TABLE OF CONTENTS
Statement of problem
Objective of the study
1.4 Scope and limitation of the
1.5 Significance of the study
Definition of terms
2.1 Rational for theoretical framework
2.2 The basic purpose of human capital
Training as a part of effective enterprise
2.4 Designing a training programme
Programme design and evaluation
2.5 The training method
3.0 RESEARCH METHODOLOGY
3.1 Research method and design
3.2 Method and sources of data collection
3.4 Population and sample size
3.5 Analysis of data
4.0 INTRODUCTION AND DATA PRESENTATION
Core research questions
4.2 Test of hypothesis
5.0 SUMMARY, CONCLUSION AND RECOMMENDATION
5.5 Limitations of the study
is a process were by individuals acquire knowledge, skill and attitude through
experience, reflection, study or instruction.
is also planned process to modify attitude, knowledge, skill, behaviour, etc
through learning acquire effective performance in an activity or range of
activities. The purpose of training is to develop the ability of an individual
to satisfy current and future manpower needed to supplement education or to
train for taking up higher responsibilities.
is available for both new and existing staff of any organisation, although the
new recruit might already have appropriate skill and good attitude in all
profile, human capital development will help to sharpen both areas so that
better performance can be achieved both new and existing staff even well
established staff may need skill refinement and upgrading.
Human capital development may be formal or
informal. Some organisations invest in and develop their own high quality
training facilities and run a regular series of introductory and refresher
courses in house. This has the advantage of ensuring that the training is
relevant to the organization and its business as well as signifying an on-going
commitment to staff development.
and Informal training appears to have existing as long as origin of man and
this has been accorded varied status in human life. With advantage in
knowledge, practice and technology, training and manpower development have
become sophisticated and resource consuming. It has also been stressed that
training and manpower development is an art and a science in its own right.
at establishing the actual meaning and manpower development is beneficial to us
at this point.
to Hassling (1971) “training is sequence behaviour in other to attain a stated
objective”. In the same vein, M. Turrel (1980) defined manpower development as
the way in which a person’s performance and potentials are development by
training and education. Education itself is the systematic instruction given
for the development of character and mental powers. It is the basic form of
training given for the enlighten of the mind through the process of social
facilitation. In fact, education, training and development are distinguishable
but not separable as a result of their close interrelationship and
human resources available to an organisation constitutes its life wire and
therefore the need for its training and retraining for efficient performance
has become a major importance to management of all type of work and
organization. The centrepiece of any organization is the workforce. Hence, the
need for adequate training and development of its entire of its entire
workforce should be paramount.
these reason that the banking industry lay so much emphasis on training and
development so as to be able to meet the demand of its numerous customers. The
banking industry in Nigeria
is no longer what it used to be. There is high rate of competition in both the
first and generation banks. As a result of this trend the need for adequate
training and its manpower development so as to be able to meet the challenges
and the sophisticate nature of their numerous customers. Banks as we know are
not charity or gratuitous organization. They are established to make profit
via-a-vis contributing to the economic development of the society. For all of
these to be achieved, training and retraining of the entire workforce as well
as its manpower development as well as its manpower development should be their
main focus. This will enable them to meet the expectation of their customers
through quick service delivery.
the above there is no doubt that successful training or manpower development
programme id of major importance and would be beneficial first to the trained
manpower, the organization and the society at large. However, it is worth
mentioning that a training and manpower development programme that fulfils the
desired end of a product of certain processes and practices.
train is always with a purpose. It is a means for maintenance and improvement
for the level of performance of a person in a section or a development.
Training costs money in terms of time and resources. Therefore, training as
tool of management should be used judiciously and the knowledge acquired should
be applied. There must be a direct relationship between performance problem
that are business priorities and the training event that are used to overcome
the problem. The impact of training is for upgrading performance e.g. improved
layout of plant and equipment, improved system and procedures, restructuring of
job, etc. any job has training implication but it should be ensured that when
training is proposed it is cost effective
STATEMENT OF PROBLEM
has been a growing emphasis on professionalism, growing, bureaucracy,
competitive growth, rise in the education level with demand for better
leadership, all throw the need for a better equipped workforce. As a result of
the growing rate of competition in the banking industry in Nigeria there
has been a growing need for mechanization and automation of the banking process
and procedures. They employment of high technologically based service delivery
the sophisticated nature and development inevitable.
is a new trend blowing across the world that is globalisation, e-commerce,
e-banking and universal banking. All of these pose challenges to the twenty
first century bankers. And all of these innovations need great skill to be able
to meet future objectives of the organization became all of them are operated
through online. And these need training and retraining of the entire workforce
so as to be able to bridge the gap which may exist as a result of these new
The banking industry in Nigeria
has been revolutionized. The banks have all been restructured according to
their various capacities. Hi-tech equipment has been employed to carryout daily
transaction with ease. But the problem here is that the personnel to handle
these advance system require to as well as development so as to be able to meet
the required standard of performance.
the financial implications of training the growing concern here is how often
with all these banks training their personnel in skill acquisition so as to be
able to various position and responsibilities. Another problem is the feeling
of job insecurity amongst various categories of staff as a result of automation
of operation. Another problem area we have is the sustenance of these
OBJECTIVE OF THE
define an objective as an intent communicated by a statement describing a
proposed change in a learner, a statement of what the learner is to be like
when he has what the learner is to be like when he has successfully completed
and manpower development objective are very important in that they assist the
personnel assigned to the training department to accomplishment of desired
result as well as focus their activities towards the training department. Besides,
in the absence of clear objectives, special training objective also prevent
them from spending their time and energies on irrelevant matters. The
objectives of training are associated with overall goal and priorities and must
be realistic practicable, meaningful and quantifiable. Others include
involvement of all concerned, coverage of key result areas, and finally it must
objective of this study is to identify the primary objective of training in an
organization as that of ensuring the efficiency and the most optimal use of its
human resources. Generally, there are principal objectives training the bases
of which are training policies, strategies and action.
Have training and
development improved the quality of service in the bank?
Does the introduction
of advance computer system improve the efficiency and profitability of the
Have training and
development been able to promoted accountability in the bank?
Does training modify
behaviour, attitude, skill and knowledge of individual staff?
Have training and
development been able to bring sanity to the banking industry vis-à-vis zenith
Do training and
development motivate staff?
SCOPE AND LIMITATION
OF THE STUDY
scope of the research study cover the comprehensive appraisal of the cost,
benefit and status of training and manpower- development- It also provides an
insight to ethical standard in which training and development evolved.
also covers the effect of emergence of technology in banking activities. The
study will cover a period of 5yrs i.e from 2005-2009.
to time and financial constants, I will not be able to cover all the banks in
the country. My study will therefore be limited to zenith bank only more so
this is the bank I have chosen as my case study.
SIGNIFICANCE OF THE
bank as a major organization in bank industry in Nigeria stands to benefit from the
finding of the study. It will know the efficiency of its training and
development programmes, Recommendations in this training and development
policies as well.
from assisting the organization to achieve set objectives, trained and manpower
could project the right kind of image of the organization to the outside world.
This could influence more customers and attract the right type of employees to
the organization. It could also improve the public relations practice in the