TABLE OF
CONTENT
Cover page i
Title page ii
Declaration iii
Approval page iv
Dedication v
Acknowledgement vi
Abstract viii
Table of content ix
CHAPTER ONE (INTRODUCTION)
1.1
Background
of the study 1
1.2
Statement
of the problem 5
1.3
Objectives
of the study 5
1.4
Significance
of the study 6
1.5
Research
question/hypothesis 7
1.6
Scope of
the study 8
1.7
Limitation
of the study 8
1.8
Definition
of terms 8
CHAPTER TWO (LITERATURE REVIEWS)
2.1
Introduction
11
2.2
History of
training in the banking industry 12
2.3
Conceptual
definition of training and development 14
2.4
Training
needs and job analysis 19
2.5
Objectives
of training programmes 22
2.6
Method of
evaluating training programmes 24
2.7
Kind or
type of training 26
2.8
Types of
training techniques 28
2.9
Principle
for effective management development 31
2.10 Problem associated with management development 33
CHAPTER THREE
3.1
Introduction
35
3.2
Research
design 35
3.3
Area of
study 36
3.4
The
population of study 36
3.5
Sample and
sampling techniques 36
3.6
Instrument
of data collection 37
3.7
Validation
of the instrument 37
3.8
Reliability
of the instrument 38
3.9
Method of
data collection 38
3.10 Method of data analysis 38
CHAPTER FOUR
4.1
Introduction 39
4.2
Characteristic
of the respondents, sex, age,
educational
background. 39
4.3
Presentation
of data and analysis of tables 40
4.4
Summary of
findings 49
4.5
Discussion
of the findings 49
CHAPTER FIVE
5.1
Summary 51
5.2
Conclusion 52
5.3
Recommendation 53
Reference 56
Appendix 58
CHAPTER ONE
1.1 BACKGROUND
OF THE STUDY
The
interest in management education is evident in all sectors of the economy. It
will not be long before attendance at one of the short management courses
becomes essential for upward mobility into and within the level of management.
This would almost overstretch the resources of the institutions.
The
reaches seeks to explore the impact of training and development on staff
efficiency in first bank Nigeria plc with the hope that in near future Nigeria
banks would becomes efficient in management educations.
Training
is a way in which specific knowledge and skills necessary to perform a specific
job are taught and learnt. While development is a parallel process by which
people acquired more general abilities and information, but in ways that can
not always be tied directly to a particular task they performed.
According
to Ejiofor (1987; pages 80), said training and development is indispensable to
employee efficiency especially with the growth and modernization in the banking
industry. He added that, they are essential mean for better labour utilization
and planning of organizational goals.
Also,
cloyd (1964) viewed that the evolution of training and development signal the wisdom of man
desired toward industrial revolution couple with determination to pursued their
national development. He said further that through this they invented tools.
Weapon, clothing and shelters to meet their standard of living. in 1957, there
was suddenly fallout of knowledge due to proportion of uncertainty, and
absolute information which becomes
invalid for human use. He concluded that training and development is an
instrument for reduce deterioration and improved efficiency.
According
to Cole(1997). That training and development was indispensable to the
attainment of organizational goals because, employee who have not adequate
training before assigned responsibilities lack the necessary confidence to
execute its jobs. He cited example the aspect of difference in training between
polytechnic and universities, which the polytechnic acquired more practical
knowledge while, the universities is more of theoretical.
Beach
(1992; page 34), said it is obvious that organization existing structure and
manpower to beaved success. But he said good structure of organization largely
depends on the efficient and effectiveness of their employee. He concluded that
training and development becomes necessity to every organization especially
banking industries which is characterizes with risks and turnover”
Appleby
(1992: page 37), said, training and development has been conceptualized among
formal organization as at (a) to enhance job efficiency (b) to increase
productivity both at present and future job (c) to contribute realistically to
the achievement if corporate goals.
