to make innovation not only on product produced but also on services quality provided. On the other hand, the company also must be able to defend human resources who owned by the company because they are a component of main resources in the company operational activities. One of ways to maintain the human resources is giving a chance to the fairly career development. Activities in career developmnet can be sponsored by human resources development, the manager and been made individually without depending on company (Ivancevich and Glueck, 1989). Career development looks at the long-term career effectiveness and success of organizational personnel (Decenzo &Robbins, 2010:211). Career development need the involvements of organization and individual efforts. Human resources department and manager efforts related to the organization efforts like held training and development programs and give promotion opportunity. According to Leibowitzet al., (1986), training is used for technical skill taught, while development usually refer to programs that try to improve human relations and conceptual of manager. Human resources department often hold training and development programs for the employees because they are very beneficial of the organization and employee. While, Simamora (2003) said that, “promotion is transferring employee from one job to another job that has higher level in terms of payment, responsibility and the level of organization.” So, when an employee has a good promotion chance, he has done the development of his career.

Workers in contemporary society are expressing a strong desire to pursue more than just a job. They are looking for employment opportunities that promise an extension of their interests, personality and abilities. Then want a variety of things from their jobs besides a pay cheque and a few fringe benefits, and their loyalty to the organization depends upon the degree to which their employer satisfies these wants (Kent & Otte, 1982, Agba, 2004). With improved living standards, workers are no longer satisfied to have just a job and the usual fringe benefits. They want a career that expresses their interests, personality, abilities and that harmonizes with their total life situation. Unfortunately, most employers have failed to recognize this need, and the tools and experiences they provide do not enable workers to develop in their career.

Today an individual’s career is no longer tied to a single organization, as career changes and job mobility have become common phenomena (Rousseau, 1998). To be successful in one’s career, employees today have to balance the relationship between their desire for career growth and their attitudes toward their current organizations. Recent research has shown career growth opportunities to be an important determinant of employee–organizational relationships. Organizations that provide mechanisms for employee career growth create a mutual investment type of relationship with their employees (Tsui, Pearce, Porter, & Tripoli, 1997), a relationship that ties career growth to important outcomes such as organizational commitment (Weng, McElroy, Morrow, & Liu, 2010). However, one would expect that any relationship between career growth and employee outcomes would depend on whether the employee is committed to pursuing a career, rather than simply holding a job, in the first place.

Rather than considering career growth in terms of the general utility of one’s present job for future career outcomes (Bedeian, Kemery, & Pizzolatto, 1991), we use Weng’s (2010) multidimensional conceptualization of career growth. His model suggests that career growth consists of four factors: meeting career goals, developing one’s professional abilities, and receiving promotions, and compensation commensurate with those abilities. In essence, this view of career growth is an individual-level, organization specific, concept. That is, he argues that career growth is a measure of the degree to which an individual perceives that their current organization creates an environment in which the employee is able to meet his/her career-related needs and reinforces those accomplishments through promotions and compensation (Weng et al., 2010). Therefore, this study focuses on the importance of career development as a determinant of organizational growth, a case study of indomie plc.



High salaries, good working conditions, health and dental insurance, retirement plans, stock purchase programmes, reduced work hours, technological advancement, educational reimbursement programmes among others might seem to be the necessary ingredients for individual happiness and fulfillment in the world of work. Despite these benefits, there are many employees at all levels that appear to be dissatisfied and delusion with themselves, their work and their future. Most workers realize that in any organizational setting, they must have opportunities for continuing growth and advancement if they are to be satisfied. Where the employer can provide the worker with these opportunities, a proper attitude of loyalty and satisfaction can be developed and performance enhanced.

In the past, the word “work” often had a negative connotation, implying something that was done for economic survival and was not expected to provide personal employment. Most workers today are looking for a career that means something more than just a job with the usual fringe benefits. These problems necessitates the need to carry out a study on the importance of career development as a determinant of organizational growth, a case study of indomie plc.


1.3 Research Questions

  1. What type of career development programmes is available to workers in Indomie PLC?
  2. How often is development programmes mounted for workers in Indomie PLC?
  3. What are the impacts of career development programmes on the productivity of the workers?

1.4 Objectives of the study

The main objective of this is to assess the career development programme provided to the workers in Indomie PLC manufacturing company in Enugu, Enugu State of Nigeria. Specifically, the study intends to:

  1. Identify the type of career development programmes available to the workers in Indomie PLC.
  2. Ascertain how often the development programmes are mounted for workers.
  3. Determine the impact of career development programmes on the worker’s productivity in the Indomie PLC.


1.5 Statement of Hypotheses

The under listed null hypotheses were tested in this study at 0.05 level of significance.

H01: There is no significance difference between the mean ratings of senior and junior employers regarding the type of career development programmes available to workers in Indomie PLC.

H02: There is no significance difference between the mean ratings of experience and inexperience employers in respect of how often the development programmes are mounted for workers in Indomie PLC.



The focus of the study is primarily on training development of workers in Indomie PLC as they contribute towards the realization of the set objective of the organization and various ways through which training and development were conducted for the workers. How worker a being selected and what factors should  be satisfied in order to enable them improve their productivity.

Generally therefore the study focuses on how training and development can help in solving the problem of low productivity.

The importance of the study endeavuor it to highlight or why organization accord much emphases on the training and development and why it is regarded as a vital human resources management system.

This system will be limited to the workers training and development in a organization in general and Indomie PLC in particular.


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