Abstract
This
research work on the impact of training and development of human resource as a
critical factor in banking sector a case study of First bank of Nigerian plc.
The main objective of the study is to evaluate the effect of training and
development of human resource in bank operation. The population of study which
is the employees of First Bank of Nigeria plc main branch and as it stands is a
total of 100, while the sample size is 80. During the research process the
researcher collected data from two source the primary and the secondary source
of data were gotten from questionnaires administered to the employee of First
bank plc while secondary data were gotten from textbook, journals, publication
and manual. In determining sample size, the researcher used yaro yamene
formular. For determining sample size as quoted in Nigeria, n –N/1 + N (e)2 in
the act to determine finding the techniques used was descriptive survey and
descriptive analysis was based on answer to research quotation that were
formulated. On the base of the above finding, the researcher recommended among
others that First Bank of Nigeria plc main branch, Okpara Avenue Enugu should
implement effectively and progressively any training plans or budget to ensure
improvement in banking operation. The management should build good and mutual
relationship with workers, so as to create a conducive working environment. In
order to encourage workers to put in their best in what they do.
TABLE OF
CONTENTS
Cover page
Title page
Certification
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER
ONE: INTRODUCTION
1.1 Background
of the study
1.2 Statement
of the problem
1.3 Purpose
of the study
1.4 Significance
of the study
1.5 Research
question
1.6 Research
Hypothesis
1.7 Scope /
delimitation of the study
CHAPTER TWO: RELATED LITERATURE REVIEW
2.1 Theoretical
framework for the study
2.2 Review
of Related literature
2.3 Method
and techniques for determination training needs
2.4 Current
literature on theories
2.5 Effectiveness
of training and development
2.6 Summary
CHAPTER THREE: RESEARCH DESING AND METHODOLOGY
3.1 Design
of the study
3.2 Area of
the study
3.3 Population
of the study
3.4 Sample
and sampling techniques
3.5 Instrument
for data collection
3.6 Validation
of the instrument
3.7 Distribution
and retrieval of instrument
3.8 Method
of data Analysis
CHAPTER 4
4.1 Data
presentation and Analysis data presentation
CHAPTER 5:
SUMMARY, CONCLUSION AND RECOMMEDATION
5.1 Summary
of finding
5.2 Conclusion
5.3 Recommendation
5.4 Limitations
of the study
5.5 Suggestion
for further research
CHAPTER 1
1.1 INTRODUCTION
Many years ago,
the concept of
training and development
were misunderstood and not given full consideration in most Nigeria
organization. Today the situation has change totally, such that many
organization, business and non business organization has come to realize the
need for training and development of employee as vital for organization
development and operation.
Training and
development has started since the existence of man, as the action of man is
directed on what to do and when to do it. Just as a little child is trained on
various ways of walking, standing and sitting, it is done in order to develop
the child with skills to adapt to his environment.
1.1 Background of the study
The above statement is applicable to an
employee, in order to train him so as to be able to adapt to the environment
and organization which he finds himself. With this, it is clear that every
organization need to train its employee so that there will be improved growth
and productivity. According to Abolo, E.M. (2000), Banking business in Nigeria
started in 1892 by African Banking Corporation. The bank was taken over by now
standard bank, now First Bank in 1894.
The two expatriate
banks dominated the banking scene until 1933, when National bank of Nigeria was
established. Many indigenous banks were established between 1929.
But most of them failed due to probably, lack of training and development. Only
three indigenous banks and the two foreign banks survived the period, by 1952,
the first bank ordinance was introduced, it stipulated the minimum capital
based and licensing for banks. The period that followed, 1952 to 1962 and 1970,
there was no new banks establish in Nigeria, presumably because of the impact
of regulations and the civil war (1967 –1970).
The periods of 1959
–1986 witnessed the era of regulation. The central bank of Nigeria was
established in 1969 with the aim to promote and integrate the Nigeria financial
system. The central bank of Nigeria encouraged the development of money and
capital markets. It also encourages the banking industry. Other useful
development within the period that affected human resource development in banks
is:
a.
The companies Decree (1968). Which made
it mandatory for all companies in Nigeria, including banks to register locally
and b subjected to Nigeria laws?
b.
Indigenization Decree (19720, which
introduced the system of deliberate Nigerianization.
c.