However,
it views that there challenges still confronting organizational training
programmes. This includes:, poor training facilities, poor, capacity building,
inadequate of fund, lack of competent trainee, and as well as under utilization
of a trained staff. But, attempt has been through provision of standard
training facilities and personnel, increase budgetary allocation , chosen
career building programme and organize foreign course (outside) i.e international,
and local course (in house ) i.e national.
Above
all, the researcher believe that this study would not only profound realistic
solution but suggested also, the most effective way to promote training and
development programme in the banking industry.
1.2
STATEMENT OF PROBLEM
A look
into some banks and other financial institutions has shown that despite
resources in vested into training programmes the impact on the efficiency of staff is far below its
objective. These problem include:
1). The employee always seen to
lack the necessary induction training in regard to the activities of the
employee that result to low out put.
2). Many bank do not have proper
career path programme or their work forces, and if this seen and properly
implemented, it will lead to low efficiency of the organization.
3). Poor selection of
development programme for the top executive in the banking industry. Most of
development are unrelated on the job.
1.3 OBJECTIVE
OF THE STUDY
The objective of the study include:
1. To examined the impact of
training and development on bank staff efficiency.
2. To evaluate the relationship
between training and output.
3. To identify the adequacy or
relevance of training course contents to the need of staffs.
4. To undiscovered the
constraint associated with the implement of training and development contents.
5. To unravel the impact of
training and development of staff.
6. To make more recommendation
that could be improved upon on the impact of training and development on bank
efficiencies.
1.4 SIGNIFICANCE
OF THE STUDY
The banks in Nigeria, through the banking Act
1959 amended, by the banking decree, provision of 1961, established a training
center in the early, 1990 that encourage the development of highy skilled
manpower with the views to professionalism banking efficiency.
Also,
the study would be useful to the institution (school) and department by design
training curriculum and programme for their staff and students.
Again,
the study would contribute to further academic knowledge or research especially
to students and scholars who will be embarking on similar research topic: Training
and development
1.5
STATEMENT OF RESEARCH QUESTION
1. have staff undergone any training before?
2. what are the number of course attended?
3. are duties performed relevant to course
attended?
4. are new ideas introduced after training course
resisted by Boss?
5. is successful completion of course a perquisite for
promotion?
1.6
SCOPE OF THE STUDY
This
study is concerned about the impact of training and development on staff
efficiency in first bank Nigeria PLC. Area office Kaduna. The study covers a period of 5 Years
i.e 2005-2009. the researcher has related the study to only areas that are
related to the topic.
1.7
LIMITATION OF THE STUDY
The
study is limited to impact of training and development have on bank staff
efficiency of which first bank is been focused on. Also, the researcher
inability to collected favourable data out of sample population presented to
staffs of the bank due to official secrecy, led to low questionnaires result
which made the research project under analyzed.
1.8
DEFINITION OF TERM
TRAINING:- This is the process of preparing human resources for the best services
to their organization at one extreme, training consist of a few hours or minute
of induction to the superior who gives the new a staff employee skeletal
outline of the bank polities location etc as designed to develop. Qualities
specialist.
DEVELOPEMENT:
this is the process that involve a
long time planning specifically designs for management staff with change
in technology and management method.
SYSTEM:- it is a Series of element inter-
dependent and in inter-related to form a whole and it has three stages. The
input; teaching, conversion process i.e, assimilating, teaching and input
carryout is what has been thought.
APPRAISAL:- it is a continuous process aimed at assisting or devising and
encouraging the appraised ( staff) efficiency.
MANAGEMENT:- Is a systematic process of planning organizing directing, coordinating
and controlling of others too and achieved a collective or uniform goal.
INDUSTRY:- Is a group of firm that produced similar good and service for the
purpose maximized profit and as well as satisfied consumers.
ORGANIZATION:- Are group of people bounder with the same objectives working within a
structure of authority and pursued similar goals.