BACKGROUND OF THE STUDY
The human resources are the most dynamic of all the
organization’s resources of all the organization’s resources. They need
considerable attention from the organization’s management; if they are
to realize their full potential in their work. Thus motivation,
leadership, communication work restructuring, payment systems and
training and development may be included in the issue which has to be
faced by management today. Most of these issues will be considered in
this research work, but now it is time to consider the role of training
and development activities in the organization. Because of the
changing nature of business environment due to modern technology,
workers need to adapt themselves to this new technology so, the need
for effective training and development ought to be seriously emphasized
which will create an impartation of new skill, knowledge etc. that an
individual worker will need in other to lead to greater productivity
and higher performance, where there is training and development in an
organization. It helps the organization in achieving its goal and
objectives. ]
Training and development however are matters for individual
organization to sort out the rest of this research look at how
organizations set about meeting their training ad development needs.
FIRST BANK OF NIGERIA IN BRIEF
First bank of Nigeria Plc for over a century has distinguished
itself as a leading financial institution. The bank was incorporated as
a limited liability company on March 31 1894, with Head office in
Liverpool by Sir Alfred Jones, a shipping magnate in it early years of
operations the bank recorded an impressive growth and worked closely
with the colonial government.
To justify its West Africa coverage a branch was opened in Accra,
Ghana in 1876 and in free town, Sierra Leone in 1898. The second
branch of the bank in Nigeria was in the old Calabar in 1900 and two
years later services were extended to their Northern Nigeria. In 1957,
it changed it names from Bank of British West Africa to Bank of West
Africa. In 1969, the bank was incorporated locally as Standard Bank of
Nigeria Limited in line with the companies decree of 1968. Changes in
the bank also occurred in 1979 and 1991, to First Bank of Nigeria
Limited and First Bank of Nigeria Plc, Respectively. In 1985, the bank
introduced a decentralized structure with five regional
administrations. To further enhance the bank’s operational efficiency,
this was reconfigured into sixteen area offices in 2003. In view of the
foregoing, it was therefore, a natural progression when 2001, the bank
began the process of transforming its corporate identity reflects it
rejuvenated focus the bank expanding skill base has been extended by a
range of training provided by a range of training provided to its
employees whose opportunity for career development within the bank have
thus been enhanced. Training is carried out at various levels through
both in – house and external courses.
- STATEMENT OF THE PROBLEM
Most organizations has problems in one way of the other and first
bank Plc is not an Exception one of these problems encountered is
that, workers are not motivated to work so as to put in their best for
the efficiency and effectiveness of the organization. This is due to
the fact that most of these workers are not being trained and
developed, as they ought to be.
Training and development is very important because it removes
deficiencies of employees in an organization. If training is properly
done, the organization will achieve its aims and objectives. However,
major interest to this study is staff training and development as
important tools for achieving an organization’s Objectives.
- AIMS AND OBJECTIVES
The rational behind this research is to undertake an intensive
investigation into staff training and development with a particular
reference to the banking sector in Nigeria and the problems facing the
sector on the subject matter, with a view to offer solution as to how
these problems should be solved.
It is the aim of the research is to see how effectively the
banking sector utilizes training and development strategies in
achieving its goals and objectives. Among other aims and objectives of
this study are:
- To improve the quality of work performance of employees
- To reduce labour turnover, absenteeism and wastages.
- To know the essence of training and development of employees in organization
Finally, the data collected by the researcher of this research
will be analyzed in a more simplified manner and all the technical
items will as much as possible avoided and where they are unavoidable,
it must be explained within this research work, so that even a lay –
man can understand and benefit from this research work.
- RESEARCH HYPOTHESIS
Kerlinger (1973) defines hypothesis as “conjectural” statement of
the relation between two or more variables” this research sets out to
test hypothesis on staff training and development as important tools
for achieving an organization’s objectives the following are the
hypothesis which the researcher have in mind.
Ho: Staff Training and development have no impact on achieving an organization’s goals or objectives
Hi: Staff training and development have impact on achieving an organization’s goals or objectives.
- SIGNIFICANCE OF THE STUDY
The significance of this study lies in the benefit that the
findings would provide to many individuals, groups and organization a
very good source of literature review material for any study relevant
to the topic.
Secondly, organization, especially those that are of the banking
sector will certainly find this project very useful in understanding
the nature of training and development and its relevance to the
employees.
Lastly, it is also believed that the study will be of benefit to the reader who like to have better knowledge of training and
development of employees how to harness and reactivate
these tools towards meeting the challenges facing the banking sector
and the world new economic order at the moment.
- SCOPE OF THE STUDY
Although this project is attempting to review staff
training and development as important tools for achieving an
organization’s objectives: but in the course of writing, the research
will cover First Bank Nigeria Plc Kaduna. The management and other
levels of workers are considered as population for this study. The study
will also be limited to library review of relevant literatures and
based on collections of documents, books, projects, speeches and other
facts through the media.
- LIMITATIONS OF THE STUDY
The research have some limitations like other research studies. Some of the limitations encountered are as follows:
- One of the chief limitation of the study is
inadequate resources (Finance) to conduct a satisfactory and detailed
study of an organization on their training development policies in the
organization.
- Staff of the organization who are in good position to
assist in the acquisition of data, will not be willing to give
information or data on the basis of security. So, much was not
disclosed by them
- Also difficulty was experienced in getting material
like textbooks that will also give relevant information to the
researcher.
- The time frame in which this research work is to be
completed has placed a barrier to how far the researcher can go into
sourcing for information.
- The school being an academic environment gathering of
information was not an easy task considering number of books in the
library, couple with other academic activities which must be taken into
consideration.
- DEFINITION OF KEY TERM
- TRAINING: This usually implies
preparation for an occupation or for a specific skill; it is narrower
in conception than either education or development. It is also defined
as an organized process by Which Skill and Knowledge are learnt for
specified purposes.
- Development: Thus usually suggest a
broader view of knowledge and skills acquisition than training. It is
concerned more with employee potential than with immediate skill.
- Organizations: Organization is
intricate human strategies designed to achieve certain objectives
(Argyris 1960). It is also defined as system of interdependent human
being (Pugh 1971).
- Staff (Employees): These are group of
people working together under a manager or a head. Staff can also be
seen as persons employed in any work place.
- Training Needs: This is deficiency in
skill, knowledge or experience that requires to be taught to enable an
employee performs a particular job or task to the required standard.
- On the Job Training: Is the training program that is given to worker as he is performing the job
- Off the Job Training: This is the training programme that is given to an employee outside the organization.
- Banking Sector: It is a financial
institution established for keeping money and valued safely, the money
being paid out on the customer’s order
- Career Development: Career
development is individual’s perceived sequence of attitude and
behaviours associated with work related experience and activities over
the span of the persons work life.