Abstract
This study is carried out to examine the training and
development of human resource in building operation in Union Bank Plc, Oko
branch. To achieve this, the researcher prepared and administered
questionnaires to the staff of Union Bank Plc, Oko branch. The information
gathered was presented in tables and analyzed using simple percentage
techniques. It was found that human resource training influence the operations
of Union Bank of Nig. Plc Oko branch, and that training programme increases
employees’ and organizational productivity. Based on the findings, the
researcher recommends that management should always see training and
development of their employees as one of the motivational tools that will
increase productivity. In conclusion, systematic training and development of
human resources enhance efficiency and effectiveness as well as increase
profitability and productivity of the organization.
TABLE OF CONTENTS
Title i
Approval ii
Dedication iii
Acknowledgement iv
Table of contents v
Abstracts viii
CHAPTER 1
INTRODUCTION
1.1 Background of the study 1
1.2 Statement of the problem 4
1.3 Purpose of the study 5
1.4 Significance of the study 6
1.5 Research questions 6
1.6 Scope/delimitation of the study 7
1.7 Definition of terms 8
CHAPTER 2
REVIEW OF RELATED LITERATURE 10
2.1 Concept of
training and development 11
2.2 Nature of
training and development 15
2.3 Employee/operative
training 15
2.4 Executive/management
development 24
2.5 Organizational
knowledge 31
2.6 Reasons for
training 32
2.7 Purpose for
training 34
2.8 Evaluation of
training 37
2.9 Summary of
literature review 39
CHAPTER 3
RESEARCH METHODOLOGY
3.1 Design of the
study 40
3.2 Area of the
study 41
3.3 Population of
the study 41
3.4 Sample of the
study 41
3.5 Instrument for
data collection 42
3.6 Validation of
the instrument 43
3.7 Distribution and
retrieval of instrument 43
3.8 Method of data
analysis 43
CHAPTER 4
Data presentation and analysis 44
CHAPTER 5
Summary of Findings, Conclusion and Recommendations
5.1 Summary of
findings 53
5.2 Conclusion 54
5.3 Recommendation 55
5.4 Limitation of
the study 56
5.5 Suggestions for
further research 57
References 58
Appendix 60
Questionnaire 61
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Do we ever settle to think why some
organizations recruit better applicants than others, why some business
enterprises are more efficient or perhaps, more effectively organized than
others? Why some establishments are more productive than others, why some firms
make profit while others are folding up? It is possible to answer the above
questions with this simple phrase; lack of requisite skills and failure on the
part of management to identify and adequately take care of their inadequacies”.
After recruitment and selection of employees,
they need to be maintained and motivated towards achieving the organizational
goals. And this can be achieved through training and development of the
organizations workforce.
Sound and constructive human capital development
facilitates optimization of available potentials and provides
opportunities/leverage for better repositioning of an organization to achieve
global competitiveness. Hence, human resource development is a pre-requisite
for organizational survival, sustainability and success. This fact is
reinforced by Chinese wise saying, which says thus;
“If you wish to plan for a year, sow seed
If you wish to plan for 10 years, plant trees.
If you wish to plan for a lifetime, develop men”.
The above, summarizes and underscore the indispensability
of human resource development in organizations.
Brief History of the
Study
The Union Bank of Nigeria has a long and proud
history dating back to 1917, when it first opened its doors for business as the
colonial bank. In 1925 it was brought by Barclays, becoming Barclays Bank
Dominion, colonial and overseas which it remained until the early 1970s.
In 1971, Barclays incorporated the bank locally
in Nigeria as Barclays Bank of Nigeria Plc and sold a significant shareholding
to the federal government and the Nigerian public. In 1979 the banks name was
changed to the Union Bank of Nigeria Plc, to reflect the change in its
ownership structure.
In the early 1990s, the Nigerian government
started a policy of privatization of state owned asset, which resulted in 1993
in both the government and Barclays selling their remaining stakes in the bank
to the public at large, thus creating a truly publically owned bank.
