User Guide before placing order for complete project topics and materials:

It is important that the researcher knows exactly what he is go to do so that I could be done effectively.Make sure you update any research work you purchased on our website. Do not copy word for word. Using our research is legal. Our aim is to provide project topics and materials for easy access to information and to reduce stress of moving from one book stop or library to another in the name of sourcing for one research textbook or research materials. We do not encourage any form of plagiarism. Our aim is to generate research project ideas for students. The contents of the project material provide will help students to generate new ideals. Every researcher must look around him in his immediate environment and beyond to improve the work. To order the below complete project materials, Make payment deposit or cash transfer into any of the following banks:

GTBANK

Account Name: Chi E-Concept Intl, Account Number: 0115939447

Other payment options

We accept cash deposit, cash transfer and Bitcoin.

Click on download to complete your order.Call or Whatsapp +23408063386834

CLICK HERE TO CHAT WITH OUR CUSTOMER SUPPORT TEAM ON WHATSAPP

A SURVEY OF THE EFFECT OF HUMAN RESOURCES TRAINING AND DEVELOPMENT IN WORKERS PRODUCTIVITY

(A CASE STUDY OF UNION BANK OF NIGERIA PLC ENUGU MAIN BRANCH )

 

ABSTRACT

The need for human resources training and development on workers productivity in any organization banks inductive cannot be over emphasized since the major target of every organization  is to reach the highest level of productivity in other to attain maximum profit  level hence skilled and well developed workers are urgently needed to achieve this noble objectives.

To achieve  these aims the workers needed to be properly equipped and trained mentally academically chemically and otherwise. This training could be in from of organized workshops seminar conferences award of scholarship etc.

TABLE OF CONTENT

CHAPTER ONE 

1. Background of the study
2. Statement of the problem
3. Purpose of the study
4. Significance of the study
5. Scope of the study
6. Resaerch question

 

CHAPTER TWO

1. Literature review
2. Concept training
3. Importance of training and development progarmme
4. Understanding training and development needs
5. Reasons for training
6. On the job training techniques
7. Off job training information techniques
8. Training evaluation
9. Review of other related literature
10. Problem arising despite training and development
11. Sumamry of reviewed literature

 

CHAPTER THREE    

1. Methodology
   1. Resaerch design
   2. Area of study
   3. Population of the study
   4. Sample size and sample procedures
   5. Instrument for data collection
   6. Validation of the resaerch instrument
   7. Reliability of the instrument
   8. Method of data collection
   9. Method of data analysis

CHAPTER FOUR        

Presentation of data analysis

Summary of finding

CHAPTER FIVE

1. Sumamry of findings
2. Recommendation
3. Conclusion
4. Limitation to studies

References

Appendices

i.        Letter   to  respondents

1. Questionnaires
2. Route of union bank

 

LIST OF TABLES

TABLE 4.1

 Question 2 have you under gone any training programme since you joined union bank of Nigeria Plc.

TABLE 4.2

Question 3 how adequate was the training

TABLE 4.3

Question 4 are you convinced that your performance improved after training

TABLE4.4 

Question 5 are you motivated by the training progarmmes

TABLE 4.5 

 Question  6 if yes to what extent

TABLE 4.6

Question 7 will the availability of training and development opportunities make you stick firmly to your job.

TABLE 4.7

Question 8 how would you rate union bank of Nigeria Plc training progarmme

TABLE 4.8

Question 9 is the performance of the training  course a yard stick for staff appraisal union bank of Nigeria Plc.

TABLE 4.9

Question 10 how have any subordinate under your control

TABLE 4.10

Question 11 have your subordinate undergone any training course

TABLE 4.11   

Question  14 if yes how would you assess their performance before the training

TABLE 4.12

Question 14 are you satisfied with the level of reposes of job performance after the training

TABLE 4.14

Question 15 do you agree that further training will improve their level of job performance

 

LIST OF TABLE

Table  4.1

Question 2 have you under gone any training programme since you joined union bank of Nigeria Plc?

Table 4.2

Question 3: How adequate was the training

Table 4.3

Question 4: Are you convinced that your performance improved after training

Table 4.4

Question5: Are you motivated by the training programme?

Table 4.5

Question 6: if yes to what extent

Table 4.6

Question 7: Will the availability of training and development opportunities make you stick trimly to your job

Table 4.7

Question 8: How would you rate union bank of Nigeria Plc training programme

Table 4.8

Question9: Is the performance of the training   course a yard stick for staff appraisal in union bank of Nigeria Plc

Table 4.9

Question 10: Have you any subordinate under your control

Table 4.10

Question 11:         Have your subordinate undergone any training course?

Table 4.11

Question 12: If  yes how would assess the performance before the training

Table 4.12

Question 13: How would you assess the performance of the subordinate after the training programme

Table 4.13

Question 14: Are you satisfied with the  level of responses of job performance after the training?

Table 4.14

Question 15: Do you agree that further training will improve their level of job performance?

 

CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

As man invented tools weapons clothing shetter and language the need for training become essential ingredients in the match to civilization.  Whether our ancestors stumbled upon or invented these facts is civilization is of relatively little significance. What is more important is that man has the ability to pass on ot others the knowledge and skill gained in mastering circumstances. This was done by deliberate examples by signs and words. Through these devices the development process called training was developed and when the message was received by another successfully we sat that learning took place and knowledge or skill was transferred.  The ninth (century) ushered in an era of social legislation and with it sizeable changes in the concept of the workers organization arose.

