CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The importance of management training and development in the realization of organizational goals spend huge amount of money frequently in order to recruit employees regardless of their previous training, education and experience, needs to be introduces to their new employers work environment and to be shown how to perform specific tasks.

        Moreover, specific occasions for training and development arise when employees are transferred to promoted or when the job changes and new skills must be learned, perhaps, because of changes brought about by technology and automation.

        Furthermore, considerable body of researchers show that productivity of work group is affected by training and development. Experienced executives or management exports look at the future and prepare for it. One important way to do this is to develop and train the workforce so that they are able to cope with new demands, new problems and new changes. Rapid development in technology call for continual training of experienced workers to be able to perform new and changing jobs for these reasons, almost all organizations today offer some kind of formal training with sole aim of developing employees performance towards achieving organizations goals and proper utilization of scarce resources.

        The society belief in occupational training is demonstrated in many ways. The federal, state, and local governments for many years have supported training and apprenticeship programmes like the establishment of industrial training fund (I.T.F), National Directorate of Employment (N.D.E) Universities and schools of higher learning. An increased or desirable level of productivity and better performance of workers no doubt depends on proper training and development. The Administrative staff college of Nigeria (A.S.C.O.N) is one the training and apprenticeship programmes established by the federal, state and local governments.

        A poor performance in the productivity of workers can also be said to arise from inexperienced and lack of required knowledge for the job at state. Thus, this explains the importance of management training and development.

1.2 Statement of the Problem

Workers in any organization constitute the most important asset in achieving organizational goals. Many organization have been affected negatively because of inappropriate skills of workers in the places of work due to lack of experience in their new places of works. This problem often leads to shutdown of production as a result of inappropriate training and development programmes on workers in most organisations.

There is the observation of general apathy towards workers by most organisations, for which first bank plc. Anyigba is no exception. This attitude by most organisations towards their staff gives room for poor performance, because inexperienced and unskilled personnel do not have the potentials needed or required to work up to expectation.

Poor training programmes is the bane of workers in first bank Nigeria, Anyigba. This is one potential source of frustration, which causes pent-up rage among the rank and file. Frustration can manifest itself in aggression against supervisor officers and the general public. It is regrettable to know that First Bank Nigeria Plc.Anyigba lack source of electrical supply, bus and periodic workshops, symposium are not provided. These serves as platform for better organisational performance with increased productivity from its workers.

1.3 Objectives of the Study

        The general objective of the study is to assess the effect of employees training and development on organisational performance. However, the following specific objectives are pursued.

i.            To identify the effect of management training and development, to organisational failure or success.

ii.           To examine the relationship between employees training and development and organisational productivity.

iii.         To identify how it has enhanced and improved productivity in terms of drastic reduction in industrial accident, disaster, and job satisfaction of the works.

iv.         To identify financial factors that militates against training and development in First Bank Nigeria Plc. Anyigba.

1.4 Research Hypotheses

        Hypotheses are very important for a research process since they guide the types of data to be collected in order to answer the research questions.

        The hypotheses are tested as follows:

Hypotheses One

Ho: Formal staff training and development does not improved productivity.

Hi: Formal staff training and development leads to improved productivity. 

Hypotheses Two

Hi: Training and development do not have significant impact on industrial accidents.

Ho: Training and development have significant impact on industrial accidents.

Hypotheses Three

Hi: Training and development do not have significant relationship with job satisfaction of workers.

Ho:  Training and development have significant relationship with job satisfaction of workers.

Hypotheses Four

Hi: There is no significant relationship between fiancé and successful training and development programme. 

Ho: There is significant relationship between fiancé and successful training and development programme.

1.5 Significance of the Study

A study of this kind will unravel the problems militating against effective training and development. It is also believed that, the study will provide an insight into past administrative problems and how much such problems can be solved. The study also explores the roles played by the management staff in the organisation. The findings of the study will provide a basis for the organisations managerial planning and development strategies.

1.6 Scope and Limitations of the Study

        This study is limited to the effect of employees training and development on the staff performance in First Bank Nigeria Anyigba. The categories which the study covers within the company includes the following, top management staff, the middle management staff and operatives of the company.

        The top management comprises of the directors and the controllers, the middle management is made up of the senior managers and junior managers who are usually at the supervisory level. The operators are the other categories of workers which include, machineries, factory workers, fire safety man, clerk, messengers, cleaners and so on.

        A lot of problems were encountered in the process of writing this project and they all acted as one form of barrier or impediment, or the other to a smooth arrival of the desired result which includes the followings.

        The obstacles faced in this research work include delay of vial information, failure to return questioners and time wasted because of reluctant posture of certain staff who were not willing to cooperate in giving out necessary assistance especially the junior and operative workforce on fear of intimidation, if they give their opinion.

1.7 Operational Definition of Terms

Apprenticeship Training: A prescribed period of training to learn an art or trade, usually under the supervision of skilled workers.

Automation: This is use of self-regulating machine in performing tasks.

On the job Training: A method of teaching in which the trainee is placed in the actual working environment under close supervision.

Employees: Training and Development: The acquisition of a particular skill for a particular task and capacities for future managerial task of increasing difficulties and scope which are planned by management.

Management: The direction of human behaviour towards a particular goal or objectives.

Moral: The reaction of all groups of workers towards their working condition and their relationship within themselves in an organisation.

Primary Data: Information obtained by the user from its original source.

Development: It is an improved and higher degree of differentiation and complex organisation of personality.

1.8 Organisation of Work

This research work has been structured into five chapters.

        The first chapter deals with the introductory aspect of the work, it traces the background to the study and the research problem, it also states the aims and objectives of the study, scope and limitations of the study, the chapter also deals with the significance of the study and research hypotheses.

        Chapter two of the work is the literature review. This chapter treats the views and opinions of various authors and authorities in management and human resources.

        Research methodology is what is treated in chapter three. This covers the design, area of the study and some instruments used for data collection. This chapter also covers the method and sources of data collection. Data presented and analysed is stated in chapter four. Also, the hypotheses, which is stated in chapter one is tested in this chapter.

        The last chapter is the concluding chapter of this research work. It summarises the findings, states our conclusion and recommendations.

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