In this essay, effort were made to
identify the quality of manpower training and development carried out in the
banking sector in relation to method used in determining training need of an
employee, training technique, training evaluation methods and training
constraints followings a systematic procedure of training.
It was also discovered in the course
of study the right method of carrying out training and the problems encountered
in carrying out a quality for employees.
Such problems include inadequate
time that is allocated to training, inadequate equipment; obsolesce of
knowledge, skill and attitude and also equipment of training.
It is therefore concluded that in
order to impact a quality manpower training on employee more time should be
allocated to training as well as provision of more effective training equipment
and above all training should be a continuous process to avoid obsolesce.
Title page i
Table of content vii
1.0 Background of the study 1
introduction of the study 2
1.2 Objectives of the study 6
1.3 Scope and limitations of study 6
1.4 Hypothesis 7
1.5 Research methodology 8
1.6 Outline of the study 9
1.7 Definition of terms 10
Literature review 14
2.0 Introduction 14
of manpower training and development 15
2.2 Why do we train? 18
2.3 Training versus learning 22
2.4 Nature and characteristics learning 24
2.5 Purpose of learning activities 26
2.6 Learning theories 26
2.7 Styles of learning 30
2.8 Learning and the learner 30
2.9 Barriers to learning 31
2.10 Systematic model of training 32
2.11 Identifying the training needs 34
2.12 Analysis of training needs 40
2.13 Specifying the job 41
2.14 Writing training objectives 42
2.15 Training designs 44
2.16 Training programme and internal
2.17 External validation and evaluation 51
2.18 Training and development techniques 57
2.19 Problems of quality manpower training and development 61
Research methodology 63
3.1 Collection of data 63
3.2 The sample size 64
3.3 Research instrument used 65
3.4 Method of administering of
3.5 Limitation of the research
4.0 Data presentation, analysis and
analysis, interpretation and presentation 68
4.2 Analysis and interpretation
(personal data) 68
4.3 Training needs analysis and
4.4 Returns on training and investment
analysis and interpretation 75
4.5 Constraints analysis and
4.6 General findings 81
5.0 Summary of findings, conclusion and
of findings 83
5.2 Conclusions 83
5.3 Recommendation 85
Corporate Profile on Guaranty Trust
BACKGROUND OF THE
Training when referred to the banking sector can be seen
as a systematic acquisition of skills, role, concepts or attitude that results
in improved performance in a working environment ( Goldstein 1974).
Inspite of vigourous efforts by both government and
banking industries to improve the skills knowledge ad attitudes through the
formation of institutions of training like FITC, (Financial institution
training center), high budgets on training programme by banks and employees
qualities still become obsolete, morals depends and wrong attitude still
Quality training should be given to bankers both old
and new if not for anything else. It
will make the bank as a whole to stand out in the mist of this modern banks
with a good management and efficient system of organization.
It is therefore the intention of this study to
highlight the usefulness as well as the quality of manpower training and
development that will be needed or useful and also how the training functional
is been useful and also how the training functions is been used in guarantee
trust Bank in cope with adverse consequences which the rapid change in
environmental elements have on employee skill, knowledge and attitude. Likewise the method employed which might be
found useful by any organization that need to improve its manpower training,.
INTRODUCTION OF THE STUDY
The human beings is unique resources required peculiar
qualities in whoever attempts to work with it scientific management as
traditionally understood, assume that people work best if organized, like
machine that is if liked I serious we know now that this is not correct people
work well in two ways, either alone as individuals or as a team.
Therefore there is need to organize men for work.
Organizing men for work also means putting the man on the job he will do best
and training him in the place he
can perform well.
Am features that distinguish contemporary life from
life in the ancient time is that it is dominated by large complex and formal
organisitions. According to Sofer (1992).
Every where and every day. The modern man is born into
organization, lives in organization and dies in a organisation.
An organization mostly comes together in pursue of
certain objectives which mostly might be maximization of profit.
Organization therefore has many definitions:
According to Oliver sheldeon (1923) “organization is
the process of combining the work which individuals or groups has to perform
with the facilities necessary for its execution. In that the duties so performed provide the best
channels for the efficinet, systematic, positive and co-ordinated application
of the available effort”.
Organization consist of people and sole aim of good
management is to engineer people to effectively use organization al resources
to achieve stated goals.
One of the resources, which is a main tool of
management. Is the manpower which is the personnel, you have in you
organization but the good people are not easy to identify.
We also know that a true top performer require deeper
digging and finding signs of proof that a candidate can love up to his or her
own type and deliver maximum contribution to the organization, is very
difficult. That is why in every organization, there is need for man. Power
planning which is a planned and organized continuous process from recruitment
of staff to retirement of personnel which, is an important ingredient in the
“recope” for successful management.
Management therefore should take cognizance of manpower
training and development in an organization hence should always be in check.
