research project was conducted to examine the effects of training and
development on employees’ performance in Guaranty Trust Bank, Opebi.
all, 40 participants served as sample for the study, 38 was collected.
hypotheses were formulated. The data obtained were sorted and analysed and t-calculated
method was used for the study and the instrument used in carrying out this
study was an itemized questionnaire. The primary data was collected via
questionnaire and analyzed using percentages.
result generated from the study indicated that the philosophy and principles of
training and development on workers have a huge and immense impact on the
growth of an organization
summary, it was recommended that organizations should seek knowledge on the
subject and effectively achieve the cost benefits and enduring advantages of
training and development.
Title page i
Table of contents iii
to the Study 5
of the Problem 10
the Study 11
of the study 11
of the study 13
Scope of Study 14
of terms 15
Operational Definition of variables 15
history of Guaranty Trust Bank Plc 16
TWO: LITERATURE REVIEW
of training needs 25
of training effectiveness 31
of the relationship between
training and job performance 41
of training to productivity 43
THREE: RESEARCH METHOD
Instrument used 53
of methodology 54
FOUR: PRESENTATION, ANALYSIS OF DATA AND RESULTS
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
1.0 BACKGROUND TO THE STUDY
is becoming more complex and human elements remain an indispensable component
of its survival. Training is a sort of investment from which an organization
expect some positive returns. It involves the development or modification of
behaviour of employees in such a way that they become more effective at their
(1980) said that when employees have been recruited, selected and inducted,
such employees must be developed to fit the job and the organization since no
one is perfectly fit at the time of hiring. Soetan (1995) also buttressed this
point when he said that training is always necessary when requisite skills,
attitude and knowledge are either inadequate or completely lacking and when
performance deficiencies that can be eliminated through training are
training is often aimed at increasing productivity, improving quality of work,
raise moral as well as development of new skills, knowledge and attitude. While
development on the other hand, is a hand in a learning activity which is
directed toward future rather than present needs and which is concerned more
with career growth than immediate performance. The focus of development tends
to be future manpower requirement and other growth needs of individual in the
and development are not synonymous. Training is the process of improving job
behaviour of an employee in the immediate environment while development is
future oriented often geared toward preparing an employee for greater
responsibilities in the future.
management of change calls for a dynamic human resources development policy to
ensure that each staff in an organization possesses requisite knowledge, skills
experience and expertise for the performance of his task.
Administrative approach is based on the number of employees to be trained in
one year at a particular period. The needs of the employee or the organization
is not considered rather it depends on whose turn it is to go for training and
the number of staff the budget can take care of. Through approach, the
employees are sent to improve their welfare either financially, academically or
otherwise. The employees are sent for training for their personal benefit. In organization,
a measure of polices exist as the employee interact with one another here,
training selection is based on either or some of the following lobbying, getting
rid of some troublesome employees and projection of individual’s personal image,
is known as “political approach”. The organization development approach is
usually adopted where the management cadre in an organization are made to
attend training programmes as a result of poor performance of a unit or
division as the case may be.
a systematic approach, the need of the employee is identified from the gap
between his actual performance and the desired performance. Periodic
performance appraisal can provide very useful data to identify these needs
through systematic approach to training. It is preferred in profit oriented
organization because it is often job related and is directed toward the
achievement of organizational goals.
and development usually takes two forms namely:
In house training
Off house training
training is usually carried out within the organization i.e. induction course,
on-the-job training coaching programmes, etc. Here, the training is done in the
normal work environment situation with the trainee using the actual tools,
equipment and material that he/she will use when he/she is fully trained.
Mccormick and Tiffin (1977) describe it as “catch as-cast-can” and on the other
hand, off-house training takes place outside the organization, for instance
management consultant and training institutions organized training programmes
which employees attend as evaluation training. It decides whether training
justifies it cost and whether it is doing what it sets out to do.
main goal of training is to improve employee ability to perform specific tasks.
