Effects of Human Resources Training and Development on Workers Productivity (a Case Study of Union Bank of Nigeria Plc, Enugu Main Branch)
Chapter One
PURPOSE OF THE STUDY
The objective of this study are:-
- To determine the influence of human resources training and development on the operation banks.
- To determine whether there is any relationship between labour turnover and availability of training and development opportunities in Banks.
- To examine the training and development opportunities available to staff of banks.
- To find out whether staff of the banks see the training and development programme as motivating and a means of job enrichment and satisfaction.
- To find out the number of staff trained each year and how it has affected their performance at work.
- To establish the type of training available, methods and place of training.
- To evaluate works performance before and after training courses.
- To make recommendations where appropriate to the bank in order to make more meaningful in human resources training and development programme.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
History background of manpower training and development in Nigeria.
The late 1940’s and early 1950’s a great deal of political awareness on the part of the citizens of this country. The end of second world war brought the coming of Nigerians who participated in the war. This period coincided with the coming home of the elites who went abroad to acquire western education, while the elite fought for political independence, they also rigorously sought to participate in the formulation and execution of policies that effect them in Nigerians.
In 1980’s the staff development division logos was named Nigerianisation of civic service. However, not much training was embarked upon them, but by the middle of 1960’s to rapid changes in political, economic and social life of the country, it becomes dear that manpower training and development was needed to solve the problem of shortage of skilled manpower requirement.
In 1969, a commission carried out a survey on the training needs of the federal civil service was set up. The survey was carried out by Professor C.P. Wale, a senior consultant in the public administration department of university of Ile-Ife. One of the significant recommendation of Wale report was the establishment of staff development. It also ensured that Nigerians especially those in strategic position in administration and other professions were develop rapidly to carryout their duties and responsibilities with speed, competency and efficiency. In the efforts to meet up with the above recommendation, a lot needed to be done to achieve the desired objectives.
Advance management: this is for officers on grade level 13-16 five advanced managerial courses were run annually since 1974 with an average of twenty five (25) participants.
Middle management training: This course is for officials on grade level 09-12 run size middle management course per year.
Training for management support: this include secretarial training and clerical training and also training for messengers and receptionist. These course were taken at the industrial training centers which are located at Lagos faduna**** and Ilorin.
Since inception, training and management development have becomes an integral part in both public and private administration. All policies made in organization area supposedly aimed at achieving the goals and objectives for which the organization was established. The twin concepts of training and development seldom escapes the intellectual base of organizational policy formulations in bid to design effective programmes for eventual attainment of organizational policy makes towards assuming a functional relationship between workers training and development and the potentials performance and productivity of the prospective beneficiaries such training and development programmes. The above chains that there is a functional relationship between training productivity as well as effective performance solidification that it has become impossible to make any empirical role acceptance of productivity and performance, only a few of the many types of training programmes have been subjected to extension research. Some authors are of the opinion that training and development literature is voluminous non-empirical, non-theoretical, poorly written and dull.
CHAPTER THREE
RESEARCH METHODOLOGY
In this chapter, the researcher discuss research, design of the study, area of the study, population of the study, sample of the study, instrument for data collection, validation of the instrument, distribution and retrieval of instrument, method of data analysis.
DESIGN OF THE STUDY
A descriptive survey method was used to determine the impact of training and development on workers productivity in the manufacturing industry.
AREA OF THE STUDY
This study was carried out in Union Bank Of Nigeria Plc Enugu Main Branch. Union Bank is a large commercial bank, serving individuals, small and medium-sized companies, as well as large corporations and organizations. In July 2009, it was rated the 556th largest bank in the world and the 14th largest bank in Africa. As of Mar 31, 2018, the bank’s asset base was estimated at NGN1, 381 billion (US$4.1billion). The shareholders’ equity at that time was estimated at NGN286 billion (US$851 million).
POPULATION OF THE STUDY
The population study is 200. It was made up of levels of industry form supervisor to the subordinate and rank.
CHAPTER FOUR
PRESENATION OF DATA AND ANALYSIS
Question 1
Does training and development of workers led to a good working relationship between the management and he staff ?
CHAPTER FIVE
Summary
Human resource Training and development of workers programme heeds to his further development to certain standards in both public and private organization.
However, the techniques and proceeds for employee training and development are ineffective due to lack of acceptable techniques for effective training and development on performance inconsistency in the use of training personnel and favourable training equipment.
CONCLUSION
Conclusively, here findings only rekindle the needs to look out for the best of improving training and development of workers.
Training equipment are task that require total commitment. The manufacture, the management, the employee, and in fact the general public have a part of responsibility to play. Management must increasingly activities its training and development in a way it will be familiar to employees. The complexity of modern organizations has increase so much that management is now expected to be planners, administrators, and public relation officers all filled in more. Total commitment and management orientation should be further stressed by the organization lack of training can be disastrous to the industry in terms of cost and inefficiency observation and evidence form relation literatures led to the conclusion that training and development of workers an make a tremendous impacts on performance and productivity of workers, provided the right attitude, knowledge and skill are required. Hence effective employee training and development depend on the following factors:
1 Careful identification of training needs by supervisors with assistance from the training unit.
2 System procedures that is from the apprenticeship level to the operative (technical) level according to their line of operations to the department director level. When these systematic procedures are taken, the employee is exposed to wide range of mastery over jair job and other areas of operation in the organization.
RECOMMENDATION
Having gone this far, it is worthy ot acknowledge the fact that employee training and development is a necessary ingredient for employees performance. Based on this, the recommendations are duly made as follows:
a Every prospective employer should not neglect the importance of training and develop of their employees or engage in it haphazardly if the organizational goals are to be attained.
b Employees should be given adequate training and be equipped with effective and efficient working tools in order to motivate them to he higher performance.
c Emphasis should not only laid on training and development alone, but on the results of such programmes. Benefits derived from attending those course should satisfy clearly the definition of training and development needs
LIMITATION OF THE STUDY
The limitation inherent in the research study is as follows:
Time: The time allows for he completion of he research study is very short, since the time period will be used to read for the examination coming up in school.
Finance: The finance at the research disposal to include several business organization in Nigeria in he research has been another outstanding limitation.
SUGGESTIONS OF FURTHER RESEARCH
A further study should be made on other categories of work using he same approach.
REFERENCE
- Chukwuemeka Shalom O. (2015), other functions of management first published in Nigeria by Blessed Ifeatu Comms. Ltd.
- Njoku C.V. (2003) Essential of Industrial and production Inc. Management first Edition, vantage publication Inc.
- Njoku R. (2007) Human Resources Management cheedal Global Prints Ltd Aba.
- Ohiri A.U. (2002) Personnel Management principles and Application in the Nigeria Environment.
- Simen B.B. (2003) Management of strategic Approach Fresbary printers and publishers, Beri Ogoni River state.
- Flippo F. (200) Personnel Management 6th Edition Environment.
