The Impact Of Training And Development On Staff Efficiency In The Banking Sector Of Nigeria (A Case Study Of First Bank Nigeria Plc)

Project and Seminar Material for Human Resource Management (HRM)

The Impact Of Training And Development On Staff Efficiency In The Banking Sector Of Nigeria (A Case Study Of First Bank Nigeria Plc)


Abstract


This project is an attempted to study and analyze The Impact of Training and Development on Staff Efficiency of First Banks Nigeria Plc Kaduna. Hence the objectives of this study is to find the way forward for first bank to improve on the suitable and how to acquired standard training facilities which is pointed out in the introduction of the project. The research method used in the collection of data is the questionnaire. Further more, the data collected is presented simultaneously in tabular form and analysis of finding is also made. Base on the findings it was ascertained that the staff of First Bank are far better in term of skill and management of risk than other banks. It was therefore recommended that First bank should engage the service of professional personnel in handling the activities of staff Development programme as well as encourage less inter interference by the top management with department of Human Resources.


Chapter One


Introduction

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.

Development:

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.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary of Findings

The fundamental aim of this study is to critically asses the impact of training and development on bank staff efficiencies in the First Bank Nigeria plc, major and valuable findings that resulted from this study are presented below;

  1. The study has shown that training curriculum or template in the bank is defective and inadequate as the skill so acquires cannot be effectively utilized for greater output it is thus too theoretical with minimum applicability.
  2. Secondly the research recognizes the fact that there is no significant relationship between training courses in the bank is not prerequisite for advancement. So staff are not motivated to accept responsibility, contribution ideas and even to apply new skills acquired after attending courses.
  3. Thirdly, the researcher proof that persistent interference with human resources department by the top management of the organization undermined successful conduct of training programmer without based on merit.
  4. Fourthly, the study unveil that most of the bank relies more on single method or appraisal techniques which cannot compete favourable with or other banks all over the world especially with trans-globalization objective.
  5. Finally, the study shown that although the bank staffs are of high caliber, qualified staff yet the quality of return on investment still too far from, being achieved.

5.2 Conclusion

In conclusion, therefore the finding of this research study on the impact of training and development on bank staffs has enables the researcher to delve into the actual impact of training courses have on the job efficiency of the First Bank plc, the research study revealed that training curricular template manualin the bank is defective, theoretical, with little applicability and do does not justify the huge investment because of poor service being rendered to banks clients.

Secondly, that training as a preparing the human resource for best service to heir organization is not the care in the bank as other factors need to be considered along with training. For staff to be motivated for increased job efficiency. It is very indispensable to make the impact of training positive and more meaningful is some of the recommendation of the researcher are implemented.


5.3 Recommendations

In consideration of the findings of this study and to realize the potential of training courses as catalyst in the improvement of job efficiency in an organization, so as to ensures the efficient and optimal use of these human resources, the researcher made the following recommendations.

  1. Training should not seek to let staff know the rates procedures, laws and other useful information which would help them excelled on their jobs but should enabled them to act and react to development in his environment.
  2. Training programmes and objectives should be adequately formulated and regularly reviewed and updates so hat employees can develop skill that are necessary to solve the employee’s job related problems.
  3. The organization shouldinvest more on or either acquires their owned training center or commercialized the existing ones to enhance transparency and accountability.
  4. Human Resources Department should be absolutely empowers to set training during selections and other processes.
  5. The management of the bank should formulate good personnel policies, introduce incentive package, and provide modernized facilities and opportunities so as to make staff realize the important of training and the impact on staff efficiency.

The Impact Of Training And Development On Staff Efficiency In The Banking Sector Of Nigeria (A Case Study Of First Bank Nigeria Plc)


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