TABLE OF CONTENTS
Title
page - - - - - - - - - i
Declaration - - - - - - - - ii
Approval
page - - - - - - - - iii
Table
of Contents - - - - - - - iv
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study - - - - - 1
1.2 Statement of the Problem - - - - - 2
1.3 Objective of the Study - - - - - - 3
1.4 Statement of Hypothesis - - - - - 3
1.5 Significance of the Study - - - - - 3
1.6 Scope of the Study - - - - - - 4
1.7 Limitation of the Study - - - - - 4
1.8 Historical Background of Union Bank of
Nigeria Plc 4
1.9 Definition of Terms - - - - - - 8
CHAPTER TWO: LITERATURE REVIEW
2.1 Concept of Training - - - - - - 9
2.2 Development - - - - - - - 11
2.3 Need for Training and Development of Staff - - 12
2.4 Types of Training - - - - - - 13
2.5 Purpose of Training and Development - - 15
2.6 Training Process - - - - - - 16
2.7 Training Methods and Techniques - - - 18
2.8 Development Process - - - - - - 20
2.9 Development Techniques - - - - - 22
2.9.1 Problems
of Staff Training and Development of Union Bank Plc 23
2.9.2 Need
for Evaluation of Training and Development Programmes 24
2.9.3 Stages of Evaluating Training and Development - 26
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design - - - - - - 27
3.2 Research Population - - - - - - 27
3.3 Sample Size and Sampling Technique - - - 28
3.5 Justification of Method Used - - - - 29
3.6 Method of Data - - - - - - - 30
3.7 Justification of Instrument - - - - - 31
References - - - - - - - - 32
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training refers to the teaching or learning
activity carried on for the primary purpose of helping members of an
organization acquired and apply the knowledge, ability, skill and attitude
needed by the organization.
Training
and Development of an employee cannot be overlooked especially in the bank
sector asit forms the umbilical cord of proficiency and greater efficiency
which remain the trademark of any organization. Broadly speaking, training is
the act of increasing knowledge and skill of an employee in doing a particular
job.
According to M.C. Far Land (2006) training is the
term used to describe the process through which organization build the skill
and abilities of non-managerial employee. Development on the other hand
includes the process by which manager and executives acquire not only the skill
but competence in their present job but also capacity for future managerial
task increasing scope.
Development is not as specific that, it is more
general in application. In this context, it is used in the relation to the
process of helping management improve the managerial administrative skills and
decision making process, qualities, competencies and achieving motivational and
consequently productivity of employer, by wing training to motivate employees,
it will definitely result in increase in productivity. Training tends to be
connected with non managerial employee while development refers to managerial
staff.
1.2 Statement of the Problem
Competition has affected employees effective and
efficient performance hence they are not having required needed skills,
knowledge, attitude and the technical know-how to enhance their professional
performance at their job level.
The level of performance of most staff has been
very low and discouraging thereby having negative effect on the overall
performance of corporate objective of the bank. These are the problems that
prompted this research work:
i)
Low level of
performance in service delivery
ii)
Competition
in the banking sector
1.3 Objective of the Study
The main objective of this research is to examine
how staff training and development serves as a tool for employee performance to
achieve organizational goals and objective efficiently.
The importance and necessity of staff training
and development will be ascertained and employee view of training will be
determined.
1.4 Statement of Hypothesis
H0: Staff Training and Development does not lead
to an increase in organizational output in Union Bank.
H1: Staff Training and Development leads to
increase in organizational output in Union Bank.
1.5 Significance of the Study
A study of this nature is important and
significant, because the result will encourage management or more organization
to inculcate compact training and development of their staff. The result of
this story will be benefit to Union Bank Plc.
1.6 Scope of the Study
The study is concerned with staff training and
development as a tool for employee performance in an organization.
It focused on the banking industry with
particular reference to Union bank of Nigeria Plc, Kachia Road, Kaduna South
Branch.
1.7 Limitation of the Study
The researcher in the course of this work encountered
certain constraints which are:
1)
Time
constraint as the research work is combine with other academic activities.
2)
Second is the
dearth of information such as low respond from respondent due to one reason or
the other (e.g.) getting the historical background was a problem.
3)
Lastly in
financial constraint occasioned by the need for continuous sorting for
information material.
1.8 Historical Background of Union Bank of
Nigeria Plc
The bank commenced banking operation in Nigeria
in 1917 as a branch of Barclay Bank (Donimum colonial overseas) it later became
Barclays Bank Plc on 30th May 1969 and it was incorporated in
Nigeria under part of the Company Act 1968 as Barclay Bank Nigeria Limited.
This was also changed to Barclay Bank of Nigeria on 7th July 1969.
Union Bank was fully a subsidiary of BBP until
1971 in that year, the bank offered 8.0% of its shares to Nigerian citizens and
associations. Nigeria acquired 10% of it equally of the bank between 1973 to
1976. The bank name was changed to Union Bank of Nigeria Ltd and was converted
to wholly Nigeria Bank. In 1989 when it sold 58,80,32,00 ordinary shares of 25k
each on the promulgation of the Company and Allied Matters Decree in 1990 and
the bank name was changed to Union Bank of Nigeria Plc. In compliance with
section 29 there of Union Bank of Nigeria Plc is control by the Board of
Directors for case of administration, the central organization has been split
into section with manager being responsible to head office at Lagos. The branch
manager is responsible for the performance of his branch as well as being
responsible to his area manager for further details. The bank structure of
Union Bank Plc, Kachia road, Kaduna South is shown below.
Organogram
of Union Bank Plc
Kachia Road, Kaduna South, Kaduna
In which the following are represented:
Business development manager is known as the
Branch Manager. The branch has two sections: the marketing section and the
business operation section in which CMO represent (credit management officer)
each heading a section while the business operation section is head by the
business development and the administrative support.
Finally, the bank engage in business of commercial
banking, and has over the years carved a machine for service. The bank has been
rated Africa seven biggest Bank and of course of Nigeria biggest bank.
The bank currently have 281 branches nationwide
fully equip to provide diverse bank service which include the operation of
current, saving, deposit account, granting of loan and overdraft, provision of
international banking service, export credit and financial adversely service.
1.9 Definition of Terms
Ø
Training: This means the acquisition of knowledge and skill
for the purpose of an occupational task.
Ø
Development: It means stage in which staff has pass through
inexpansion or improvement in the condition which he/she does is job.
Ø
Performance: According to Egberb (2009) sees performance as
the behaviour that a person select on the job to meet or achieve a personal
goal.
Ø
Training
Need: This could be
describe as a deficiency in skill knowledge or experience which requires to be
taught in order to enable our employee to protect a particular job or task to
the standard.
Ø
Organization: An organization is a hierarchically structure
grouped of individual, expert, professional or non professional who worked
together for a common goals. It is a group of people with common purpose.