STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVING AN ORGANIZATION’S OBJECTIVE (A Study of First Bank Nigeria Plc, Kawo Branch, Kaduna)
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STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVING AN
ORGANIZATION’S OBJECTIVE
(A Study of First Bank Nigeria Plc, Kawo Branch, Kaduna)
ABSTRACT
This is a research work
aimed at critically and objectively examines staff training and development as
important tools for achieving an organization‘s objectives with a particular
reference to the banking sector in Nigeria. To achieve this, the work it’s
divided into five (5) chapters. Chapter one provided a general view on the
study, which include introduction the aims and objectives of the study the
hypothesis among other thing. The chapter two, which is the literature review,
shaded more light on the vital aspect of training and development. Textbooks
were referred in other to get related information, quotations were made from
these materials chapter three deals with research methodology, the method that
data were collected, carefully analyzed and presentation was also made, the
questionnaire were collated other administering. Finally, chapter five, which
comprises summary, conclusion and recommendation, is also embedded, these the
researcher believe could be of immense benefit to any organization that may
wish to venture into training and development exercise.
TABLE
OF CONTENTS
Title
page - - - - - - - - - - i
Declaration - - - - - - - - - ii
Approval - - - - -- - - - - - iii
Dedication - - - - - - - - - iv
Acknowledgement - - - - - - - - v
Abstract - - - - - - - - - - vi
Table of
contents - - - - - - - - vii
CHAPTER
ONE
1.0 Introduction - - - - - - - - 1
1.1 Background
of the
Study - - - - - - 1
1.2 First Bank in
Brief - - - - - - - 2
1.3 Statement of the
Problems - - - - - 4
1.4 Objectives of the
Study - - - - - - 4
1.5 Research
hypothesis - - - - - - - 5
1.6 Significance of the
study - - - - - - 6
1.7 Scope of the study - - - -- - - - 7
1.8 Limitation of the
Study - -- - - - - 7
1.9 Definition of Key
Terms - - - - - - 8
CHAPTER TWO
2.0 Literature
review - - - - - - - 11
2.1 Introduction - - - - - - - - 11
2.2 Training and development: the Basic
Framework - 14
2.3 Reason for Training and
Development - - - 20
2.4 Identifying Training and Development
Needs - - 23
2.5 Planning Training and development
Processes - - 29
2.6 Evaluation of Training and
Development - - - 34
2.7 Training Evaluation
Method - - - - - 38
CHAPTER THREE: Research Methodology
3.1 Data Gathering
Method - - - - - - 41
3.2 Primary
Sources - - - - - - - 42
3.3 Secondary
Sources - - - - - - - 44
3.4 Method of Data
analysis - - - - - - 46
3.5 Population and sample
size - - - - - 47
CHAPTER FOUR
Data Presentation,
Analysis and Interpretation
4.0 Introduction - - - - - - - - 49
4.1 Hypothesis
Testing - - - - - - - 57
CHAPTER FIVE: Summary, Conclusion and Recommendation
5.1 Introduction - - - - - - - - 60
5.2 Summary of Finding - - - - - - - 61
5.3 Conclusion - - - - - - - - 63
5.4 Recommendation - - - - - - - 64
Bibliography - - - - - - - - 66
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
The human
resources are the most dynamic of all the organization’s resources of all the
organization’s resources. They need considerable attention from the
organization’s management; if they are to realize their full potential in their
work. Thus motivation, leadership, communication work restructuring, payment
systems and training and development may be included in the issue which has to
be faced by management today. Most of these issues will be considered in this
research work, but now it is time to consider the role of training and
development activities in the organization. Because of the changing nature of
business environment due to modern technology, workers need to adapt themselves
to this new technology so, the need for effective training and development
ought to be seriously emphasized which will create an impartation of new skill,
knowledge etc. that an individual worker will need in other to lead to greater
productivity and higher performance, where there is training and development in
an organization. It helps the organization in achieving its goal and
objectives. ]
Training
and development however are matters for individual organization to sort out the
rest of this research look at how organizations set about meeting their
training ad development needs.
1.2 FIRST
BANK OF NIGERIA IN BRIEF
First
bank of Nigeria Plc for over a century has distinguished itself as a leading
financial institution. The bank was incorporated as a limited liability company
on March 31 1894, with Head office in Liverpool by Sir Alfred Jones, a shipping
magnate in it early years of operations the bank recorded an impressive growth
and worked closely with the colonial government.
To
justify its West Africa coverage a branch was opened in Accra, Ghana in 1876
and in free town, Sierra Leone in 1898. The second branch of the bank in
Nigeria was in the old Calabar in 1900 and two years later services were
extended to their Northern Nigeria. In 1957, it changed it names from Bank of
British West Africa to Bank of West Africa. In 1969, the bank was incorporated
locally as Standard Bank of Nigeria Limited in line with the companies decree
of 1968. Changes in the bank also occurred in 1979 and 1991, to First Bank of
Nigeria Limited and First Bank of Nigeria Plc, Respectively. In 1985, the bank
introduced a decentralized structure with five regional administrations. To further
enhance the bank’s operational efficiency, this was reconfigured into sixteen
area offices in 2003. In view of the foregoing, it was therefore, a natural
progression when 2001, the bank began the process of transforming its corporate
identity reflects it rejuvenated focus the bank expanding skill base has been
extended by a range of training provided by a range of training provided to its
employees whose opportunity for career development within the bank have thus
been enhanced. Training is carried out at various levels through both in –
house and external courses.
