THE IMPACT OF TRAINING AND DEVELOPMENT ON STAFF EFFICIENCY IN FIRST BANK NIGERIA PLC

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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

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…

 

 

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THE IMPORTANCE OF INVENTORY MANAGEMENT IN SMALL SCALE ENTERPRISES
(A CASE STUDY OF RAZ RESOURCES LIMITED KADUNA)

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CHAPTER ONE
INTRODUCTION
1.0 Background of the study
1.1 statement of the problem
1.2 statement of the objective
1.3 statement of the hypothesis
1.4 limitation and delimitation
1.5 definition of terms

CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Historical background
2.2 Definition of inventory management
2.3 Cost of inventory management
2.4 Benefit of inventory management
2.5 Challenges face by inventory management
2.6 Problem Associate with inventory management

CHAPTER THREE
3.1 Introduction
2.3 Sources of data collection
3.3 Instrument used for data collection
2.4 Validity and Profitability of Research instrument
3.5 Research population
3.6 Determination of sampling size
3.7 Method of data analysis

CHAPTER FOUR
Presentation, analysis and interpretation of data
4.1 Introduction
4.2 Data presentation, analysis and interpretation of data
4.3 Testing of hypothesis

CHAPTER FIVE
5.1 Introduction
5.2 Summary of finding
5.3 Conclusion
5.4 Recommendation
Bibliography
appendices

 

 

 

CHAPTER ONE

INTRODUCTION

BACKGROUND OF THE STUDY
Most business organisation that makes investment that will make them to achieve their corporate objectives, these investment are typically in land, building, machinery, stocks of various types, debtors and cash when organisation are assessing investment project account must be taken not only on the investment in a mom durabh (fixed) assets but in the current assets as will. Current assets are these that will not remain permanently in a company of which stock inventory is our will be linked up with its performance not to put too times a point in the organisation efficiency.

 

Basically inventory (stock) falls under three broad categories.
a. Raw materials, which are the item, the company holds ready for use in the production process required.
b. Work-in- progress, these are particularly manufactured product of manufacturing industry
c. The finished good, which are the goods a stock which are the goods or stock which are ready for sales by the organization, for the benefit of this research work, we shall be concerned with the position or benefit of industry control in manufacturing. One should not that when controlling inventory, one should let share holders maximization to be in consonance with the times goals. When inventory control is imbalanced there should be stock which, could lead to reduction of sales and which can lead to lose of customer to another competitors.

 

 

1.2 STATEMENT OF THE PROBLEM
Business today sly away from running a small or medium business many have neglected opportunities because of their fear of failure the first problem limitating against most industries is lack the inventory control system to be used which will suit the need of the organization.

Problem also occur in the area of production, marketing, personnel, and finance there has been the problem of internal valuation via inventory controls the inventory control system has a direct impact on the profitability of the organization operation and that is why the study came to being.

 

 

1.3 STATEMENT OF OBJECTIVES

Despite the limitations of this research work our purpose and focus of writing this is to work out the impact of inventory control as part of capital with respect to organization performance.

Secondary to have an over view of inventory control, store procedure pricing stock taking and of course the general problem accoutered to the above mentioned process, increases is to establish an empirical, justification for the introduction of means and wants of re-mediating the stated problems and also to recommend more objective and rational is carried out mainly to safeguard the assets, check agency and reliability of accounting department and to…

 

 

 

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THE PROCESS OF PRODUCT PLANNING AND DEVELOPMENT IN MARKETING

 

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CHAPTER ONE

1.0 Introduction- – – – – – – – 1
1.1 Background of the subject matter- – – – – 3
1.2 Significance of the essay- – – – – – 5
1.3 Objective of the essay- – – – – – – 6
1.4 Limitation of the essay- – – – – – 6
1.5 Delimitations of the essay – – – – – – 7
1.6 Definition of terms- – – – – – – 9
CHAPTER TWO – Literature Review
2.0 Introduction – – – – – – – – 11
2.1 Production Definition – – – – – – – 11
2.2 Product Concept.- – – – – – – 13 2.3 The product mix and line- – – – – – 15
2.4 Product level composition – – – – – – 16
2.5 New product development process- – – – 18
2.6 The product life cycle- – – – – – – 22
2.7 Reason for new product failure- – – – – 24
2.8 Product distribution strategy- – – – – – 29
2.9 Product differentiation – – – – – – 32
CHAPTER THREE – Summary, Conclusion & Recommendation
3.0 Introduction – – – – – – – – 35 3.1 Summary- – – – – – – – – 35
3.2 Conclusion- – – – – – – – – 36
3.3 Recommendation- – – – – – – 37
Bibliography- – – – – – – – 39

 

 

 

CHAPTER ONE
1.0 INTRODUCTION
Marketing concentrate on the buyers or consumers determining their needs and desires, educating the regard to the availability of products and to important products features developing strategies to persuade them to buy and finally enhancing their satisfaction with purchase, marketing management includes researching, planning, organizing, directing and controlling promotion and servicing.

