STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVIG AN ORGANIZATION’S OBJECTIVE
CHAPTER ONE
1.0 INTRODUCTION
1.1. BACKGROUND OF THE STUDY
The human resources are the most dynamic of all the organization’s resources of all the organization’s resources. They need considerable attention from the organization’s management; if they are to realize their full potential in their work. Thus motivation, leadership, communication work restructuring, payment systems and training and development may be included in the issue which has to be faced by management today. Most of these issues will be considered in this research work, but now it is time to consider the role of training and development activities in the organization. Because of the changing nature of business environment due to modern technology, workers need to adapt themselves to this new technology so, the need for effective training and development ought to be seriously emphasized which will create an impartation of new skill, knowledge etc. that an individual worker will need in other to lead to greater productivity and higher performance, where there is training and development in an organization. It helps the organization in achieving its goal and objectives.
Training and development however are matters for individual organization to sort out the rest of this research look at how organizations set about meeting their training ad development needs.
1.1. FIRST BANK OF NIGERIA IN BRIEF
First bank of Nigeria Plc for over a century has distinguished itself as a leading financial institution. The bank was incorporated as a limited liability company on March 31 1894, with Head office in Liverpool by Sir Alfred Jones, a shipping magnate in it early years of operations the bank recorded an impressive growth and worked closely with the colonial government.
To justify its West Africa coverage a branch was opened in Accra, Ghana in 1876 and in free town, Sierra Leone in 1898. The second branch of the bank in Nigeria was in the old Calabar in 1900 and two years later services were extended to their Northern Nigeria. In 1957, it changed it names from Bank of British West Africa to Bank of West Africa. In 1969, the bank was incorporated locally as Standard Bank of Nigeria Limited in line with the companies decree of 1968. Changes in the bank also occurred in 1979 and 1991, to First Bank of Nigeria Limited and First Bank of Nigeria Plc, Respectively. In 1985, the bank introduced a decentralized structure with five regional administrations. To further enhance the bank’s operational efficiency, this was reconfigured into sixteen area offices in 2003. In view of the foregoing, it was therefore, a natural progression when 2001, the bank began the process of transforming its corporate identity reflects it rejuvenated focus the bank expanding skill base has been extended by a range of training provided by a range of training provided to its employees whose opportunity for career development within the bank have thus been enhanced. Training is carried out at various levels through both in – house and external courses.
1.2. STATEMENT OF THE PROBLEM
Most organizations has problems in one way of the other and first bank Plc is not an Exception one of these problems encountered is that, workers are not motivated to work so as to put in their best for the efficiency and effectiveness of the organization. This is due to the fact that most of these workers are not being trained and developed, as they ought to be.
Training and development is very important because it removes deficiencies of employees in an organization. If training is properly done, the organization will achieve its aims and objectives. However, major interest to this study is staff training and development as important tools for achieving an organization’s Objectives.
1.3. AIMS AND OBJECTIVES
The rational behind this research is to undertake an intensive investigation into staff training and development with a particular reference to the banking sector in Nigeria and the problems facing the sector on the subject matter, with a view to offer solution as to how these problems should be solved.
It is the aim of the research is to see how effectively the banking sector utilizes training and development strategies in achieving its goals and objectives. Among other aims and objectives of this study are:
- To improve the quality of work performance of employees
- To reduce labour turnover, absenteeism and wastages.
- To know the essence of training and development of employees in organization
Finally, the data collected by the researcher of this research will be analyzed in a more simplified manner and all the technical items will as much as possible avoided and where they are unavoidable, it must be explained within this research work, so that even a lay – man can understand and benefit from this research work.
1.4. RESEARCH HYPOTHESIS
Kerlinger (1973) defines hypothesis as “conjectural” statement of the relation between two or more variables” this research sets out to test hypothesis on staff training and development as important tools for achieving an organization’s objectives the following are the hypothesis which the researcher have in mind.
Ho: Staff Training and development have no impact on achieving an organization’s goals or objectives
Hi: Staff training and development have impact on achieving an organization’s goals or objectives.
1.5. SIGNIFICANCE OF THE STUDY
The significance of this study lies in the benefit that the findings would provide to many individuals, groups and organization a very good source of literature review material for any study relevant to the topic.
Secondly, organization, especially those that are of the banking sector will certainly find this project very useful in understanding the nature of training and development and its relevance to the employees.
Lastly, it is also believed that the study will be of benefit to the reader who like to have better knowledge of training and development of employees how to harness and reactivate these tools towards meeting the challenges facing the banking sector and the world new economic order at the moment.
STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVING AN ORGANIZATION’S OBJECTIVE