1.3 STATEMENT
OF THE PROBLEM
Most
organizations has problems in one way of the other and first bank Plc is not an
Exception one of these problems encountered is that, workers are not motivated
to work so as to put in their best for the efficiency and effectiveness of the
organization. This is due to the fact that most of these workers are not being
trained and developed, as they ought to be.
Training
and development is very important because it removes deficiencies of employees
in an organization. If training is properly done, the organization will achieve
its aims and objectives. However, major interest to this study is staff
training and development as important tools for achieving an organization’s
Objectives.
1.4 AIMS AND
OBJECTIVES
The
rational behind this research is to undertake an intensive investigation into
staff training and development with a particular reference to the banking
sector in Nigeria and the problems facing the sector on the subject matter,
with a view to offer solution as to how these problems should be solved.
It is the
aim of the research is to see how effectively the banking sector utilizes
training and development strategies in achieving its goals and objectives.
Among other aims and objectives of this study are:
1. To
improve the quality of work performance of employees
2. To reduce
labour turnover, absenteeism and wastages.
3. To know
the essence of training and development of employees in organization
Finally,
the data collected by the researcher of this research will be analyzed in a
more simplified manner and all the technical items will as much as possible
avoided and where they are unavoidable, it must be explained within this
research work, so that even a lay – man can understand and benefit from this
research work.
1.5 RESEARCH
HYPOTHESIS
Kerlinger
(1973) defines hypothesis as “conjectural” statement of the relation between
two or more variables” this research sets out to test hypothesis on staff
training and development as important tools for achieving an organization’s
objectives the following are the hypothesis which the researcher have in mind.
Ho: Staff
Training and development have no impact on achieving an organization’s goals or
objectives
Hi: Staff
training and development have impact on achieving an organization’s goals or
objectives.
1.6 SIGNIFICANCE
OF THE STUDY
The
significance of this study lies in the benefit that the findings would provide
to many individuals, groups and organization a very good source of literature
review material for any study relevant to the topic.
Secondly,
organization, especially those that are of the banking sector will certainly
find this project very useful in understanding the nature of training and
development and its relevance to the employees.
Lastly,
it is also believed that the study will be of benefit to the reader who like to
have better knowledge of training and
development
of employees how to harness and reactivate these tools towards meeting the
challenges facing the banking sector and the world new economic order at the
moment.
1.7 SCOPE OF
THE STUDY
Although
this project is attempting to review staff training and development as
important tools for achieving an organization’s objectives: but in the course
of writing, the research will cover First Bank Nigeria Plc Kaduna. The
management and other levels of workers are considered as population for this
study. The study will also be limited to library review of relevant literatures
and based on collections of documents, books, projects, speeches and other
facts through the media.
1.8 LIMITATIONS
OF THE STUDY
The
research have some limitations like other research studies. Some of the
limitations encountered are as follows:
1. One of
the chief limitation of the study is inadequate resources (Finance) to conduct
a satisfactory and detailed study of an organization on their training
development policies in the organization.
2. Staff of
the organization who are in good position to assist in the acquisition of data,
will not be willing to give information or data on the basis of security. So,
much was not disclosed by them
3. Also
difficulty was experienced in getting material like textbooks that will also
give relevant information to the researcher.
4. The time
frame in which this research work is to be completed has placed a barrier to
how far the researcher can go into sourcing for information.
5. The
school being an academic environment gathering of information was not an easy
task considering number of books in the library, couple with other academic
activities which must be taken into consideration.
1.9 DEFINITION
OF KEY TERM
v TRAINING: This
usually implies preparation for an occupation or for a specific skill; it is
narrower in conception than either education or development. It is
also defined as an organized process by Which Skill and Knowledge are learnt
for specified purposes.
v Development: Thus
usually suggest a broader view of knowledge and skills acquisition than
training. It is concerned more with employee potential than with immediate
skill.
v Organizations: Organization
is intricate human strategies designed to achieve certain objectives (Argyris
1960). It is also defined as system of interdependent human being (Pugh 1971).
v Staff
(Employees): These are group of people working together under a manager
or a head. Staff can also be seen as persons employed in any work place.
v Training
Needs: This is deficiency in skill, knowledge or experience that
requires to be taught to enable an employee performs a particular job or task
to the required standard.
v On the
Job Training: Is the training program that is given to worker as he is
performing the job
v Off the
Job Training: This is the training programme that is given to an employee
outside the organization.
v Banking
Sector: It is a financial institution established for keeping money
and valued safely, the money being paid out on the customer’s order
v Career
Development: Career development is individual’s perceived sequence of
attitude and behaviours associated with work related experience and activities
over the span of the persons work life.
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