This research work is aimed at finding the effect of training development in Banking Operation.
The purpose is to determine the relationship between the level of productivity and human resources, training and development, discover the causes of high labour failure in bank. Also to determine whether the availability and development opportunities motivate staff of the banks, to enable them sick firmly to the service of the banks.
In conducting the research the researcher used oral interview, questionnaires and personal observations to collect the necessary data required. A sample size of 53 (fifty three) of First Bank Plc. Were studies. The data collected were statistically analysed by the use of percentage. On the application, it was discovered that training and development opportunities motivate workers and improves the level of job performance of the staff of the banks. Despite the fact that substantial number of banks employees have been trained, their performance is not encouraging.
Based on the above finding, the following recommendations were made. Banks should ensure that their training programme will structured and planned equal opportunity for training and development should be given to every member of the staff at all levels. Training programme should be supported with adequate job rotation and assignment. Training should be structured to cover many of the practical aspect of banking services.
Trainers also should be equipped with materials and should ensure regular training for trainers to enable them update their knowledge.
The researches are also recommends that banks should keep this work and refers to it when ever a training and development programme is being designed. The idea of dumping research work in the archive without and meaningful use of them is ill concerned.
TABLE OF CONTENT
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Significances of the stuffy
1.5 Scope, Limitation and Delimitation
1.6 Research design
1.7 Research hypothesis
1.8 Definitions of terms
References
CHAPTER TWO
2.0 REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 What is training
2.3 Importance of training and development programme
2.4 Principles of learning
2.5 Understanding training and development needs
2.6 On – the – job training
2.7 Evaluation of training and development
References
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of study
3.3 Population
3.4 Samples and sample techniques
3.5 Instrument of data collection
3.6 Methods of data presentation
3.7 Methods of data analysis
References
CHAPTER FOUR
4.0 DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE
5.0 FINDING, RECOMMENDATION AND CONCLUSION
5.1 Finding
5.2 Recommendation
5.3 Conclusion
References
Bibliography
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
As man invested tool, weapons, clothing, shelter and language, the need for training becomes an essential ingredient in the match to civilization. Whether our ancestors stumbled upon, or invested the faces of civilization is of relatively little significant. What is more important is that man has ability to pass on to others the knowledge and scull gained in mastering circumstances? This was done by deliberate examples, by signs and words through these devices, the development process call training was another successful way we say that learning took place and acknowledge or skill was transferred. The ninth century (ninth century) ushered in an era of social legislation and with it sizeable change in the concept of workers organization. Through all changes however and constantly developing emphasis has seen upon quality training of workers, and this has culminated in the stanch support of the trade unions for any legislation that provides a wide range of vocational education. One of the objectives of every organization should be to opting their parities for its employees to optimize their performance in pursuit of the organizational governs. With its end in view, it may be profitable also to help employees fill that the organization cares for them as people there is more like school of their responding willingly to satisfy the needs of the concern.
When we consider training there fore, we are seeking by any instructional or experimental means to development a person’s behaviors pattern in other to achieve a standard of level of performance. Learn therefore, is an essential prerequisite for adequate performance in one’s occupation whatever the job may be. The importance of human resource to any organization whether public or private has long been identified. Organizational objective such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who co–ordinate the activities of the organization using others factors of production. The realization of the value of human “Capital” to any organization has led to a proposal by experts that people should be classified as “Assets” and to be so recorded in accounting as records.
Investment in human capital is a worthy and necessary expenditure of an organization is to discharge its legal, statutory and social responsibilities to its owners, its public and society at large.
The indisputable reason why training of employees should be a revaluing undervaluing is because of changes posed by modern technology. Takes place every minute, hour, day, etc. and the world is faced with an era of technological advancement that can make already acquired still obsolete. Training therefore is not retracted to new employees or old employees, but to both, and even to senior management personnel.
Training brightens employees, and attitude towards their works. The inturn improves job performances at all levels, which facilitate the realization of both individual and organizational objectives.
Banking business in Nigeria started in 1892, by African banking Corporation.
