STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR EMPLOYEE PERFORMANCE IN AN ORGANIZATION

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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CHAPTER ONE: INTRODUCTION

1.1     Background of the Study      –         –         –         –         –         1

1.2     Statement of the Problem    –         –         –         –         –         2

1.3     Objective of the Study –         –         –         –         –         –         3

1.4     Statement of Hypothesis      –         –         –         –         –         3

1.5     Significance of the Study      –         –         –         –         –         3

1.6     Scope of the Study       –         –         –         –         –         –         4

1.7     Limitation of the Study         –         –         –         –         –         4

1.8     Historical Background of Union Bank of Nigeria Plc        4

1.9     Definition of Terms     –         –         –         –         –         –         8

 

CHAPTER TWO: LITERATURE REVIEW

2.1     Concept of Training     –         –         –         –         –         –         9

2.2     Development       –         –         –         –         –         –         –         11

2.3     Need for Training and Development of Staff  –         –         12

2.4     Types of Training         –         –         –         –         –         –         13

2.5     Purpose of Training and Development             –         –         15

2.6     Training Process          –         –         –         –         –         –         16

2.7     Training Methods and Techniques         –         –         –         18

2.8     Development Process  –         –         –         –         –         –         20

2.9     Development Techniques     –         –         –         –         –         22

2.9.1   Problems of Staff Training and Development of Union Bank Plc  23

2.9.2   Need for Evaluation of Training and Development Programmes 24

2.9.3  Stages of Evaluating Training and Development     –         26

 

CHAPTER THREE: RESEARCH METHODOLOGY

3.1     Research Design          –         –         –         –         –         –         27

3.2     Research Population   –         –         –         –         –         –         27

3.3     Sample Size and Sampling Technique   –         –         –         28

3.5     Justification of Method Used         –         –         –         –         29

3.6     Method of Data  –         –         –         –         –         –         –         30

3.7     Justification of Instrument  –         –         –         –         –         31

References –         –         –         –         –         –         –         –         32

 

 

 


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:

  1. Low level of performance in service delivery
  2. Competition in the banking sector

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