Many organizations therefore spend a deal of time and money on training and
development of their employees. However, management is worried about the
effectiveness of training programmes in terms of contents, method usefulness
and result. There are many approaches to training depending on the purpose it
is expected to serve.
C. (1971) has suggested the following ten steps as constituting systematic
Identification of the occupation
chosen as priority.
Examination of the occupation chosen
Analysis of the occupation
Specification, selection, and appraisal
of the people to be training
Setting training objectives
Planning of the training programme
Implementation of training programme
Checking / assessment of the training
for training can be described as a process for systematically relating
expenditure of funds for training to accomplish its planned objectives. The
main purpose of training budget is to have realistic estimates of funding
necessary for the training services which are meant to be crucial to the achievement
for organizational goal both in short term and long term basis. According to
Douglas (1969), the step to follow in preparing a training budget are as
Assess the training needs of the
Draw a training programme for the year
Document the annual budget for the
training schools or department
The time to be spent
The number of
people to be trained
expenses such as traveling expenses.
1.1 STATEMENT OF PROBLEM
of the basic problems in any work environment is how to motivate people to
work. In a modern society this is not an easy tasks, as many people derive only
slight personal satisfaction from their jobs and enjoy little sense of
accomplishment or creativity. A worker has certain personal expectations
concerning the type and amount of reward he or she would receive for services
rendered. The extent to which such expectations are met would presumably affect
in large measure the inclination of the worker to continue at the current level of performance and
indeed, might even ultimately affect the decision concerning whether to remain
with the organization. Training development is predicated or workers machines
and tool deficiencies. Wastages in industries owing to the fact that people are
not well trained for a particular job, usually result low skilled man power.
is necessary for managers to identify training needs before designing training
programmes. Emphasis on buying sophisticated machines to replace human
resources development, thereby leading to more
concentration on machine instead of individual, lack of technical
skills, interpersonal skill, or inability to assimilate the cultural values of
the organization. The researcher has veered into finding out the reasons. Why
embargoes are placed on equipment instead of human capital development
1.2 PURPOSE OF STUDY
purpose of this study is to examine the effect or extent to which training
motivates workers toward greater job performance in the banking industry. It
also examines the training method being employed and will also examine what can
be regarded as adequate manpower training and development on employees
performance and how organization can improve employee performance beyond the
scope of training and development.
1.3 SIGNIFICANCE OF THE STUDY
Many organizations spend a great deal of time and
money on training and development of
their employees, however the management of some companies are often worried
about the effectiveness of such training and development programmes in terms of
content, methods, usefulness and desired results. This research efforts would
attempt to evaluate the impact of training and development on employees
performance of a firm in the banking industry.
there are chance of prevention of industries folding up if they have competent
and well trained staff delivering improved and better services in line with the
organization’s goal and objectivities. This will in turn enable our home made
product and services to compete favourably with foreign products and services.
can result to improve job satisfaction as performance when training requirements
are determined by analyzing the work to be done through the manpower resources
available and the present and future environmental demand or organization.
new employees, regardless of their previous training, education and experience,
need to be introduced to their new employees’ work environmental and to be
taught how to perform specific tasks. Moreover specific occasion, for training
arise when job changes, and new skills must be introduced by advancing
some employees respond to continuous training, they can progressively increase
their value to organization and prepare themselves for promotion and continuous training can help employees to
develop their ability to learn, adapt themselves to work methods, learning to
use new kinds of equipments and adjusting to method changes in job content and
programme also usually provide a job change designed to improve the quality of
work life and the hope that the employees will reciprocate with training gives
the employees a fair chance to better performance and avoids the frustrating
experience of poor performance. Effective training and motivation therefore
ensure the loyalty of employee and invariable, high productivity through the
avoidance of wastages.
