CHAPTER THREE
Introduction -------------------------------------------------
27 Research Design ------------------------------------------- 27 Restatement
of Research Questions ---------------------28 Population of the study ------------------------------------29
Sample size --------------------------------------------------30 Data Collection
Instrument -------------------------------30 Sources of Data Collection
--------------------------------31 Data Analysis Techniques --------------------------------31
Limitation of the Methodology ---------------------------32 References --------------------------------------------------33
Chapter Four
Data Analysis and Interpretation ---------------34
- 54
Chapter Five
Summary-----------------------------------------------------55
Conclusion------------------------------------------------56
Recommendation
--------------------------------------- 61
Suggestion for further
study ---------------------------63 References ------------------------------------------------64
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
The need for training and development in an organization is of paramount
importat'1.ce since training and development are at the heart of employee
utilization, productivity, commitment, motivation and growth.
Employee - development and training is part of the personnel manager's
functions. The major reason for training and training in skills is to bring the
competencies of individuals up to desired standards for present or potential
assignments. Most organization or firms are 'having training programmes for
their employees for which they employ modern techniques (Fanibuyan, 2001).
Hence, training could be defined as the systematic process of altering the
behaviour and or attitudes of employees in a direction to increase
organizational goal achievement or is an effort by the employer to provide
opportunities for' the employee to acquire job - related skills attitudes and
knowledge (Banjoko, 2000).
Management development programmes are generally aimed at educating
supervision, employees above' and beyond the immediate technical requirements
of the job and has a main objective of the
improvement of the effective performance of all managers.
The role of the management in staff training is based on the premise that
human resources are the most dynamic staff of the resources of every
organization. It needs considerable attention from the organization, it they
are to realize full potentials in their work. Staff is crucial but expensive
In order to sustain economic 'and effective performance, it is importance
to optimize the contribution of employees to' the aims and goals of the
organization; training should be viewed therefore as an integral part of the
process of total quality management.
Training and development also improves productivity of the individual and
organization concerned and also contributes to manpower development of the
nation. Training is also seen as a motivator, which propels individual worker
to satisfy basic drives, affiliation and the need for achievement, which in
order worlds indicates the desire for productivity.
Training can be an instrument of change, if an organization accepts the
search for greater efficiency as a never ending one and strives to adapt to
change, the environment in which the organization works
is continually changing. These changes result from many factors - new
orientation on policy and tempo of work by a new administration, adverse trends
in economic situation, change in political climate and the lost of other
changes.
In a nut shell, manpower training and development deals with taking stock of
the present manpower of the organization and forecasting against the future
need of manpower of. the organization. The process involves making plans for
analysis for recruitment, discharge, transfer, leaves and promotion.
1.2 STATEMENT OF THE PROBLEM
Most African counties of which Nigeria is one, have been experiencing
economic recession for over a decade now.' This situation has made supply of
labour to exceed demand for it. Hence, most organization tend not to embark on
training programmes for workers with the belief that they could easily get a
replacement from any worker that does not meet up to the set standard.
Among problems that could emanate from such act are: low productivity of
workers, low quality output, increased wastage, low profitability, low
pre-capital income, absenteeism, and general survival of the firm and the
estate in their highly dynamic Nigeria business environment. Most organizations
have not lived up to the expectation in the area of human resource and training
and development. This then underscores the need for a closer look at the·
manpower training and development activities of United Bank for Africa (UBA),
with view to evaluating its effectiveness.
1.3 RESEARCH QUESTIONS
The problems, which most organizations are now facing, are the inability to
attract and retain competent professional manpower. This has led to the
shortage of adequate trained manpower for effective organizational operation.
In the light of the above, the problem of manpower
training will be looked at by providing answer to the following research
questions.
i.
How does United Bank for Africa PIc.
(UBA) determine its training needs?
ii.
Does training and development enhance
organizational effectiveness?
iii. Is there any significant, relationship between manpower training and employee productivity?
iv.
What major facilities can effectively
enhance training and development?
v.
What are the problems/constraints are
confronting the organization in the realization of its training objectives?
1.4 OBJECTIVE OF
THE STUDY
The objective of this research study is to identify and establish in
precise term to what extent the role of manpower training and development in
the achievement of the organizational objectives in the banking sector, using
the United Bank for Africa (UBA) Plc, as a case study includes.
i.
To know hoe UBA determine its
training need.
ii.
To ascertain whether training and
development enhance organizational effectiveness
iii.
To determine whether there any
significant relationship exist between manpower training and employees
productivity.
iv.
To examine the adequacy of the
organization training facilities in the realization of the training and development
objectives.
v.
To examine the benefits and purpose
of the manpower training and development to the organization and individual
employees.
vi.
Finally, to give recommendation where
significant deviation are noticed.
1.5 STATEMENT OF RESEARCH HYPOTHESES
Hypothesis is a conjectural statement about the relationship that needs to
be tested and subsequently accepted or rejected. Taking this
definition into consideration, the following hypothesis will be formulated and
later tested· to ascertain their validity or otherwise.
i. Ho: Manpower training
and development does not enhance organizational effectiveness and employee's
productivity.
Hi: Manpower training and development
enhance organizational effectiveness and employee's productivity.
ii. Ho: There is no direct relationship
between training facilities and level of productivity.
Hi: There is direct relationship between training facilities and level of
productivity.
1.6 SIGNIFICANCE OF
THE STUDY
This research is aimed at encouraging the management of banking sector
especially and other private or government owned business organization in
identifying the essential training in manpower development.
The banking sector, United Bank for Africa (UBA) PIc., as a case study of
this research is the engine that enable money to play those roles effectively
and is significance to any economy therefore, cannot be contested. So any
effort aimed at enabling the sector meets the challenges it faces, as it plays
its roles in the society can be considered worthwhile, and management of the
banking institution will be the major beneficiaries of the result of this
study.
It is also hoped to better off the entire personnel with the knowledge
which the research study will, elicit since it is already acknowledge that
human resources are crucial to the achievement of the organizational goals and
training is the primary source of creativity, innovation and improvement. So, it must f be made to play a
major role In the process of increasing productivity and gearing overall· economic
development of the country.
1.7 SCOPE AND
LIMITATION OF THE STUDY
This research study will cover all aspect of manpower training and
development, the management policies and the direction of training activities
and its implementation and effectiveness will also be examined and narrowed to
the information gathered on the field and those derived from individual bank
publications. It is important to bring up at this stage that these were also
some constraints that were militating against this research study like finance
because at this period of economic crunch the cost of transportation and
materials are very high, and also the little time within which this research is
to be carried out will constitute a major impediment to the completion of this
study.
This research study may not be without its own limitation as this study
shall be limited or centred on the banking institutions of Nigeria economics
with the United Bank for Africa (UBA) Plc, as a case study.
However, attempt would be made to ensure success of the research and
considerable efforts will be made to utilize literature research extensively.
1.8 ORGANISATION OF
THE STUDY
This research study divided into five' chapters. In chapter one, the
introduction part, the background of the study, the statement of the research
problem, and hypothesis will be discussed. Chapter two will deal with the
theoretical framework and the literature review.
The methodology analysis will be examined in chapter three. Data
presentation, analysis and interpretation will be covered in chapter four while
the concluding part of the research work will be chapter five where in a
nutshell, the summary, conclusion and the recommendation will be discussed.
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