Since the early 1990s, the bank has enjoyed a
period of unparalleled growth, acquiring universal Trust Bank Plc. Broad bank
limited and Union Merchant Bank as well as increasing shareholder funds through
a rights issue in 2005. The Union Bank of Nigeria now has a network of over 400
branches across Nigeria, a subsidiary in London and offices in Ghana, Benin and
South Africa. In 2009, it posted gross earnings of US and 980 million and total
assets of US and 8.8 billion. The bank’s management team is headed by Emeka Emuwa
as the group managing Director/Chief Executive. Other executive management team
members include:
Adekunle M. Adeosun – commercial/retail
banking (south) and consumer banking.
Philip Ikeazor – corporate,
international/investment banking and treasury.
Ibrahim A. Kwargana – commercial/retail banking
(North) and public sector.
Mrs. Oyinkan Adewale – chief financial
official.
1.2 STATEMENT OF PROBLEM
The efficient training and development of human
resources in an establishment, which Union Bank Plc is not an exception,
requires immediate attention because the negligence given to the establishment
which will in turn led to the downfall or bankruptcy of the establishment.
This study seeks to investigate if training and
development of human resources is practiced in Union Bank of Nigeria Plc, the
approaches of training and development of human resources the negative
attitudes of management and supervisors on training and development of their
sub-ordinates, as well as the impact of modified behavior, attitude and moral
on employees in Union Bank of Nigeria Plc.
1.3 PURPOSE OF THE STUDY
The main purpose of this study/research work is to
critically define, analyze and clearly identify training and development of
human resource in banking institution. And also,
1.
To ascertain the
influence of human resource of Union Bank of Nigeria, Oko branch.
2.
To determine the types
of training available method and place of training in Union Bank of Nigeria,
Oko branch.
3.
Find out whether staff
of the bank sees training and development programme as motivating and means of
job enrichment and satisfaction.
4.
Evaluate work
performance before and after training programme in Union Bank, Oko branch.
5.
Determine whether there
is any relationship between labour turnover and availability of training and
development opportunities in banks.
1.4 SIGNIFICANCE OF THE STUDY
It is important to print out that on completion of this
research work, it would be of immense significance to the following group of
people:
1.
Management and supervisors
of Union Bank Plc Oko branch. If the management and supervisors of the bank
apply the findings and recommendation of this research work, training and
development would be achievable in the bank.
2.
It would also help the
management to know how much training and development influences worker’s
productivity and performance.
3.
Researchers: the output
of this work will serve as a base for further research in future on related or
similar topic.
1.5 RESEARCH QUESTIONS
In order to achieve the purpose of this study, some
questions need to be considered. Below are some research questions which have
been formulated:
1.
Do training and
development of human resources influence the operation of the bank?
2.
What type or method of
training do your bank adopt?
3.
Are you motivated after
the training and development programme?
4.
Are you convinced that
your performance improve after the training and development?
5.
Is there any
relationship between labour turnover and availability of training and
development opportunities in your bank?
1.6 SCOPE/DELIMITATION OF THE STUDY
In this project work, “training and development of human
resource in banking operation” is restricted to Union Bank of Nigeria Plc, Oko
branch, Anambra state.
1.7 DEFINITION OF TERMS
Training: This is the acquisition of basic skills for efficient
performance of specific duties or tasks. It is an organized procedure through
which people acquire skills for a definite purpose, the purpose is to achieve a
change in the job behavior of those trained.
Development: This can be defined as all those job and organizations
related activities as well as other extra curricula activities undertaken to
expose employees to comfortably and conveniently perform additional duties and
assume challenging positions in the organizational hierarchy.
Human Resource: This
is the set of individuals who make up the workforce of an organization,
business sector or economy.
Bank: A bank is an establishment authorized by a government to
accept deposit, pay interests, clear cheques, make loans, act as an
intermediary in financial transactions and provide other financial services to
its customers.
Banking: This simply can be defined as the business activity of
accepting and safeguarding money would by other individuals and entities.
Operation: This is seen as job or task consisting of one or more
elements or sub-tasks performed typically in one location.
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