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- ROLE OF BANKING SYSTEM IN THE DEVELOPMENT OF NIGERIAN ECONOMY (A Case Study of Nigerian Breweries Plc)
- EFFECTS OF BUDGET AND BUDGETARY CONTROL IN BANKING SECTOR (A Case Study of First Bank of Nigeria Plc.)
- THE INDEPENDENCE OF AUDITORS AND RELIABILITY OF FINANCIAL REPORTS IN THE NIGERIA BANKING SECTOR
- IMPACT OF MANPOWER PLANNING ON ORGANISATIONAL DEVELOPMENT (A Case Study of Dangote Sugar Refinery Plc)
- MANPOWER TRAINING AND DEVELOPMENT AS POLICY TOOLS FOR ORGANISATIONAL EFFECTIVENESS (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- IMPACT OF LABOUR TRAINING ON EMPLOYEES PRODUCTIVITY IN THE DEVELOPMENT OF NIGERIA ECONOMY (A Study of Nigeria Postal Service)
- THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON OGRANIZATIONAL PERFORMANCE (A CASE OF UNILEVER NIGERIA PLC.)
- IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYERS PERFORMANCE (A CASE STUDY OF UNION BANK OF NIGERIA PLC)
- THE IMPACT OF TRAINING AND DEVELOPMENT ON EFFECTIVE PERFORMANCE OF WORKERS IN THE PUBLIC SECTOR A STUDY OF NIGERIA PORTS AUTHORITY
QUALITY OF MANPOWER TRAINING AND DEVELOPMENT IN THE BANKING SECTOR (A CASE STUDY OF GUARANTY TRUST BANK PLC)
In this essay, effort were made to identify the quality of manpower training and development carried out in the banking sector in relation to method used in determining training need of an employee, training technique, training evaluation methods and training constraints followings a systematic procedure of training.
It was also discovered in the course of study the right method of carrying out training and the problems encountered in carrying out a quality for employees.
Such problems include inadequate time that is allocated to training, inadequate equipment; obsolesce of knowledge, skill and attitude and also equipment of training.
It is therefore concluded that in order to impact a quality manpower training on employee more time should be allocated to training as well as provision of more effective training equipment and above all training should be a continuous process to avoid obsolesce.
TABLE OF CONTENT
Title page i
Table of content vii
1.0 Background of the study 1
1.1 General introduction of the study 2
1.2 Objectives of the study 6
1.3 Scope and limitations of study 6
1.4 Hypothesis 7
1.5 Research methodology 8
1.6 Outline of the study 9
1.7 Definition of terms 10
Literature review 14
2.0 Introduction 14
2.1 Scope of manpower training and development 15
2.2 Why do we train? 18
2.3 Training versus learning 22
2.4 Nature and characteristics learning 24
2.5 Purpose of learning activities 26
2.6 Learning theories 26
2.7 Styles of learning 30
2.8 Learning and the learner 30
2.9 Barriers to learning 31
2.10 Systematic model of training 32
2.11 Identifying the training needs 34
2.12 Analysis of training needs 40
2.13 Specifying the job 41
2.14 Writing training objectives 42
2.15 Training designs 44
2.16 Training programme and internal validation 49
2.17 External validation and evaluation 51
2.18 Training and development techniques 57
2.19 Problems of quality manpower training and development 61
Research methodology 63
3.0 Introduction 63
3.1 Collection of data 63
3.2 The sample size 64
3.3 Research instrument used 65
3.4 Method of administering of questionnaires 66
3.5 Limitation of the research methodology 67
4.0 Data presentation, analysis and interpretations 68
4.1 Data analysis, interpretation and presentation 68
4.2 Analysis and interpretation (personal data) 68
4.3 Training needs analysis and interpretation 70
4.4 Returns on training and investment
analysis and interpretation 75
4.5 Constraints analysis and presentation 78
4.6 General findings 81
5.0 Summary of findings, conclusion and recommendation 83
5.1 Summary of findings 83
5.2 Conclusions 83
5.3 Recommendation 85
Corporate Profile on Guaranty Trust Bank
1.0 BACKGROUND OF THE STUDY
Training when referred to the banking sector can be seen as a systematic acquisition of skills, role, concepts or attitude that results in improved performance in a working environment ( Goldstein 1974).
