CHAPTER ONE
1.1 INTRODUCTION
The
Manpower of an organization is of paramount importance. It is the heart of the
organization existence and in any organization the management and employees
must have the potentials, ability and ambition to acquire more knowledge in
order to achieve the aims and objectives of the organization and also to
increase productivity and continuity of human development. The knowledge could
be educational. Professional, intellectual and technical in order to improve on
their jobs. Individuals about the most important and basic requirement need
this so that they could be employed in any prestigious organization such as the
UBA.
The
acquisition of this knowledge is through training and development, which is a
very crucial issue in any UBA because it helps employees perform their duties
more efficiently and they can also face other challenges that they would
encounter during their working lives.
The
utilization of human resources in any hank is very important, this can he
acquired through training and development, the use of the knowledge. Skills,
and techniques acquired through this process can he properly utilized and put
into practical use in employees working lives, it can also serve as a source of
motivation in that their aims and objectives as well as that of UBA are
achieved, which in the short or long run would earn them a promotion or
increase in salary.
Training
is learning aimed directly at enabling a person or a group to acquire
particular areas of competence that can immediately be put to use at work.
Education on the other hand is learning aimed at enabling people to acquire
more general areas of competence which may or may not be used immediately but
which will be needed at some future time. (Gordon McBeath (1974).
With
training, the way in which the newly gained competence will be applied is known
and planned for in advance, where as in education, the application of what is
learnt is largely left to the discretion of those who have been educated. Any
education process must therefore include learning to identify when and where to
use what has been learned.
Planned
experience is training designed in such a way that specific learning objectives
can be achieved whilst actually doing the job being learned. It also provides
an important bridge between training and education in that through it people
can learn how to apply the results of more formal instructions
"Care should be taken that every man
entrusted with a responsible duty is thoroughly trained for its performance and
competence. Before the responsibility is cast upon him." According to Sir
George Findley 1889. Hence, People need to have been trained to at least the
minimum level of competence that their jobs require before they are appointed.
Training
should be aimed at enabling people to do specific tasks or achieve specific
work objectives, and also the outcomes of the training are immediately
applicable and relevant to the work to be done, the learner's newly gained
competence is immediately put to the test. All people are trained to reach a
predetermined minimum standard with slower learners given more time and more
help. If necessary and it is done within the work environment whenever possible
and so therefore, the process of training and development in any organization
is a continuous exercise.
1.2 OBJECTIVES OF THE STUDY
The
Nigerian banking industry has been facing a lot of problems such as
inefficiency, incompetence, redundancy and low productivity, which could be
attributed to lack of effective training and development.
In
order for bank to be more productive and efficient, employees must undertake a
purposeful and continuous training and development programme. For a Bank to
achieve its goals and objectives. The training and development must be given
its rightful place without discrimination at all levels of personnel in the
Bank; regardless of the work such employees perform.
The
main aim of this research is to examine the impact of training and development
on the attainment of organizational objectives.
1.3 STATEMENT OF THE PROBLEM
Since
the 2005 consolidation in the Nigerian Banking sector, the players (banks) have
been scrambling to gain maximum market share of the industry. This can only be
achieved if employees are motivated and put in their best performance.
According to the Needs Based Motivation Theories, human beings have needs which
they must satisfy in order to give in their best in an environment.
One of
these needs is “Self-actualization” which simply means “becoming all one is
capable of becoming.” This need often manifests itself by the aspiration to
gain more skills, take on new challenges etc. One way organizations assist
their employees attain self-actualization is through training and development.
A lot of studies have been
conducted on the effects of employee training and development on organizational
performance (especially banks) but few tried to link this to the
self-actualization needs employees. Moreover, these available studies hardly
relate training and development in the banking sector to the post-consolidation
performance of banks in Nigeria. This study provides a bridge to this gap by
examining the impact of employee training and development on the attainment of
organization object in the context of one of the surviving and best performing
banks (post-consolidation) in Nigeria
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