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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 main branch Enugu. 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.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
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. 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 development bank. The rapid
growth within 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 oned
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?
In giving answers to these questions, it is important to determine the following areas:
1. Identify potential training needs of job existing.
2. Identify individual performance level.
3. Identify post training performance with respect to the training and development objectives.
4. Identify the huge sum of money and other resource usually inputed
into training of the employees of First Bank of Nigeria Plc.
The need to find solution to this problem can badly be over emphasized.
It is so order to correct the impression that has been created into the
mind. Executive who believe that there is no effect in investing fund in
training and development of employees in the bank.
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 SCOPE OF THE STUDY
Looking on the topic of this study the aim at covering all the above
mentioned objectives. The study the Enugu main branch of Nigerian Plc.
The finding made in the research is not only beneficial to bank
operation, but also beneficial to other organization in Nigerian in
their training and development of human resource, which help improve
individual worker performance and that of the entire company.
1.5 RESEARCH QUESTION
The research question formulated by the researcher for the purpose of this study includes the following:
1. How does training and development of human resource help in achieving banks goals?
2. What proportion of the staff is trained annually?
3. Did training and development of human resources have any influence on the level of performance of the banks?
4. What type of training and development of human programmes are available in the banks.
5. Did 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 data. Collection, make use of
statistical tools of his choice to carry out the study effectively.
Based on the study training and development of human resource as a
critical factor in Bank operation study of First Bank of Nigeria Plc
Main Branch, Okpara Avenue, Enugu.
Ho: Training and development doe 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.
Ho: Training and development opportunities do not motivate workers.
Hi: Training and development opportunities do not motivate workers.
Ho: Training and development of human resources do not improve the profitability position of banks.
Hi: Training and development of human resource do improve the profitability position of banks.
1.7 SIGNIFICANCE OF THE STUDY
For training and development of human resource to have effect on bank
operation, its objectives, benefits and process must be dearly stated
and understood for the benefit of those who are expected to gain from
it. The study is expected to be of benefit to the following.
1. Banks in Nigeria: The study will help the management of the bank in
Nigeria to improve the quality of the staff with particular reference to
first bank plc, main branch Enugu.
2. Bank Customers: An improved banking service will help eliminate waste
of time in the bank before attention is given to customers.
3. Nigeria Economy: The research work will help rebuild all battered economy.
4. Bank Staff: When bank realize the need for human resource training
and development, their employee will have greater opportunity of being
trained. It will help to develop and shape their future.
1.8 LIMITATION OF THE STUDY
Training and development is vital and significant to all organization
both private and public sector. But this study is focusing on first bank
of Nigeria plc main branch Okpara Avenue Enugu. Other imitations that
affect this research work are:
1. TIME: the time given for the research work is so short that most time
it clashes with lecture period, so this lead to the inability to get
quality result.
2. FINANCE: is very important to every research work, as the information
is not found in a particular place, the researcher need to transport
him/her self to the place the information can be gotten. And this
entails money.
3. QUALITY OF INFORMATION
Analysis of the work depends strongly on the quality of information
gotten from the staff. After the administration questionnaire to the
staff, they
REFERENCE
Armstrong (2003) A hand book in personnel practice, London:
Egan page limited.
Ojemba, G. (2002). Human Resource Management, Enugu Nigeria
Iyke Ventures Production.
Chikwe, J.E. Emecheta, B.C Nwaibere, B.M (2009). Management an
integrated Approach, Portharcourt Nigeria: Samag Stationary Limited.
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