 

In most of these decisions – making department has complete control in other, in addition the physical distribution of the products determining the channels that will be used and supervising the efficient flow of goods from the factory to warehouse.
It was a business assumption that only through product planning and development that company can offer a highly qualitative product to the customers or users, which may even compete favourably with the competitor’s product.

 

Although, the economist would want us to believe that competition focus on the prices alone. But to the marketers and other businessmen, competition could also take place in terms of product quality and features, which can be successfully achieved through product planning and development process.

 

The entire activity is very broad, it involves making decision on all practical issues relating to product and product life cycle, product development process and product distribution strategies e.t.c.
All demand the effort of a number o f individuals and their job function over a considerable period of time. It also involves large sum of money in planning and developing a qualitative product that will be generally acceptable to the consumers or users.

 

Since most companies or business organizations wants to ensure productivity, profitability and survival in business, it then become very important for main regular product planning and development as the only influential strategies for productive and profitability.

 

 

1.1 BACKGROUND OF THE SUBJECT MATTER
The decision to write on the topic the process of product planning and development in marketing, is because of the importance of product development in marketing activities concern. It however comprises procedures or stages to follow in carrying out the planning of developing the product, which in the long run bring about bottle needs to some organization.

 

Different techniques have been applied to make sure that adequate process and planning in product development must be taken place, such as idea generation, idea screening, business analysis, product development, test-marketing and commercialization.
However, guided by a company, the process of product planning and development in marketing activities is best developed through a series of stages mentioned, the formal development of new products provide benefits such as improved team work, less rework, earlier failure detect shorter development times, and most important – higher success rate.

 

At each stage or series management must decide whether to the next stage, abandon the product, or seek additional information. From their potential customer as their best sources for new product ideas. Then the management will screen new product idea and evaluated to determine which one warrant further study.
Therefore the management will
a. Identifies product features
b. Estimate market demand, competitors and product profitability
c. Also to establish program to develop the product, and
d. Assigns responsibility for further study of the product feasibility.
If the result of the business analysis are favourable then a product development will commenced.

 

 

1.2 SIGNIFICANCE OF THE ESSAY
This extended essay has essentially been undertaken for the under mentioned reasons:

 

 

 

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THE PROSPECT OF HUMAN RESOURCE MANAGEMENT IN ENHANCING HIGHER PRODUCTIVITY IN A CONSTRUCTION COMPANY
(SYNTAX CONSTRUCTION COMPANY NIGERIA LIMITED)

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ABSTRACT

This research work tends to explain the prospects of human resource management in enhancing higher productivity and also explain the human resource objective policies and importance of human resource management as in whole of adequate utilization of people or staff in organization towards enhancing higher productivity, while on the other hand looking at the various methods of data collection with their advantages and disadvantages. The researcher employed the use of both Primary (i.e Questionnaire) source of data and the secondary (documentary) source of data, which include annual report, journals, textbooks, etc. the findings of the study reveals that encouraging team work and cooperation is an essential means of effective human resources management and that human resources management leads to workers’ high productivity and enhances efficient performance. In the light of the above, the researcher recommended that motivational incentives should be improved upon and maintained by the organization and that the wage level and fringe benefits even though favourable should be maintained to avoid high labour turnover.

 

 

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION
1.1 Background of the study 1
1.2 Statement of the problem 3
1.3 Objectives of the study 4
1.4 Research Questions 5
1.5 Significance of the study 5
1.6 Scope of the study 6
1.7 Limitation of the study 6
1.8 Historical background of case study 7
1.9 Definition of terms 10

CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 12
2.1 Emergence and origin of human Resource Management 16
2.2 Human resource management objectives 18
2.3 Polices of human resource management 19
2.4 Importance of human resource development 20
2.5 Human resource management developments in Nigeria 21
2.6 Functions of human resource management 22
2.7 Creating a productive work Environment 22
2.8 Human resource management and productivity 25
2.9 Human resource planning 26

CHAPTER THREE: METHODOLOGY
3.0 Introduction 29
3.1 Research Design 29
3.2 Research population 30
3.3 Sample size and sampling techniques 30
3.4 Methods of gathering data 31
3.5 Justification of method used 32
3.6 Methods of data analysis 34

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Introduction 35
4.1 Socio-Demographic Attributes of Respondents 35
4.2 Discussion of Findings 38

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 40
5.2 Conclusion 40
5.3 Recommendations 42
Bibliography 43
Appendix 45

 

 

 

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY
Management of human resources is that functions of the enterprises which provides for effective utilization of people to achieve both the objectives of the enterprises and satisfaction and development of employees.