Inspite of vigourous efforts by both government and banking industries to improve the skills knowledge ad attitudes through the formation of institutions of training like FITC, (Financial institution training center), high budgets on training programme by banks and employees qualities still become obsolete, morals depends and wrong attitude still exists.
Quality training should be given to bankers both old and new if not for anything else. It will make the bank as a whole to stand out in the mist of this modern banks with a good management and efficient system of organization.
It is therefore the intention of this study to highlight the usefulness as well as the quality of manpower training and development that will be needed or useful and also how the training functional is been useful and also how the training functions is been used in guarantee trust Bank in cope with adverse consequences which the rapid change in environmental elements have on employee skill, knowledge and attitude. Likewise the method employed which might be found useful by any organization that need to improve its manpower training,.
1.1 GENERAL INTRODUCTION OF THE STUDY
The human beings is unique resources required peculiar qualities in whoever attempts to work with it scientific management as traditionally understood, assume that people work best if organized, like machine that is if liked I serious we know now that this is not correct people work well in two ways, either alone as individuals or as a team.
Therefore there is need to organize men for work. Organizing men for work also means putting the man on the job he will do best and training him in the place he can perform well.
Am features that distinguish contemporary life from life in the ancient time is that it is dominated by large complex and formal organisitions. According to Sofer (1992).
Every where and every day. The modern man is born into organization, lives in organization and dies in a organisation.
An organization mostly comes together in pursue of certain objectives which mostly might be maximization of profit.
Organization therefore has many definitions:
According to Oliver sheldeon (1923) “organization is the process of combining the work which individuals or groups has to perform with the facilities necessary for its execution. In that the duties so performed provide the best channels for the efficinet, systematic, positive and co-ordinated application of the available effort”.
Organization consist of people and sole aim of good management is to engineer people to effectively use organization al resources to achieve stated goals.
One of the resources, which is a main tool of management. Is the manpower which is the personnel, you have in you organization but the good people are not easy to identify.
We also know that a true top performer require deeper digging and finding signs of proof that a candidate can love up to his or her own type and deliver maximum contribution to the organization, is very difficult. That is why in every organization, there is need for man. Power planning which is a planned and organized continuous process from recruitment of staff to retirement of personnel which, is an important ingredient in the “recope” for successful management.
Management therefore should take cognizance of manpower training and development in an organization hence should always be in check.
One to improved technology, the constant charge in time and obsolesce of already developed manpower, there is this increased demand for skilled and professionally trained people in an organization. And this group of skilled people mostly include graduates and experienced employees seeking for higher level of employment.
Research has show that if an organization goes on to employ already trained professional, more cost will be resolved. In that, the professionals will demand for a high play in salaries and this will mean that there will be no job security because if the professional are found absolute will be retrenched in this case, management prefer to increase the standard of human resources they already have by arranging training programmes for there employees from time to time. Efforts should be made by management to train. Its employees in a way that while the new entrants are trained to ensure proper integration into organizational system. The old hands are trained to learn new “tricks” to cope with changing environments. This will not only help bankers to achieve their individual goal of personnel development, self worth and sense of accomplishment but also help in achieving the organization goals which in turn lead to growth and development of the country in general.
1.2 OBJECTIVES OF THE STUDY
This study is aimed at:
1. Examining quality of manpower training and development in Guarantee Trust Bank.
2. Examining mechanism/methods employed by guarantee Trust Bank in determining training needs.
3. Examining the methods employed in evaluating training in Guarantee Trust Bank.
4. Examining the effects of training in guarantee trust Bank.
5. Examining the factors that hinder employee training and development in Guarantee Trust Bank
6. Making modest contributions which may be useful to any organization interested in achieving its goals through a quality manpower training and development.
