STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR EMPLOYEE PERFORMANCE IN AN ORGANIZATION (A CASE STUDY OF UNION BANK PLC, KACHIA ROAD, KADUNA)
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STAFF
TRAINING AND DEVELOPMENT AS A TOOL FOR EMPLOYEE PERFORMANCE IN AN ORGANIZATION
(A CASE STUDY OF UNION BANK PLC,
KACHIA ROAD, KADUNA)
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training refers to the teaching or learning
activity carried on for the primary purpose of helping members of an
organization acquired and apply the knowledge, ability, skill and attitude
needed by the organization.
Training
and Development of an employee cannot be overlooked especially in the bank
sector as it forms the umbilical cord of proficiency and greater efficiency
which remain the trademark of any organization. Broadly speaking, training is
the act of increasing knowledge and skill of an employee in doing a particular
job.
According to M.C. Far Land (2006) training is the
term used to describe the process through which organization build the skill
and abilities of non-managerial employee. Development on the other hand includes
the process by which manager and executives acquire not only the skill but
competence in their present job but also capacity for future managerial task
increasing scope.
Development is not as specific that, it is more
general in application. In this context, it is used in the relation to the
process of helping management improve the managerial administrative skills and
decision making process, qualities, competencies and achieving motivational and
consequently productivity of employer, by wing training to motivate employees,
it will definitely result in increase in productivity. Training tends to be
connected with non managerial employee while development refers to managerial
staff.
1.2 Statement of the Problem
Competition has affected employees effective and
efficient performance hence they are not having required needed skills, knowledge,
attitude and the technical know-how to enhance their professional performance
at their job level.
The level of performance of most staff has been
very low and discouraging thereby having negative effect on the overall
performance of corporate objective of the bank. These are the problems that
prompted this research work:
i)
Low level of
performance in service delivery
ii)
Competition
in the banking sector
1.3 Objective of the Study
The main objective of this research is to examine
how staff training and development serves as a tool for employee performance to
achieve organizational goals and objective efficiently.
The importance and necessity of staff training
and development will be ascertained and employee view of training will be
determined.
1.4 Statement of Hypothesis
H0: Staff Training and Development does not lead
to an increase in organizational output in Union Bank.
H1: Staff Training and Development leads to increase
in organizational output in Union Bank.
1.5 Significance of the Study
A study of this nature is important and
significant, because the result will encourage management or more organization
to inculcate compact training and development of their staff. The result of
this story will be benefit to Union Bank Plc.
1.6 Scope of the Study
The study is concerned with staff training and
development as a tool for employee performance in an organization.
It focused on the banking industry with
particular reference to Union bank of Nigeria Plc, Kachia Road, Kaduna South
Branch.
1.7 Limitation of the Study
The researcher in the course of this work
encountered certain constraints which are:
1)
Time
constraint as the research work is combine with other academic activities.
2)
Second is the
dearth of information such as low respond from respondent due to one reason or
the other (e.g.) getting the historical background was a problem.
3)
Lastly in
financial constraint occasioned by the need for continuous sorting for
information material.
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