Through these changes however one constantly developed emphasis as we see today quality training of workers and this ahs culminated in the stand support of the trade unions of any legislation that provides wide ranges of vocational education. One of the objectives of every organization should be to provide opportunities for is employs to optimize their performances in pursuit of organizational goals.  With this end in view it may be profitable also to help employees feel that the organization cares for them as people there is more like hood of   their responding willingly to satisfy the needs of the concern seeking by an instructions or experimental means to develop a person’s behaviour pattern in other to achieve a standard level of performance. There is an essential prerequisite for adequate performance in one’s occupation whatever the job may be. The importance of human resources in any organization whether public or private ahs long been identified organizational objectives such as profit maximizes share of market and social responsibilities cannot be fulfilled without human beings who coordinate the activities of the organization using other factors of production. The realization of the value of human capital to  any organization  has led to a proposal by exports that people should be classified as “assets” and to be recorded in accounting  records. Investment in human capital is worthy and necessary expenditure if any organization is to discharge its legal statutory and social responsibilities to its owner public and society at large.

The indisputable reason why training and development of employees should be a revolving undertaking is because of changes posed by modern technology. Changes takes place every minute hours day etc. and the world is faced with an era of technological advancement that can make already required skills obsolete.

Training therefore is not retracted to new employees or old employee but to both and even to senior management personal training brightness employee and attitude towards their work.

This is turn improves job performance at all levels which facilitates the realization of both individual and organizational objectives.

In Nigeria the government has realized the need to develop human resources since independence in 1960.  it discovered that most top honourable positions were held by expatriates and that Nigeria had few scientists and Engineers.  Government had to set up a manpower board in 1962 following the repent of Abbey Commission.  This was done in order to increase executive “capital” more universities and polytechnics were established and the universities grew from one in 1959 to 31 (thirty one) in 1989. Enrolment in the universities grew form 2,993 (two thousand nine hundred and ninety three ) in 1962 to 55,249 ( fifty five thousand two hundred and forty nine) in 1980.  many polytechnics were  established by both the federal and state government in the 1970’s.  growth in the number of secondary and primary schools and enrolments into them became very high several training institutions such as industrial training funds centre for management development and administration staff collage were set  up to accelerate human resources development.

Soon, the federal education system were redesigned to give priority to technical education through the introduction of 6-3-3-4 programme.

The attention and heavy investment by the government over the year on education was also necessitated by realization that all the country’s development plans has been frustrated due to lack of “executive capacity”

 

HISTORY AND GROWTH OF BANKING INDUSTRY IN NIGERIA

Banking business in Nigeria started in 1892, by African Banking Corporation.  The bank was taken oever by now West African now first bank in 1894. Barclay bank now union bank was established in 1917. The new 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 probably due to poor management and lack of training part from low capitalization  and stiff competition form foreign owned banks.

The periods of 1959-1986 witnessed the era of regulation. The central bank of Nigeria was established in 1959 with power to promote and integrate the Nigeria financial systems. The central bank of Nigeria encouraged the development of many and capital markets. It also encouraged human resources development in the banking industry. Other useful development within the period that affected human resources development in the banks are:

1. The companies decree (1968) which made it mandating for all companies in Nigeria including banks to register locally and be subjected to Nigeria homes
2. Indigenization decree (1972) which introduced the system od deliberate management.
3. Acquisition of controlling share in the three big expatriate banks.  The period of 1986 to date is called the second banking boom era because of the rapidity with which banks were established due to the deergulaiton of the economy. The government and private sectors now rely on banks for allocation of human resources.

The rapid growth within the industry and financial system as a whole has over stretched the management cadre of the banks.  It has created rapid upliftment and promotion for many staff of the banks. Such a situation surely called for rapid training and reframing to a high level of competence within the industry.

Before the establishment of the central bank in 1959 training of Niegria bankers was not taken seriously by most banks especially the foreign banks. There was a gentleman’s agreement within the foreign owned banks on competitions for business and staff. Except 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 form these banks to survive since they needed some experienced hand. It is in records that foreign banks in the early port of this country employed Nigerian mainly as menials and darks. Their management and intermediate staff were expatriates until the seventies one leased seeing many white faces as accountant managers and office executive in banks.

There were no conscious efforts to groom Nigerians for management positions, infact the caliber of people  employed were either drop-outs form school  or school certificate holder with lower grades so that they could stay long in the job. The first banking institution that opened a training centre local was union bank PLc in 1956. first bank did not have a local training centre until 1975. the Savanah bank formerly bank of America did not not have a training centre until 1976 even though its fist office was opened for a business in 1960.

NAL Merchant bank only established a training centre in 1988 after 28 year in business.  How ever some banks are know to have set up training centre within a short time after establishment.

 

1. STATEMENT OF PROBLEM

Several banks established training centres at various locations all over the country today to train their workers.

Despite all the efforts towards human resources development by bank one still observes long queues  whenever he comes to deposit or withdraw money or for any other services rendered by the banks.

Secondly the rate of labour turnover in banks especially commercial banks is still high compared to what it is used to be.

There is no doubt that this high rate of mobility contributes to the poor services rendered by banks.  This is the opinion of the researcher and is very essential because a well planned development and training programme returns value to the organization in terms of increased productivity reduction of cost and enhanced efficiency in order to achieve the organization goals  

 

1. PURPOSE OF THE STUDY

The objective of these study are:

1. To determine the influence of human resources training on the operation of bank
2. To determine whether there is any relationship between labour turnover and availability of training and  development opportunities in bankers.
3. To examine the training and development opportunities available in staff of banks.