One to improved technology, the constant charge in time
and obsolesce of already developed
manpower, there is this increased demand for skilled and professionally
trained people in an organization. And this group of skilled people mostly
include graduates and experienced employees seeking for higher level of
Research has show that if an organization goes on to
employ already trained professional, more cost will be resolved. In that, the
professionals will demand for a high play in salaries and this will mean that
there will be no job security because if the professional are found absolute
will be retrenched in this case, management prefer to increase the standard of
human resources they already have by arranging training programmes for there
employees from time to time. Efforts should be made by management to train. Its
employees in a way that while the new entrants are trained to ensure proper
integration into organizational system. The old hands are trained to learn new
“tricks” to cope with changing environments. This will not only help bankers to
achieve their individual goal of personnel development, self worth and sense of
accomplishment but also help in achieving the organization goals which in turn
lead to growth and development of the country in general.
OBJECTIVES OF THE
This study is aimed at:
of manpower training and development in Guarantee Trust Bank.
mechanism/methods employed by guarantee Trust Bank in determining training
methods employed in evaluating training in Guarantee Trust Bank.
effects of training in guarantee trust Bank.
factors that hinder employee training and development in Guarantee Trust Bank
contributions which may be useful to any organization interested in achieving
its goals through a quality manpower training and development.
LIMITATION OF STUDY
Due to financial and time constraints and the need to
produce a balances research, this study particularly pays attention to a
qualified staff training and development as a planned efforts aimed at
upgrading personnel performances which in turn lead to attainment of
organizational goals in banking sector using Guarantee Trust Bank Plc, as a
basic of analysis.
The following situation might also limit the validity
of the funding of research study:
Considering the tight work schedule and work pressures
seen in banking industries, retrieval and getting employees interview could be
In situation where the management does not want to
expose the bank to the public. Hence perusal of achieves might be difficult.
Collection of data might be restricted in
a particular aspect of the bank.
Then vital information for work will be held back.
In this study, the following hypothesis is hereby
That training of
employees contributes to the growth and economic well being of the
That lack of
trained personnel in an organization.
That when you train
a worker improve his skills, knowledge and attitude towards his work and this
can enhance greater productivity.
reduced supervision of work and reduce time.
That the success
and future of a bank depends on quality of manpower training and development
That new employees
could be attracted to the organization as a result of effective training.
For the purpose of
this study, the use of both primary and secondary data will be adopted.
The primary source of data will be adopted by use of
questionnaire approach and interview.
Questions will be set so as to elicit some vital
information on correlation to the objectives and the hypothesis defined in this
The secondary source of data for this work include
information from the daily newspapers in journals having information on
training and development of manpower in Banks.
Information collected from this source will complement
further whatever data that might be collected through the primary source.
OUTLINE OF THE
This study deals
with the quality of manpower training and development in Banking sector. This
is put together from chapter one to fiver. Where chapter one highlights the
background, the objectives and hypothesis to the study as well as the scope and
limitations and also definitions of terms related to the study.
While chapter two, is all about literature review where
various literature are consulted on topics relations to the study.
Starting with the preamble, to the usefulness of
training and development of manpower in banking industry, its relation to education
for also the methods and process necessary for training and development.
Likewise the historical background of guarantee trust bank on which this study
is based on.
Chapter four, is all about the analysis and
interpretation of data, this is where the data collected in chapter three is
presented , analysed and interpreted.
Finally, chapter five, where the findings,
recommendation and conclusion are laid out and other contribution which will be
necessary for the organization interest.
DEFINITION OF TERMS
The following terms will be defined according to the
way or manner in which they are used in this study.
King (1964) very simply says that “Training amount to
provide he conditions in which people an learn effectively.
Though, it one thing that can transform some one from a
raw materials to a finished product.
Training is an act whereby you give teaching and
practice to someone in order to bring to a desired standard of behaviour
efficiency or physical condition.
This can also be referred as human resource and it is
defined as energies, skill talent, knowledge and intelligence available in a
country. Therefore management depends on manpower not just hands that
manipulate machines but also browns to achieve organization goals.
Development means the enlargement of personnel
potentials through the acquisition of benefits, values, skills and knowledge.
It is a process which aims at educating employees beyond the requirement to
their present position so that they will be prepared for promotion and also be
able to take a broader view of their role in the organization.
Degree of excellence, relative nature of kind or
character of faculty, skill accomplishment, characteristics traits, mentals or
Manpower planning generally refers to a wide range of
activities which are geared to the enhancement of development and utilization
of human potentials (their knowledge talents, skills and energies) of a country
or sector of the economy.
The word competence describes the set of behaviours and
characteristics, which employees apply in practice in order to be able to
The act of finding out, deciding or the amount of
values of something.
This it is a systematic process by which pertinent data
are collected and converted into information for measuring the effects of
training helping in decision making, documenting results to be used in program
improvement are providing a method for determine the quality of training