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THE IMPACT OF TRAINING AND DEVELOPMENT ON STAFF
EFFICIENCY IN FIRST BANK NIGERIA PLC
ABSTRACT
This
project is an attempted to study and analyze The Impact of Training and
Development on Staff Efficiency of First Banks Nigeria Plc Kaduna. Hence the
objectives of this study is to find the way forward for first bank to improve
on the suitable and how to acquired standard training facilities which is
pointed out in the introduction of the project. The research method used in the
collection of data is the questionnaire. Further more, the data collected is
presented simultaneously in tabular form and analysis of finding is also made.
Base on the findings it was ascertained that the staff of First Bank are far better
in term of skill and management of risk than other banks. It was therefore
recommended that First bank should engage the service of professional personnel
in handling the activities of staff Development programme as well as encourage
less inter interference by the top management with department of Human
Resources.
TABLE OF
CONTENT
Cover page i
Title page ii
Declaration
iii
Approval
page iv
Dedication v
Acknowledgement
vi
Abstract viii
Table of
content ix
CHAPTER ONE (INTRODUCTION)
1.1
Background
of the study 1
1.2
Statement
of the problem 5
1.3
Objectives
of the study 5
1.4
Significance
of the study 6
1.5
Research
question/hypothesis 7
1.6
Scope of
the study 8
1.7
Limitation
of the study 8
1.8
Definition
of terms 8
CHAPTER TWO (LITERATURE REVIEWS)
2.1
Introduction
11
2.2
History of
training in the banking industry 12
2.3
Conceptual
definition of training and development 14
2.4
Training
needs and job analysis 19
2.5
Objectives
of training programmes 22
2.6
Method of
evaluating training programmes 24
2.7
Kind or
type of training 26
2.8
Types of
training techniques 28
2.9
Principle
for effective management development 31
2.10 Problem associated with management development 33
CHAPTER THREE
3.1
Introduction
35
3.2
Research
design 35
3.3
Area of
study 36
3.4
The
population of study 36
3.5
Sample and
sampling techniques 36
3.6
Instrument
of data collection 37
3.7
Validation
of the instrument 37
3.8
Reliability
of the instrument 38
3.9
Method of
data collection 38
3.10 Method of data analysis 38
CHAPTER FOUR
4.1
Introduction 39
4.2
Characteristic
of the respondents, sex, age,
educational background. 39
4.3
Presentation
of data and analysis of tables 40
4.4
Summary of
findings 49
4.5
Discussion
of the findings 49
CHAPTER FIVE
5.1
Summary 51
5.2
Conclusion 52
5.3
Recommendation 53
Reference 56
Appendix 58
CHAPTER ONE
1.1 BACKGROUND
OF THE STUDY
The interest in management education is evident in
all sectors of the 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
institutions.
The reaches seeks to explore the impact of training
and development on staff efficiency in first bank Nigeria plc with the hope
that in near future Nigeria banks would becomes efficient in management
educations.
Training is a way in which specific knowledge and
skills necessary to perform a specific job are taught and learnt. While
development is a parallel process by which people acquired more general
abilities and information, but in ways that can not always be tied directly to
a particular task they performed.
According to Ejiofor (1987; pages 80), said
training and development is indispensable to employee efficiency especially
with the growth and modernization in the banking industry. He added that, they
are essential mean for better labour utilization and planning of organizational
goals.
Also, cloyd (1964) viewed that the evolution of
training and development signal the
wisdom of man desired toward industrial revolution couple with determination to
pursued their national development. He said further that through this they
invented tools. Weapon, clothing and shelters to meet their standard of living.
in 1957, there was suddenly fallout of knowledge due to proportion of uncertainty,
and absolute information which becomes
invalid for human use. He concluded that training and development is an
instrument for reduce deterioration and improved efficiency.
According to Cole(1997). That training and
development was indispensable to the attainment of organizational goals
because, employee who have not adequate training before assigned
responsibilities lack the necessary confidence to execute its jobs. He cited
example the aspect of difference in training between polytechnic and
universities, which the polytechnic acquired more practical knowledge while,
the universities is more of theoretical.
