-
Survey Of The Effects Of Training And Development On The Productivity Of Secretarial Staff At Union Bank Of Nigeria Plc
[A CASE STUDY OF ENUGU]
CHAPTER ONE -- [Total Page(s) 5]
Page 3 of 5
-
-
-
Before the establishment of central bank in 1959 training
of Nigeria banks was not taken seriously by most banks especially the
foreign owned banks there was a gentlemen’s agreement within the foreign
owned banks in competition 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 from these banks to survive since
they needed some experienced hands it is in records that foreign banks
in the early part of this century employed Nigerians mainly as menials
and clerks their management and intermediate staff were expatriates
until the seventies one ceased seeing many white faces as accountants
managers and office executive in banks.
There were no conscious
efforts to groom Nigerians for management position infact the caliber of
people employed were either drop-out from school or school certificate
holders with lower grades to that they could stay long in the job Union
Bank Plc was the first banking institution that opened a training center
locally in 1956. first bank did not have a local training center until
1975. the Savannah bank formerly bank of America did not have a training
center until 1996 though its office was opened for a business in 1960.
NAL
Merchant bank only established a training center in 1988 after 28 year
in business however some banks are known to have set up training center
within a short time after establishment.
1.2 STATEMENT OF THE PROBLEM
Today
several banks established training centers at various locations all
over the country to train their employee despite all the efforts towards
employee development by banks one still observes long queens whenever
he comes to deposit or with draw money or for any other services
rendered by banks. Secondly the rate of labour turnover in banks
especially commercial banks is still very high compare to what it used
to be.
There is no doubt that this high rate of mobility contributes
to the poor services rendered by banks. This in the opinion of the
researcher is very essential because a well planned training and
development programme return to the organization in terms of increased
productivity reduction of cost and enhance efficiency in order to
achieve the organizational goals.
CHAPTER ONE -- [Total Page(s) 5]
Page 3 of 5
-
-
ABSRACT - [ Total Page(s): 1 ]One of the main ways organizations invest in the work force for greater returns today and even future is through the training and development of their employee. Training like sharpening of an existing skill inorder to reflect the trends in technology and other social cultural environment of any organization. Productivity is the goal of today’s competitive business world and training can be a springing board to enhance productivity. The major objectives of training and development is to in ... Continue reading---
