IMPACT OF TRAINING AND DEVELOPMENT OF HUMAN RESOURCES AS A CRITICAL FACTOR IN THE BANKING SECTOR

IMPACT OF TRAINING AND DEVELOPMENT OF HUMAN RESOURCES AS A CRITICAL FACTOR IN THE BANKING SECTOR

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Abstract

 

This research work on the impact of training and development of human resource as a critical factor in banking sector a case study of First bank of Nigerian plc main branch Enugu. The main objective of the study is to evaluate the effect of training and development of human resource in bank operation. The population of study which is the employees of First Bank of Nigeria plc main branch and as it stands is a total of 100, while the sample size is 80. During the research process the researcher collected data from two source the primary and the secondary source of data were gotten from questionnaires administered to the employee of First bank plc while secondary data were gotten from textbook, journals, publication and manual. In determining sample size, the researcher used yaro yamene formular. For determining sample size as quoted in Nigeria, n –N/1 + N (e)2 in the act to determine finding the techniques used was descriptive survey and descriptive analysis was based on answer to research quotation that were formulated. On the base of the above finding, the researcher recommended among others that First Bank of Nigeria plc main branch, Okpara Avenue Enugu should implement effectively and progressively any training plans or budget to ensure improvement in banking operation. The management should build good and mutual relationship with workers, so as to create a conducive working environment. In order to encourage workers to put in their best in what they do.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE OF CONTENTS

Cover page

Title page

Certification

Dedicaiton

Acknowledgement

Abstract

Table of contents

 

CHAPTER ONE: INTRODUCTION

1.1     Background of the study

1.2     Statement of the problem

1.3     Purpose of the study

1.4     Significance of the study

1.5     Research question

1.6     Reseach Hypothesis

1.7     Scope / delmitation of the study

CHAPTER TWO: RELATED LITERATURE REVIEW

2.1     Theoreticla framework for the study

2.2     Review of Related literature

2.3     Method and techniques for determination training needs

2.4     Current literature on thoeires

2.5     Effectveness of training and development

2.6     Summary

CHAPTER THREE: RESEARCH DESING AND METHODOLOGY

3.1     Desing of the study

3.2     Area of the study

3.3     Population of the study

3.4     Sample and sampling techniques

3.5     Instrument for data collection

3.6     Unlidation of the instrument

3.7     Distribution and retrieval of instrument

3.8     Method of data Analysis

CHAPTER  4

4.1     Data presentation and Analysis data presentation

CHAPTER  5: SUMMARY, CONCLUSION AND RECOMMEDATION

5.1     Summary of finding

5.2     Conclusion

5.3     Recommendation

5.4     Limitations of the study

5.5     Suggestion for further research

 

 

 

 

 

 

CHAPTER   1

 

 

1.1     INTRODUCTION

 

 

Many  years  ago,  the  concept  of  training  and  development  were

 

misunderstood and not given full consideration in most Nigeria organization. Today the situation has change totally, such that many organization, business and non business organization has come to realize the need for training and development of employee as vital for organization development and operation.

 

Training and development has started since the existence of man, as the action of man is directed on what to do and when to do it. Just as a little child is trained on various ways of walking, standing and sitting, it is done in order to develop the child with skills to adapt to his environment.

1.1     Background of the study

The above statement is applicable to an employee, in order to train him so as to be able to adapt to the environment and organization which he finds himself. With this, it is clear that every organization need to train its employee so that there will be improved growth and productivity. According to Abolo, E.M. (2000), Banking business in Nigeria started in 1892 by African Banking Corporation. The bank was taken over by now standard bank, now First Bank in 1894.

 

The two expatriate banks dominated the banking scene until 1933, when National bank of Nigeria was established. Many indigenous banks were established between 1929. But most of them failed due to probably, lack of training and development. Only three indigenous banks and the two foreign banks survived the period, by 1952, the first bank ordinance was introduced, it stipulated the minimum capital based and licensing for banks. The period that followed, 1952 to 1962 and 1970, there was no new banks establish in Nigeria, presumably because of the impact of regulations and the civil war (1967 –1970).

 

The periods of 1959 –1986 witnessed the era of regulation. The central bank of Nigeria was established in 1969 with the aim to promote and integrate the Nigeria financial system. The central bank of Nigeria encouraged the development of money and capital markets. It also encourages the banking industry. Other useful development within the period that affected human resource development in banks is:

 

1. The companies Decree (1968). Which made it mandatory for all companies in Nigeria, including banks to register locally and b subjected to Nigeria laws?

