TABLE OF CONTENTS
Title
Page
Certificate
Dedication
Acknowledgement
Research
Proposal
Table
of Contents
CHAPTER ONE:
1.0 Introduction
- Statement of problem
1.2
Objective of the study
1.3 Research question
1.4 Scope and limitation of the study
1.5 Significance of the study
1.6
Research methodology
1.7
Main organization
1.8
Definition of terms
CHAPTER TWO:
2.0
LITERATURE REVIEW
2.1 Rational for theoretical framework
2.2 The basic purpose of human capital development
2.3 Training as a part of effective enterprise
2.4 Designing a training programme
2.4.1
Programme design and evaluation
2.5 The training method
CHAPTER THREE:
3.0 RESEARCH METHODOLOGY
3.1 Research method and design
3.2 Method and sources of data collection
3.3 Instruments
3.4 Population and sample size
3.5 Analysis of data
CHAPTER FOUR:
4.0 INTRODUCTION AND DATA PRESENTATION
4.1 Introduction
4.1.1
Core research questions
4.2 Test of hypothesis
CHAPTER FIVE:
5.0 SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Introduction
5.2 Summary
5.3 Conclusion
5.4 Recommendations
5.5 Limitations of the study
References
CHAPTER
ONE
- INTRODUCTION
Training is a process were by individuals acquire knowledge, skill and attitude through experience, reflection, study or instruction.
Training
is also planned process to modify attitude, knowledge, skill, behaviour, etc
through learning acquire effective performance in an activity or range of
activities. The purpose of training is to develop the ability of an individual
to satisfy current and future manpower needed to supplement education or to
train for taking up higher responsibilities.
Training is available for both new and existing staff of any organisation, although the new recruit might already have appropriate skill and good attitude in all profile, human capital development will help to sharpen both areas so that better performance can be achieved both new and existing staff even well established staff may need skill refinement and upgrading.
Human capital development may be formal or
informal. Some organisations invest in and develop their own high quality
training facilities and run a regular series of introductory and refresher
courses in house. This has the advantage of ensuring that the training is
relevant to the organization and its business as well as signifying an on-going
commitment to staff development.
Formal and Informal training appears to have existing as long as origin of man and this has been accorded varied status in human life. With advantage in knowledge, practice and technology, training and manpower development have become sophisticated and resource consuming. It has also been stressed that training and manpower development is an art and a science in its own right. Hence, an
Attempt
at establishing the actual meaning and manpower development is beneficial to us
at this point.
According
to Hassling (1971) “training is sequence behaviour in other to attain a stated
objective”. In the same vein, M. Turrel (1980) defined manpower development as
the way in which a person’s performance and potentials are development by
training and education. Education itself is the systematic instruction given
for the development of character and mental powers. It is the basic form of
training given for the enlighten of the mind through the process of social
facilitation. In fact, education, training and development are distinguishable
but not separable as a result of their close interrelationship and
interdependency.
The human resources available to an organisation constitutes its life wire and therefore the need for its training and retraining for efficient performance has become a major importance to management of all type of work and organization. The centrepiece of any organization is the workforce. Hence, the need for adequate training and development of its entire of its entire workforce should be paramount.
For
these reason that the banking industry lay so much emphasis on training and
development so as to be able to meet the demand of its numerous customers. The
banking industry in Nigeria
is no longer what it used to be. There is high rate of competition in both the
first and generation banks. As a result of this trend the need for adequate
training and its manpower development so as to be able to meet the challenges
and the sophisticate nature of their numerous customers. Banks as we know are
not charity or gratuitous organization. They are established to make profit
via-a-vis contributing to the economic development of the society. For all of
these to be achieved, training and retraining of the entire workforce as well
as its manpower development as well as its manpower development should be their
main focus. This will enable them to meet the expectation of their customers
through quick service delivery.
From
the above there is no doubt that successful training or manpower development
programme id of major importance and would be beneficial first to the trained
manpower, the organization and the society at large. However, it is worth
mentioning that a training and manpower development programme that fulfils the
desired end of a product of certain processes and practices.
To
train is always with a purpose. It is a means for maintenance and improvement
for the level of performance of a person in a section or a development. Training
costs money in terms of time and resources. Therefore, training as tool of
management should be used judiciously and the knowledge acquired should be
applied. There must be a direct relationship between performance problem that
are business priorities and the training event that are used to overcome the
problem. The impact of training is for upgrading performance e.g. improved
layout of plant and equipment, improved system and procedures, restructuring of
job, etc. any job has training implication but it should be ensured that when
training is proposed it is cost effective
- STATEMENT OF PROBLEM
There
has been a growing emphasis on professionalism, growing, bureaucracy,
competitive growth, rise in the education level with demand for better
leadership, all throw the need for a better equipped workforce. As a result of
the growing rate of competition in the banking industry in Nigeria there
has been a growing need for mechanization and automation of the banking process
and procedures. They employment of high technologically based service delivery
the sophisticated nature and development inevitable.