The acquisition of controlling shares in
the three big expatriate banks. The period 1986, to date is called the second Banking
Boom Era, because of the rapidity with which banks were established due to
deregulation of the economy. The government and private
sector rely on bank for allocation of human resources. In 1986, banking
industry had 12(twelve) merchant and 29(twenty-nine) commercial banks. By
December 1990, there was 48(forty-eight) merchant banks and 58(fifty-eight)
commercial banks apart from 5(five) development banks established in 1989. A
unit banking system meant mainly for rural communities started springing up
towards the end of 1990. As at may 1991, there were 120(0ne hundred and twenty)
merchant and commercial banks excluding central bank of Nigeria, four
development banks, people banks and community banks.
The
federal savings bank
was recently converted
to what they
call a whole “commercial
banks” instead of being a the industry and financial system as a whole has over
stretched the management cadre of banks. It has created upliftment and
promotion for many staff training and retraining to maintain a high level of
competence within the industry.
1.2 Statement
of the problem
Before the establishment of central bank
in 1959, training of Nigeria bankers was not taken serious by most banks.
Especially the foreign owned banks. In every organization or sector all over
the world, the management sets up the organizations goals and ways of achieving
these goals (First Bank of Nigeria Plc). Is not exception Ejiofor
(1981:248 –249) states that for an organization to attain this goals
effectively and efficiently. Workers are taken very important and necessary.
And to keep and maintain these workers, they should be trained and developed,
and also be familiarized with the new trend in existence.
Many organizations have
not been able to identify the important of training and development. These
questions were being asked by Rosenberger why some organization performs better
than other? Why it is that organization or sectors has not been able to perform
efficiently? Why is it that training and development is rarely considered
necessary in some?
1.3 Objective of the study
Following
the topic under discussion, the objective includes the following;
1.
To determined influence of training and
development of human resource on the operation of banks.
2.
To help provide an opportunity and broad
structure for the development of human resource technical and be behavioural
skills in the bank.
3.
To find out if staff of the banks see
the training and development programme as motivation and means of job enrichment
and satisfaction.
4.
To determine the number of bank staff
trained each year and how it affects their performance at work.
5.
To
evaluate worker performance before and after training courses.
6.
To make recommendations where
appropriate to the banks in other more meaningful, it human resource training
and development.
7.
To improve upon the quality of work and
life in the bank.
8.
To determine the problem banks encounter
in carrying out training and development of its staff.
1.4 Significance of the study
For training and
development of human resource of have effect on bank operation, its objectives,
benefits and process must be clearly stated and understood, for the benefit of
those who are expected to gain form it. The study is expected to be of beneficent
for the following. Banks in Nigeria; the study with help the manager of the
bank in Nigeria improve the quality of the staff with particular reference to
first bank Plc, main branch Enugu.
Bank customers; an
improved banking service with help eliminate waste of time in the bank before
attention is given to customers.
Banking ot Economy: the
research work will help rebuild all bettered economy. Banking staffs; when bank
realize the need for human resource training and development, their employee
with have greater opportunity of being training. It will help to develop and
shape their future.
1.5 Research question
The research question
formulated by he researcher for he purpose of this study includes the
following:
a) How
do trading and development of human resource help in achieving banks goals?
b) What proportion of the staff is training a
manually?
c) Do
training and development of human resources have any influence on the level of
performance of the bank?
d) What
types of training and development of human resources programmes are available
in the banks.
e) Do
training and development of human resources have any effect on improving
profitability of the banks?
1.6 Research
hypothesis
As it is known in the
actual sense that at the beginning of very research work is hypothesis as it
help the researcher to design and plan his enquiring, choose his method of date
collection, make use of statistical tools of his choice to carry out the study
effectively. Based on the study training and development of human resources as
a critical factor in bank operation study of first bank of Nigeria Plc main
Branch, Okpara Avenue, Enugu.
H0: Training
and development does not improve the level of job performance of the staff of
the banks.
Hi: Training
and development does improve the level of job performance of the staff of the
banks.
H0: Training and development opportunities do not
motivate workers.
Hi: Training and development opportunities do
not motivate workers.
H0: Training
and development of human resources fo not improve the profitability position of
banks.
Hi: Training
and development of human resources do improve the profitability position of
banks.
1.7 Scope / delimitation of the study
Looking at the topic of
this study, the aim of covering all objectives of the corporation (FBN PLC)
Enugu main branch the benefit to other organization in Nigeria in their
training and development of human resources which help improve individual
worker performance and that of the entire company.
Training and development is vital and significant to all
organization both private and public sector. But this study is focusing on the
bank of Nigeria on first bank of Nigeria Plc main branch, Okpara Avenue Enugu.
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