The bank was taken over by now West Africa, now first bank in 1894, Barclay’s Bank, and now Union Bank was established on 1917.
The two expatriate banks dominated the banking scene until 1933, when national Bank of Nigeria was established many indigenous banks were established between 1929, and 1952. But most of them failed due to probably, to poor management lack of training, part from low capitalization and staff. Competition from foreign owned banks only three indigenous banks and the two foreign banks survived the period by 1952, the first bank ordinance was introduced. It stipulated the minimum Capital based and licensing for banks. The period that followed, 1952 to 1970, there was no new banks established in Nigeria presumably because of the impact of regulation and the civil war (1967- 1970).
The periods 1959 – 1986 witnessed the era of regulation. The central bank of Nigeria was established in 1959 with to promote and integrated the Nigeria federal system. The central bank of Nigeria encouraged the development of money and capital markets. It also encouraged human resources development in banking industry: Other useful developments without the period that affected human resources development in bare are:
a.. The Companies Decree (1968) which made it mandatory for all Companies in Nigeria, Including banks of register locally and be subjected to Nigeria laws.
b. Indigenization Decree (1972), which introduced the system of deliberate. Nigerianization.
c. The acquisition of Controlling shares in the three big expatriate banks. The period 1986, to date is called the second banking boom Era, because of the rapidity with which banks were established due to deregulation of the economy. The Government and private sectors now rely on the banks for the allocation of human resources. The industry 12 (twelve) merchant and 29 (twenty- nine) Commercial banks in 1986, but be December 1990, there was 48 (forty – eight) merchant banks and 58 (fifty – eight) Commercial banks apart from 5 (five) development banks and the peoples established in 1989.
The community banks, a unit of banking system meant mainly for rural communities started springing up towards the end of 1990, As at may 1991, there were 120 (one hundred & twenty) merchants and commercial banks excluding central bank of Nigeria, four Development Banks, peoples banks and community banks.
The federal saving banks were recently converted to what they call a whole commercial bank, instead of a development bank. The rapid growth within the industry and financial system as whole has over stretched the management cadre of banks. It has created rapid up-liftment and promotion for many staff training and retaining to maintain a high level of competence with the industry.
1.2 STATEMENT OF THE PROBLEM
This study is concerned with the problem of training and development of human resources as a critical factor in banking operations.
Before the establishment of central bank 1959, Training of Nigeria Bankers was not taken seriously by most banks, especially the foreign owned banks.
There was a gentleman’s agreement within the foreign owned banks on competition for business and staff. Expect in big cities, one could not see offices of two foreign banks in the same town and mobility of staff among them was not allowed. However, the indigenous banks had to snatch some Nigerians from these banks to survive, since they needed some experienced hands. It is record that foreign banks in the early parts of the century employed Nigerians mainly as menials and clerks their management and intermediate staff were expatriates, Unit the seventies one could see many white faces of accountants managers and office executives in banks.
There were no conscious effort to group Nigerians for management position, infect, the Calibre of people employed were either drop out from schools so that they could stay long on the jobs.
The first banking institution that opened a training center locally was Union bank in 1956. First bank did not have a local training center until 1960. United Bank for Africa, which opened its door for business in 1961, did not start a training center until 1975. The Savannah Bank for merely bank of America, did not have a training center until 1976, even through its first office was opened for business in 1960. NAL merchant bank only established a training center in 1988, after 28 years in business. However some banks are know to have set up training centers within a short time after establishment.
Despite all the efforts towards human resources development and by banks, One still observes long queues whenever he comes to deposited money, withdrawal of money or for any other service rendered by the bank.
Secondly, the rate of labour turnover in banks especially commercial banks is very high compare with what is used to there is no doubt that this high rate of mobility contributes to the poor services rendered by banks.
The objectives of the study are:
1.4 SIGNIFICANCE OF THE STUDY
This research work will be an immense benefit to the following:
1. Banks in Nigeria: This study will help the management of the banks in First Bank Plc, main branch.
2. Bank Customers: An improved banking service will save the customers that time they waste in the banks they are attend to.
3. Nigeria Economy:
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