1.4 OBJECTIVE OF THE STUDY
effect of human resources training and development on employees performance
need to be examined and the extent to which training motivates workers towards
greater job performance in the banking industry.
identify how organization can improve employee performance beyond the scope of
training and development.
finally, this study will document relevant information which will improve the
awareness of training and development
in an organization through the manpower
resources available and the present and
future environmental demand or
1.5 RESEARCH QUESTIONS
this research, attempt shall be made to find answer to the following questions.
Does training improve employee
Does training increases profitability?
Does training encourage commitment?
Does training serves as motivation?
1.6 RESEARCH HYPOTHESES
H1: Effective training and development would
lead to employees performance
H2: Training and development of employee would
serve as a motivator that would lead to efficiency in the workplace.
1.7 SCOPE OF STUDY
bank under investigation, Guaranty Trust Bank has about 3,000 employees in the
entire organization. It also has about 15 branches in Lagos. For easy
management of the study used Opebi Allen Avenue Branch.
study would examine other factors that are known to improve employees job
performance such as motivation of staff in terms of monetary reward and fringe
1.8 DEFINITION OF TERMS
and development is all about growth of an organization. Training has been one
of the greatest factors that makes an organization to achieve their growth,
goals and objective performance. The word performance is all about the efforts
carried out in an organization by the employee to make training and development
contribute to performance. After every employee had been trained with high
training, it will surely enable them to perform very well. In other word,
training and development should lead to performance.
1.9 OPERATIONAL / DEFINITION OF
the purpose of this study, a number of concepts would feature prominently and
attempts would be made to define them within the frame work of this project.
This is the systematic acquisition of skills, concepts or attitude that would result
in improved performance in an organizational setting.
Training needs: This
represent the gap between the kind of performance an employee has and the kind
of performance which he is expected to have which can otherwise be bridged by
1.10 BRIEF HISTORY OF GUARANTY TRUST BANK PLC
Trust Bank Plc was incorporated as a limited liability company licensed to
provide commercial and other banking services to the Nigerian public in 1990.
The bank commenced operations in February 1991, and has since then grown to
become one of the most respected and service focused banks in Nigeria.
Trust Bank operates from over 160 business offices in Nigeria with several bank
and non bank subsidiaries spread across Anglophone West Africa and the United
years later, in September 1996, Guaranty Trust Bank Plc became a publicly
quoted company and won the Nigerian Stock Exchange Presidential Merit award
that same year and subsequently in the years 2000, 2003, 2005, 2006, 2007 and 2008. In February
2002, the bank was granted a universal banking license and later appointed a check
bank by the Central Bank of Nigeria (CBN) in 2003.
Trust Bank undertook its second share offering in 2004 and successfully raised
N11bn from Nigerian investors to
expand its operations and favourably compete satisfactorily poised to meet the N25bn minimum capital base for banks
introduced by the Central Bank of Nigeria in 2005, as part of the consolidation
exercise by the regulating body to sanities and strengthen Nigerian banks.
Post-consolidation, Guaranty Trust Bank made a strategic decision to actively wrong
word retail banking. A major rebranding exercise followed in June 2005, which
saw the bank emerge with innovative, cutting edge service offerings, aggressive
expansion strategies advertising policies and it’s now trademark vibrant
2007, the bank entered the African business landscape history books as the
first Nigerian Financial Institution to undertake a $350 million regulation
Eurobond issue and a $750 million Global Depository receipts (GDR) offer. The
listing of the GDRSs on the LSE in July that year made the bank the first
Nigeria Company and African Bank to attain such a landmark achievement.
December 2009, Guaranty Trust Bank once again set the pace by successfully
completing the first tranche of its $200 million dollars corporate Bond – the
first corporate bond in Nigeria for a very long while. Over the years, the bank has been a recipient
of numerous accolades and commendations for exceptional service delivery,
innovation, corporate governance, corporate social responsibility and
bank has remained a learning
organization, learning new ways to delight its customer-sweet on the
counters, a hand umbrella on a rainy day, aesthetic, function premises and
technology has always been a passion with management from its early days of
operations until today, guaranty trust bank has utilized functional contemporary technology that has kept it
ahead of the curve.