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EFFECT OF TRAINING AND
DEVELOPMENT ON THE PERFORMANCE OF BANK EMPLOYEES IN NIGERIA
CHAPTER ONE
INTRODUCTION
1.1 Background of the
Study
"No well to do institute leaves the teaching of its
business techniques to the traditional methods only, the method of watch-the
master perform after he is done". In transmitting business techniques in
modem times, the apprentice watches but he also listens to formal instructions,
analyse cases, plays business games, carries out exercises and takes formal
examination before going back to the institution to put in practice what he
l1as learnt.`
The Interest in management education is evident in all
sectors of the Nigerian economy. It will not be long before attendance at one
of the short management courses becomes essential for upward mobility into and
within the level of management. This would almost overstretch the resources of
the institution. It is hoped that in the near future Nigeria would be strong
enough to meet the challenges of management education in Nigeria".
(Ejiofor 1987).
We quite agree with the view of Ejiofor on importance
attached to training and development of bank employee's performance with growth
and modernization of the banking industry.
1.2 Statement of
Problem
A look into some banks and other financial institutions has
shown that many have neglected or shown a little concern for the role of
training and development in the achievement of the stated goals and objectives.
i. The employee always seems to lack the
necessary induction training in regard to the activities of the employee and
this has resulted in low output.
ii. Many banks do not have a proper career path
programme for their workforce, and if this seen and properly implemented, it
will lead to low performance of the institution.
iii. Poor selection of development program(s)
for the top executive in the banking industry. Most of the development
programmes are unrelated to the job and therefore failed to address the
professionalism in decision making.
iv. The inability of the trainee to understand
or comprehend training methods and programmes; training must be continuously
and specifically detailed. Managers are beginning to realize that personal
growth and development is a life long process and that trends and opportunity
comes at all stages of life.
v. Government regulation, an increasing
customer sophisticated and demand for better service is apparent.
vi. Training not being able to reflect on
recent happenings for example computer training, most bankers, if not all
should be computer literates and be abreast of the recent developments such as
the internet and the digital banking system. Therefore, the project was
embarked on to verify the impact of training and development of employees on
the overall success of the banking industries with particular reference to
First Inland Bank Plc.
1.3 Objectives of the
Study
The objectives of this study include: To,
i. Identify the effect of training and
development on bank employee's performance.
ii. Evaluate the
relationship between training and output.
iii. Identify the adequacy
or relevance of training course contents to the need of employees.
iv. Highlight the
constraints associated with the implementation of training and development
contents.
v. Identify the effect of
training and development on the expectation of employees.
vi. Make recommendation
that could be improved upon on the effect of training and development on bank
performance.
1.4 Scope of the
Study
The scope of the evaluation of the effect of training and
development is having on bank employee's performance with focus on the First
Inland Bank Plc. It highlighted both the positive and negative effects of
training and development courses on employee performance.
Training and development of employees performance can be said
in so many ways relative it to all organizations set up in Nigeria but for this
study it is limited to bank employees performance with focus on First Inland
Bank Plc.
1.5 Significance of
the Study
The Banks in Nigeria, in order to enhance the level of
professionalism and therefore efficiency in the banking industry as for the
provisions in the banking Act 1959 amended by the banking decree 1969,
established a training center in the early 1970. This is with a view to
providing the necessary highly skilled manpower required by the industry, so as
to promote the growth of the banking industry. Apart from the training center,
the bank also sponsored many of its staff or employees on various courses
locally and abroad. Despite the various banking centers that are established in
Nigeria, it does not seem as though much is achieved in view of the not so
encouraging performance of its employees. This is evident from the competent of
members of the public and workers in the bank. Increase in the rate of fraud
and most especially the numerous calls of the governor of the bank for f.
improved performance. Also in view of the declining performance of employees,
team of lecturers from the training center embarked on a nation-wide
performance post-training evaluation of employees and even staff generally.
This is with the view of assisting on the spot the effect of training and
development on job performed.
1.6 Limitation of the
Study
This study is limited to evaluation of the effect training
and development have on the bank employees performance of which First Inland
Bank Plc is been focused on. Several factors militated against this study. The
main factor being lack of adequate data and time to effectively appraise data
can not be over emphasized. The illness of the supervisor also contributed to
the difficulty faced during the study because this period the research work
stopped completely. Lack of adequate finance was also one of the factors that
limited the scope of this research project, as the cost of data collection was
very high.
1.8 Definition of
Terms
Training: - This is the process of preparing human resources
for the best services to their organization. At one extreme, training consists
of a few hours or minutes of induction by the supervisor who gives the new
employees, skeletal outline of the bank policies; location etc. as designed to
develop qualified specialists. Training is designed to change the behavior
pattern of a worker to achieve organizational objectives.
Development: - This is the process that involves a long time
planning specifically designed for management staff with changes in technology
and management method, all aim at improving managerial effectiveness.
System: - It is a series of element inter-dependent and
inter-related to form a whole and it has three stages the input i.e. the
teaching, conversion process i.e. assimilating the teaching and output i.e. the
carrying out of what has been thought.
Appraisal: - Itis a continuous process aimed at assisting or
advising and encouraging the appraised (employee) performance.
Introduction: - Itis the process of arrangement made by or on
behalf of the management to familiarize the new employee with the working
condition in this new employment.
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