TABLE OF CONTENTS
Title
Page
Certificate
Dedication
Acknowledgement
Table
of Contents
CHAPTER ONE:
1.0 Introduction 1
1.1 Statement of problem 2
1.2 Objective of the study 3
1.3 Research question 4
1.4 Scope and limitation of the study 4
1.5 Significance of the study 4
1.6 Research methodology 5
1.7 Organization of the
study 5
1.8 Definition of terms 6
1.9 Methodology 7
CHAPTER TWO:
2.0 Literature Review 8
2.1 The basic purpose of
human capital development 10
2.2 Training as a part of effective enterprise 13
2.3 Designing a training
programme 15
2.4 Programme design and evaluation 16
2.5 The training method 17
CHAPTER THREE:
3.0 RESEARCH METHODOLOGY 29
3.1 Sources of data
collection 29
3.2 Population of the
study 29
3.3 Sample size 30
3.4 Method of data
collection 30
3.5 Method of data
Analysis 31
CHAPTER FOUR:
4.0 INTRODUCTION AND DATA PRESENTATION 44
4.1 Introduction 32
4.1.1 Core research
questions 36
4.2 Test of hypothesis 47
CHAPTER FIVE:
5.0 Summary, Conclusion and Recommendation 53
5.1 Introduction 53
5.2 Summary 53
5.3 Conclusion 54
5.4 Recommendations 54
5.5 Limitations of the
study 55
References
CHAPTER
ONE
- 0 INTRODUCTIOIN
Training is a
process were by individuals acquire knowledge, skill and attitude through
experience, reflection, study or instruction.
Training is
also the 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 appropriated some skills 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 appear to have existed as long as the 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 that is globalism, e-commerce, e-banking and universal banking.
All of these pose challenges to the twenty first century bankers and all of
these innovations need greater skill to be able to meet future objectives of
the organization become all of them are operated through online. And these need
training and retraining of the entire work force so as to be able to bridge the
gap which may exist as a result of these new inventions. This banking industry
in Nigeria has been revolutionized. The bank has all been restricted according
to their various capacities.
There has been
a growing emphasis on professionalism, growing bureaucracy, competitive growth,
rsie in the education level with demand for better leadership, all of these
throw the need for a better equipped work force. As a result of the growing
rate of the competition in the banking industry in Nigeria, these has been a
growing need for mechanization and automation of the banking process and
procedures. The employment of high technologically based service delivery the
sophisticated nature and development inevitable there is a new trend blowing across
the world.
1.2 OBJECTIVES OF THE STUDY
In order to identify further the critical importance given
to the development of human capital in the Nigerian banks, the main objectives
of this study is to test and final out the impact of human capital development
on the economic growth of Nigeria.
The objectives of training are associated with overall
growth and priorities that must be realistic and practicable, meaningful and
quantifiable. The objectives of these study is to identify the primary
objectives of training in an organization as that of ensuring the efficiency
and must optional use of its human resources.
The specific objectives
are:
- To examine the pattern and trend of human development in
banking industries.
- To estimate the relationship between economic growth of
banking industries
1.3 RESEARCH QUESTIONS
- Does training and development motivate staff?
- Does training and development improve the quality of service
in the bank?
- Does training modify behaviour, attitude, skill and knowledge
of individual staff
- Does training and development been able to promote
accountability in the bank.
1.4 SCOPE AND LIMITATION OF THE STUDY
The scope of the research study covers the comprehensive
appraisal of the cost, benefit and status of training and manpower development.
It also provides and 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 2009-2013 due to time, and financial constants, i will not be
cover all the banks in the country, my study will therefore tom limited to
zenith bank only more so this is the bank i have chosen as my case of the
study.
1.5 SIGNIFICANT OF THE STUDY
Zenith bank plc, as a
major organization in the banking industries in Nigeria, stands to benefit from
the findings of this study. It will know the efficiency of its training and
development programmes, recommendations in these training and development
policies as well.
Apart from assisting the
organization to achieve itself objectives, training and manpower could project
the right kind of image of the organization to the outside world. This could
influence more customer and attract the right type of employee to the
organization. It could also improve the public relations practice in the
organization.
1.6 RESEARCH
METHODOLOGY
This chapter is
exclusively devoted to the principles on which this study was based. The
researcher drew immensely from the opinion and advice of some human resources
manger sought on the appropriate methodology. Items cover in these chapter
therefore, include research method and design (a case study of zenith bank
plc.) methods and sources of data collection, instrument validity and
liability, sampling and sample size and analysis of data.
1.7 ORGANIZATION OF THE STUDY
THE IMPACT OF HUMAN CAPITAL DEVELOPMENT ON THE ECONOMIC GROWTH OF NIGERIA
