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The Impact Of Training And Development Of Human Resource As A Critical Factor In The Banking Sector
[A CASE STUDY OF FIRST BANK OF NIGERIA PLC MAIN BRANCH ENUGU]
CHAPTER ONE -- [Total Page(s) 4]
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1.2 STATEMENT OF THE PROBLEM
Before the establishment of central bank
in 1959, training of Nigeria bankers was not taken serious by most
banks. Especially the foreign oned banks. In every organization or
sector all over the world, the management sets up the organizations
goals and ways of achieving these goals (First Bank of Nigeria Plc). Is
not exception Ejiofor (1981:248 – 249) states that for an organization
to attain this goals effectively and efficiently. Workers are taken very
important and necessary. And to keep and maintain these workers, they
should be trained and developed, and also be familiarized with the new
trend in existence.
Many organizations have not been able to identify
the important of training and development. These questions were being
asked by Rosenberger why some organization performs better than other?
Why it is that organization or sectors has not been able to perform
efficiently? Why is it that training and development is rarely
considered necessary in some?
In giving answers to these questions, it is important to determine the following areas:
 Identify potential training needs of job existing.
 Identify individual performance level.
 Identify post training performance with respect to the training and development objectives.
 Identify the huge sum of money and other resource usually inputed into training of the employees of First Bank of Nigeria Plc.
The
need to find solution to this problem can badly be over emphasized. It
is so order to correct the impression that has been created into the
mind. Executive who
believe that there is no effect in investing fund in training and development of employees in the bank.
1.3 OBJECTIVE OF THE STUDY
Following the topic under discussion, the objective includes the following;
1. To determined influence of training and development of human resource on the operation of banks.
2.
To help provide an opportunity and broad structure for the development
of human resource technical and be behavioural skills in the bank.
3.
To find out if staff of the banks see the training and development
programme as motivation and means of job enrichment and satisfaction.
4. To determine the number of bank staff trained each year and how it affects their performance at work.
5. To evaluate worker performance before and after training courses.
6. To make recommendations where appropriate to the banks in other more meaningful, it human resource training and development.
7. To improve upon the quality of work and life in the bank.
8. To determine the problem banks encounter in carrying out training and development of its staff.
CHAPTER ONE -- [Total Page(s) 4]
Page 2 of 4
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ABSRACT - [ Total Page(s): 1 ]This research work on the impact of training and development of human resource as a critical factor in banking sector a case study of First bank of Nigerian plc main branch Enugu. The main objective of the study is to evaluate the effect of training and development of human resource in bank operation. The population of study which is the employees of First Bank of Nigeria plc main branch and as it stands is a total of 100, while the sample size is 80. During the research process the researcher c ... Continue reading---
