– Training and Development of Human Resource in Banking Operation –
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ABSTRACT
This study is carried out to examine the training and in building operation in Union Bank Plc, Oko branch. To achieve this, the researcher prepared and administered questionnaires to the staff of Union Bank Plc, Oko branch.
The information gathered was presented in tables and analyzed using simple percentage techniques. It was found that human resource training influence the of Nig. Plc Oko branch, and that training programme increases employees’ and organizational productivity.
Based on the findings, the researcher recommends that management should always see training and development of their employees as one of the motivational tools that will increase productivity. In conclusion, systematic training and development of human resources enhance efficiency and effectiveness as well as increase profitability and .
TABLE OF CONTENTS
Title i
Approval ii
Dedication iii
Acknowledgement iv
Table of contents v
Abstracts viii
CHAPTER 1 INTRODUCTION
- Background of the study 1
- Statement of the problem 4
- Purpose of the study 5
- Significance of the study 6
- Research questions
- Scope/delimitation of the study 7
- Definition of terms 8
CHAPTER 2 REVIEW OF RELATED LITERATURE
2.1 Concept of training and development 11
2.2 Nature of training and development 15
2.3 Employee/operative training 15
2.4 Executive/management development 24
2.5 Organizational knowledge 31
2.6 Reasons for training 32
2.7 Purpose for training 34
2.8 Evaluation of training 37
2.9 Summary of literature review 39
CHAPTER 3 RESEARCH METHODOLOGY
3.1 Design of the study 40
3.2 Area of the study 41
3.3 Population of the study 41
3.4 Sample of the study 41
3.5 Instrument for data collection 42
3.6 Validation of the instrument 43
3.7 Distribution and retrieval of instrument 43
3.8 Method of data analysis 43
CHAPTER 4
Data presentation and analysis 44
CHAPTER 5
Summary of Findings, Conclusion and Recommendations
5.1 Summary of findings 53
5.2 Conclusion 54
5.3 Recommendation 55
5.4 Limitation of the study 56
5.5 Suggestions for further research 57
References 58
Appendix 60
Questionnaire 61
INTRODUCTION
Do we ever settle to think why some organizations recruit better applicants than others, why some business enterprises are more efficient or perhaps, more effectively organized than others? Why some establishments are more productive than others, why some firms make profit while others are folding up?
After recruitment and selection of employees, they need to be maintained and motivated towards achieving the organizational goals. And this can be achieved through training and development of the organizations workforce.
Sound and facilitates optimization of available potentials and provides opportunities/leverage for better repositioning of an organization to achieve global competitiveness. Hence, human resource development is a pre-requisite for organizational survival, sustainability and success.
If you wish to plan for a year, sow seed, If you wish to plan for 10 years, plant trees, If you wish to plan for a lifetime, develop men”. The above, summarizes and underscore the development in organizations.
REFERENCES
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Drunker, P.F. (1954). The practice of management, first edition. New York: Harper and Row.
Ewurum, U.J.F. and Okorie, N.E. (1998). Strategic performance management. First edition. Ibadan: Spectrum Books limited.
Flippo, E.B. (1981). Personnel management. First edition. London: McGraw Hill Book company.
Graham, H.T. (1974). “Management Development” the glossary training terms. Human resources management, M & E Handbook.
Ifeanacho, C.C. and Egbue, C.C. (1997). A practical approach to personnel management. First edition. Enugu: Gostak publishers.
Ifeanacho, C.C. (2011). Human capital management in the globalized world. First edition. Enugu: Silmark publishers Ltd.
Udoji, I.O. (1976). The implication of the public service review commissions report for management education and training, quarterly journal of administration vol. 10 No. 1 pp. 5-11.