Beach (1992; page 34), said it is obvious that
organization existing structure and manpower to beaved success. But he said
good structure of organization largely depends on the efficient and
effectiveness of their employee. He concluded that training and development
becomes necessity to every organization especially banking industries which is
characterizes with risks and turnover”
Appleby (1992: page 37), said, training and
development has been conceptualized among formal organization as at (a) to
enhance job efficiency (b) to increase productivity both at present and future
job (c) to contribute realistically to the achievement if corporate goals.
However, it views that there challenges still
confronting organizational training programmes. This includes:, poor training
facilities, poor, capacity building, inadequate of fund, lack of competent
trainee, and as well as under utilization of a trained staff. But, attempt has
been through provision of standard training facilities and personnel, increase
budgetary allocation , chosen career building programme and organize foreign
course (outside) i.e international, and local course (in house ) i.e national.
Above all, the researcher believe that this study
would not only profound realistic solution but suggested also, the most
effective way to promote training and development programme in the banking
industry.
1.2 STATEMENT
OF PROBLEM
A look into some banks and other financial
institutions has shown that despite resources in vested into training
programmes the impact on the efficiency
of staff is far below its objective. These problem include:
1). The employee always seen to lack the necessary
induction training in regard to the activities of the employee that result to
low out put.
2). Many bank do not have proper career path
programme or their work forces, and if this seen and properly implemented, it
will lead to low efficiency of the organization.
3). Poor selection of development programme for
the top executive in the banking industry. Most of development are unrelated on
the job.
1.3 OBJECTIVE OF THE STUDY
The objective of the study include:
1. To examined the impact of training and
development on bank staff efficiency.
2. To evaluate the relationship between
training and output.
3. To identify the adequacy or relevance of
training course contents to the need of staffs.
4. To undiscovered the constraint associated
with the implement of training and development contents.
5. To unravel the impact of training and
development of staff.
6. To make more recommendation that could be
improved upon on the impact of training and development on bank efficiencies.
1.4 SIGNIFICANCE OF THE STUDY
The banks in
Nigeria
Also, the study would be useful to the institution
(school) and department by design training curriculum and programme for their
staff and students.
Again, the study would contribute to further
academic knowledge or research especially to students and scholars who will be
embarking on similar research topic: Training and development
1.5
STATEMENT OF RESEARCH QUESTION
1. have staff undergone any training before?
2. what are the number of course attended?
3. are duties performed relevant to course
attended?
4. are new ideas introduced after training course
resisted by Boss?
5. is successful completion of course a perquisite for
promotion?
1.6
SCOPE OF THE STUDY
This study is concerned about the impact of training
and development on staff efficiency in first bank Nigeria PLC. Area office Kaduna
1.7
LIMITATION OF THE STUDY
The study is limited to impact of training and
development have on bank staff efficiency of which first bank is been focused
on. Also, the researcher inability to collected favourable data out of sample
population presented to staffs of the bank due to official secrecy, led to low
questionnaires result which made the research project under analyzed.
1.8
DEFINITION OF TERM
TRAINING:-
This is the process of preparing human resources
for the best services to their organization at one extreme, training consist of
a few hours or minute of induction to the superior who gives the new a staff
employee skeletal outline of the bank polities location etc as designed to
develop. Qualities specialist.
DEVELOPEMENT: this is the process that
involve a long time planning specifically
designs for management staff with change in technology and management method.
SYSTEM:-
it is a Series of element inter- dependent and in inter-related to form
a whole and it has three stages. The input; teaching, conversion process i.e, assimilating,
teaching and input carryout is what has been thought.
APPRAISAL:-
it is a continuous process aimed at assisting or
devising and encouraging the appraised ( staff) efficiency.
MANAGEMENT:-
Is a systematic process of planning organizing directing,
coordinating and controlling of others too and achieved a collective or uniform
goal.
INDUSTRY:- Is a group of firm that produced similar good
and service for the purpose maximized profit and as well as satisfied
consumers.
ORGANIZATION:- Are group of people bounder with the same
objectives working within a structure of authority and pursued similar goals.
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