1.3 SCOPE AND LIMITATION OF STUDY
Due to financial and time constraints and the need to produce a balances research, this study particularly pays attention to a qualified staff training and development as a planned efforts aimed at upgrading personnel performances which in turn lead to attainment of organizational goals in banking sector using Guarantee Trust Bank Plc, as a basic of analysis.
The following situation might also limit the validity of the funding of research study:
i. Retrieval of data
Considering the tight work schedule and work pressures seen in banking industries, retrieval and getting employees interview could be frustrating.
ii. Management style
In situation where the management does not want to expose the bank to the public. Hence perusal of achieves might be difficult. Collection of data might be restricted in a particular aspect of the bank. Then vital information for work will be held back.
In this study, the following hypothesis is hereby generated:
a. That training of employees contributes to the growth and economic well being of the organization.
b. That lack of trained personnel in an organization.
c. That when you train a worker improve his skills, knowledge and attitude towards his work and this can enhance greater productivity.
d. That training reduced supervision of work and reduce time.
e. That the success and future of a bank depends on quality of manpower training and development
f. That new employees could be attracted to the organization as a result of effective training.
1.5 RESEARCH METHODOLOGY
For the purpose of this study, the use of both primary and secondary data will be adopted.
The primary source of data will be adopted by use of questionnaire approach and interview.
Questions will be set so as to elicit some vital information on correlation to the objectives and the hypothesis defined in this study.
The secondary source of data for this work include information from the daily newspapers in journals having information on training and development of manpower in Banks.
Information collected from this source will complement further whatever data that might be collected through the primary source.
1.6 OUTLINE OF THE STUDY
This study deals with the quality of manpower training and development in Banking sector. This is put together from chapter one to fiver. Where chapter one highlights the background, the objectives and hypothesis to the study as well as the scope and limitations and also definitions of terms related to the study.
While chapter two, is all about literature review where various literature are consulted on topics relations to the study.
Starting with the preamble, to the usefulness of training and development of manpower in banking industry, its relation to education for also the methods and process necessary for training and development. Likewise the historical background of guarantee trust bank on which this study is based on.
Chapter four, is all about the analysis and interpretation of data, this is where the data collected in chapter three is presented , analysed and interpreted.
Finally, chapter five, where the findings, recommendation and conclusion are laid out and other contribution which will be necessary for the organization interest.
1.7 DEFINITION OF TERMS
The following terms will be defined according to the way or manner in which they are used in this study.
King (1964) very simply says that “Training amount to provide he conditions in which people an learn effectively.
Though, it one thing that can transform some one from a raw materials to a finished product.
Training is an act whereby you give teaching and practice to someone in order to bring to a desired standard of behaviour efficiency or physical condition.
This can also be referred as human resource and it is defined as energies, skill talent, knowledge and intelligence available in a country. Therefore management depends on manpower not just hands that manipulate machines but also browns to achieve organization goals.
Development means the enlargement of personnel potentials through the acquisition of benefits, values, skills and knowledge. It is a process which aims at educating employees beyond the requirement to their present position so that they will be prepared for promotion and also be able to take a broader view of their role in the organization.
Degree of excellence, relative nature of kind or character of faculty, skill accomplishment, characteristics traits, mentals or moral attitude.
Manpower planning generally refers to a wide range of activities which are geared to the enhancement of development and utilization of human potentials (their knowledge talents, skills and energies) of a country or sector of the economy.
The word competence describes the set of behaviours and characteristics, which employees apply in practice in order to be able to perform effectively.
The act of finding out, deciding or the amount of values of something.
This it is a systematic process by which pertinent data are collected and converted into information for measuring the effects of training helping in decision making, documenting results to be used in program improvement are providing a method for determine the quality of training