There
is a new trend blowing across the world that is globalisation, e-commerce,
e-banking and universal banking. All of these pose challenges to the twenty first
century bankers. And all of these innovations need great skill to be able to
meet future objectives of the organization became all of them are operated
through online. And these need training and retraining of the entire workforce
so as to be able to bridge the gap which may exist as a result of these new
Inventions:
The banking industry in Nigeria
has been revolutionized. The banks have all been restructured according to
their various capacities. Hi-tech equipment has been employed to carryout daily
transaction with ease. But the problem here is that the personnel to handle
these advance system require to as well as development so as to be able to meet
the required standard of performance.
Considering the financial implications of training the growing concern here is how often with all these banks training their personnel in skill acquisition so as to be able to various position and responsibilities. Another problem is the feeling of job insecurity amongst various categories of staff as a result of automation of operation. Another problem area we have is the sustenance of these developments.
- OBJECTIVE OF THE
STUDY
Manager
define an objective as an intent communicated by a statement describing a
proposed change in a learner, a statement of what the learner is to be like
when he has what the learner is to be like when he has successfully completed
learning experience.
Training
and manpower development objective are very important in that they assist the
personnel assigned to the training department to accomplishment of desired
result as well as focus their activities towards the training department.
Besides, in the absence of clear objectives, special training objective also
prevent them from spending their time and energies on irrelevant matters. The
objectives of training are associated with overall goal and priorities and must
be realistic practicable, meaningful and quantifiable. Others include
involvement of all concerned, coverage of key result areas, and finally it must
be communicated.
The
objective of this study is to identify the primary objective of training in an
organization as that of ensuring the efficiency and the most optimal use of its
human resources. Generally, there are principal objectives training the bases
of which are training policies, strategies and action.
RESEARCH QUESTIONS
Have training and development improved the quality of service in the bank?
Does the introduction of advance computer system improve the efficiency and profitability of the bank?
Have training and development been able to promoted accountability in the bank?
Does training modify behaviour, attitude, skill and knowledge of individual staff?
Have training and development been able to bring sanity to the banking industry vis-à-vis zenith bank plc?
Do training and development motivate staff?
SCOPE AND LIMITATION OF THE STUDY
The
scope of the research study cover the comprehensive appraisal of the cost,
benefit and status of training and manpower- development- It also provides an
insight to ethical standard in which training and development evolved.
It
also covers the effect of emergence of technology in banking activities. The
study will cover a period of 5yrs i.e from 2005-2009.
Due
to time and financial constants, I will not be able to cover all the banks in
the country. My study will therefore be limited to zenith bank only more so
this is the bank I have chosen as my case study.
- SIGNIFICANCE OF THE
STUDY
Zenith
bank as a major organization in bank industry in Nigeria stands to benefit from the
finding of the study. It will know the efficiency of its training and
development programmes, Recommendations in this training and development
policies as well.
Apart from assisting the organization to achieve set objectives, trained and manpower could project the right kind of image of the organization to the outside world. This could influence more customers and attract the right type of employees to the organization. It could also improve the public relations practice in the organization.
DEFINITION
OF TERMS
Term
is the period of time before a security expires or is redeemed. Term is one of
the periods of the year appointed for holding instruction in colleges and
school.
PROFITABILTY
Is
the capacity or potential of a project or an organization to make a profit?
APPRAISAL
To
make an official valuation of, set a price or value on, especially by authority
of law or agreement of interested parties.
HUMAN CAPITAL
This
skill general or specific acquired by an individual in the course of training
and work experience.
HUMAN RESOURCE
MANGEMENT
The
management of people to achieve individual behaviour and performance that will
enhance organization effectiveness
PRODUCTIVITY
Is
a term use in the assessment of economic use of resources?
On
the job training: It is when an employee is place in to real work situation and
shown the job and tricks of the trade by an experienced worker or supervisor.
- RESEARCH
METHODOLOGY
This
chapter is exclusively devoted to the principles on which this study was based.
The researcher drew immensely form the opinion and advice of some human
resources manager sought on the appropriate methodology. Items covered in this
chapter therefore,
Include
research method and design (case study of Zenith Bank plc.) methods and sources
of data collection, instrument validity and liability, sampling and sample size
and analysis is of data.
- MAIN
ORGANIZATION
Rand
menally & co. (1976) gave the definition of training as the systematic
process of altering the behaviour or attitude of employees in a direction to
increase organization goal achievement.
Railey (1962) sees training as seeking to develop a person’s behaviour pattern in the area of knowledge, skill and attitudes in order to achieve a desired standard or level of performance. He therefore threw more on this by saying that there is need for an environment in which both employers and employees see training as a means of improving performance of individuals or group with an expected pay off in improve organization performance.
- DEFINITION
OF TERMS
Term is the period of time before a security expires or is redeemed. Term is one of the periods of the year appointed for holding instruction in colleges and school.
HUMAN CAPITAL DEVELOPMENT IN THE BANKING INDUSTRY AND ITS EFFECTS (A CASE STUDY OF ZENITH BANK PLC ILORIN BRANCH)