 

The survival of any organization depends on the proper management of its materials financial and human resources.
The management of all these human resources is in the hands of destined human beings. Human resources management in the collaboration with other resources makes a business or an organization to run effectively.
But the most important of these is man; people are keys elements an organization activity focuses on. How well the man feels on an organization with in on doubt determine his productivity. Therefore the concern of every organization should centered on the satisfaction of man.

 

An organization man produce or render services like any other organization in the same business with the same resources employed or utilized, but they may differ in productivity as a result of efficient human resources management.

 

The importance of human resources management in relation to productivity in an organization ‘can not be over emphasized because it’s the life more and soul or heart beat of every organization.
In any organization resources are basically grouped in two i.e. human and material resources, among these resource desired for the provision of goods and services, the most difficult to the manager its human resource, regardless of what product or service an organization provides and no matter what it’s size, age or location.

 

It must procure human resources in order to remain viable. Further, if the organization is to survive, it must design programmes to develop it’s human resources to their fullest capacities and maintain on going worker commitment.
Human resource management as it practiced today recognized the dynamic and interaction of personal function with each other and with objectives of the organization.
Most important it recognizes that human resource planning must be coordinated closely with organization strategies and related planning functions.

 

As a result effort in human resources management is being directed towards providing support for achievement of profit of government organization. Human resources planning is clearly not just concerned with numbers. Plans for training, redeployment, promotion and productivity all indicates the importance of getting three right staffs in the right jobs, as well as the right numbers. For personal or human resources to enhance higher productivity.

 

 

 

1.2 STATEMENT OF THE PROBLEM
In most our organization today, productivity of workers is far below expectation, business many organization incur a lot of lost as a form of wastage caused by management of the organization. In which workers are unable to perform their various job effectively to enhance productivity. Another problem face by industry is lack of due training and development programmes, in job dissatisfaction most employees don’t find it easy in doing the job assign to them in the because the don’t have the necessary skills and talent needed to make them handle construction job effectively.

 

Another diver stating problem is increase rate of labor turn over in the industry as result of the workers

 

 

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The role of communication strategies in change management process in your company

 

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CHAPTER ONE

INTRODUCTION

1.1 Background of the study
Change management is the continuous process of aligning an organization with its market place and doing it more responsively and effectively than competitors. Thus, organizational change management is a continuous process of experiment and adaptation aimed at matching organizational capabilities to the needs and dictates of a dynamic business environment Rogers (1995).

As such, in a highly competitive environment, organizational change becomes indispensable for greater success and excellence. This is due to the dynamism of the internal and external business environment. But inspite of the importance of change management to organization success, employees in most organization resist change, sequel to wrong perception and their in ablility to adapt to new development and shifting from their current point. As such, organizational scholars have long acknowledge the importance of communication strategy in explanation of organizational change in order to clearly communicate in advance, the short and long term effect as well as the benefits and short comings of such change management. This is in order to avoid potential loss that could arise from cynicism in certain group of employees and consequently change resistance Langham (1996).
It is against this background that the researcher sees the subject matter as an issue worthy of being investigated. This triggers the researcher’s interest to conduct a survey on how communication strategies help to effectively facilitate change process. As such the subject matter: the role of communication strategies in change management process in Mustras International Limited, Kaduna becomes worthy of investigation.

 

 

1.2 Statement of the Problem

Change Management is basically confronted with the issue of change resistance. This has been a notorious impediment in change management process arising from the inability of employee to accept change sequel to ignorance about such change initiative. As such Hayes, (1996) argues that that employee resist only changes that they do not understand. Therefore it becomes imperative to find out how changes are communicates in advance in order to avoid potential loss, resulting from change resistance. Hence the subject matter of the research: “The role of communication strategies in change management process in Mustras International Limited” becomes an empirical problem worthy of investigation

1.3 Objective of the Study
The central objective of the study is to examine the role of communication strategies in change management process in Mustras International Limited.
The specific objectives are:

 

 

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