STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVING AN ORGANIZATION’S OBJECTIVE

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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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

CHAPTER ONE

  • Introduction –       –       –       –       –       –       –       –       1

1.1    Background of the Study   –       –       –       –       –       –       1

  • First Bank in Brief –       –       –       –       –       –       –       2
  • Statement of the Problems –       –       –       –       –       4
  • Objectives of the Study –       –       –       –       –       –       4
  • Research hypothesis – –       –       –       –       –       –       5
  • Significance of the study –       –       –       –       –       –       6
  • Scope of the study –       –       –       —      –       –       –       7
  • Limitation of the Study –       —      –       –       –       –       7
  • Definition of Key Terms –       –       –       –       –       –       8

 

CHAPTER TWO

2.0    Literature review       –       –       –       –       –       –       –       11

  • Introduction –       –       –       –       –       –       –       –       11
  • Training and development: the Basic Framework –       14
  • Reason for Training and Development –       –       –       20
  • Identifying Training and Development Needs –       –       23
  • Planning Training and development Processes –       –       29
  • Evaluation of Training and Development –       –       –       34
  • Training Evaluation Method –       –       –       –       –       38

 

CHAPTER THREE: Research Methodology

  • Data Gathering Method –       –       –       –       –       –       41
  • Primary Sources –       –       –       –       –       –       –       42
  • Secondary Sources –       –       –       –       –       –       –       44
  • Method of Data analysis –       –       –       –       –       –       46
  • 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

  • Summary of Finding –       –       –       –       –       –       –       61
  • Conclusion –       –       –       –       –       –       –       –       63
  • Recommendation –       –       –       –       –       –       –       64

Bibliography      –       –       –       –       –       –       –       –       66


CHAPTER ONE

1.0   INTRODUCTION

  • 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.

 

  • 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 provide

 

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