THE IMPACT OF TRAINING AND DEVELOPMENT ON STAFF EFFICIENCY IN FIRST BANK NIGERIA PLC
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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
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
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
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
5.1 Summary 51
5.2 Conclusion 52
5.3 Recommendation 53
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 progra