 

1. Indigenization Decree (19720, which introduced the system of deliberate Nigerianization.

 

1. The acquisition of controlling shares in the three big expatriate banks. The period 1986, to date is called the second Banking Boom Era, because of the rapidity with which banks were established due to deregulation of the economy. The government and private sector rely on bank for allocation of human resources. In 1986, banking industry had 12(twelve) merchant and 29(twenty-nine) commercial banks. By December 1990, there was 48(forty-eight) merchant banks and 58(fifty-eight) commercial banks apart from 5(five) development banks established in 1989. A unit banking system meant mainly for rural communities started springing up towards the end of 1990. As at may 1991, there were 120(0ne hundred and twenty) merchant and commercial banks excluding central bank of Nigeria, four development banks, people banks and community banks.

 

The  federal  savings  bank  was  recently  converted  to  what  they  call  a  whole  “commercial banks” instead of being a the industry and financial system as a whole has over stretched the management cadre of banks. It has created upliftment and promotion for many staff training and retraining to maintain a high level of competence within the industry.

1.2     Statement of the problem

 

Before the establishment of central bank in 1959, training of Nigeria bankers was not taken serious by most banks. Especially the foreign oned banks. In every organization or sector all over the world, the management sets up the organizations goals and ways of achieving these goals (First Bank of Nigeria Plc). Is not exception Ejiofor (1981:248 –249) states that for an organization to attain this goals effectively and efficiently. Workers are taken very important and necessary. And to keep and maintain these workers, they should be trained and developed, and also be familiarized with the new trend in existence.

 

Many organizations have not been able to identify the important of training and development. These questions were being asked by Rosenberger why some organization performs better than other? Why it is that organization or sectors has not been able to perform efficiently? Why is it that training and development is rarely considered necessary in some?

1.3     Objective of the study

 

Following the topic under discussion, the objective includes the following;

 

1. To determined influence of training and development of human resource on the operation of banks.

 

2. To help provide an opportunity and broad structure for the development of human resource technical and be behavioural skills in the bank.

 

3. To find out if staff of the banks see the training and development programme as motivation and means of job enrichment and satisfaction.

 

4. To determine the number of bank staff trained each year and how it affects their performance at work.

 

5. To evaluate worker performance before and after training courses.

 

6. To make recommendations where appropriate to the banks in other more meaningful, it human resource training and development.
7. To improve upon the quality of work and life in the bank.
8. To determine the problem banks encounter in carrying out training and development of its staff.

1.4     Significance of the study

For training and development of human resource of have effect on bank operation, its objectives, benefits and process must be clearly stated and understood, for the benefit of those who are expected to gain form it. The study is expected to be of benefiticent for the following. Banks in Nigeria; the study with help the manager of the bank in Nigeria improve the qaulity of the staff with particular reference to first bank Plc, main branch Engu.

Bank customers; An improved banking service with help eliminate waste of time in the bank before attention is given to customers.

Banking ot Economy: the research work will help rebuild all betteral economy. Banking staffs; when bank realize the need for human resource training and development, their employee with have greater opportunity of being taining. It will help to develop and shape their future.

 

1.5     Research question

The research question formulated by he resercher for he purpose of this study includes the following:

1. a) How do traing and developmnt of human resource help in achieving banks goasl?
2. b) What proportion of the staff is training a manually?
3. c) Do training and development of human resources have any influence on the level of performance of the bank?
4. d) What types of training and development of human resources programmes are availabale in the banks.
5. e) Do training and development of human resources have any effect on improving profitability of the banks?

1.6     Research  hypothesis

As it is known in the actual sense that at the beginning of very research work is hypothesis as it help the researcher ot design and plan his enquiring, choose his method of date collection, make use of statisticla tools of his choice ot carry out the study effectively. Based on the study training and development of human resources as a criticla factor in bank opeation study of first bank of Nigeria Plc main Branch, Okpara Avenue, Enugu.

H0:   Training and development does not improve the level of job performance of the staff of the banks.

Hi:    Training and development does improve the level of job performance of the staff of the banks.

H0:   Training and development opportunties do not motivate workers.

Hi:    Training and development opportunties do not motivate workers.

H0:   Training and development of human resources fo not improve the profitability position of banks.

Hi:    Training and development of human resources do improve the profitability position of banks.

1.7     Scope / delimitation of the study

Looking at the topic of this study, the aim of covering all objectives of the corporation (FBN PLC) Enugu main branch the benefit to other organization in Nigeria in their training and development of human resources which help improve individual worker performance and that of the entire company.

Training and development is vital and significant to all organization both provate and publci sector. But this study is focusing on the bank of Nigeria on first bank of Nigeria Plc main branch, Okpara Avenue Enugu.

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