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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