CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
The need for training and development in an organization is of paramount importat’1.ce since training and development are at the heart of employee utilization, productivity, commitment, motivation and growth.
Employee – development and training is part of the personnel manager’s functions. The major reason for training and training in skills is to bring the competencies of individuals up to desired standards for present or potential assignments. Most organization or firms are ‘having training programmes for their employees for which they employ modern techniques (Fanibuyan, 2001).
Hence, training could be defined as the systematic process of altering the behaviour and or attitudes of employees in a direction to increase organizational goal achievement or is an effort by the employer to provide opportunities for’ the employee to acquire job – related skills attitudes and knowledge (Banjoko, 2000).
Management development programmes are generally aimed at educating supervision, employees above’ and beyond the immediate technical requirements of the job and has a main objective of the improvement of the effective performance of all managers.
The role of the management in staff training is based on the premise that human resources are the most dynamic staff of the resources of every organization. It needs considerable attention from the organization, it they are to realize full potentials in their work. Staff is crucial but expensive
In order to sustain economic ‘and effective performance, it is importance to optimize the contribution of employees to’ the aims and goals of the organization; training should be viewed therefore as an integral part of the process of total quality management.
Training and development also improves productivity of the individual and organization concerned and also contributes to manpower development of the nation. Training is also seen as a motivator, which propels individual worker to satisfy basic drives, affiliation and the need for achievement, which in order worlds indicates the desire for productivity.
Training can be an instrument of change, if an organization accepts the search for greater efficiency as a never ending one and strives to adapt to change, the environment in which the organization works is continually changing. These changes result from many factors – new orientation on policy and tempo of work by a new administration, adverse trends in economic situation, change in political climate and the lost of other changes.
In a nut shell, manpower training and development deals with taking stock of the present manpower of the organization and forecasting against the future need of manpower of. the organization. The process involves making plans for analysis for recruitment, discharge, transfer, leaves and promotion.
1.2 STATEMENT OF THE PROBLEM
Most African counties of which Nigeria is one, have been experiencing economic recession for over a decade now.’ This situation has made supply of labour to exceed demand for it. Hence, most organization tend not to embark on training programmes for workers with the belief that they could easily get a replacement from any worker that does not meet up to the set standard.
Among problems that could emanate from such act are: low productivity of workers, low quality output, increased wastage, low profitability, low pre-capital income, absenteeism, and general survival of the firm and the estate in their highly dynamic Nigeria business environment. Most organizations have not lived up to the expectation in the area of human resource and training and development. This then underscores the need for a closer look at the· manpower training and development activities of United Bank for Africa (UBA), with view to evaluating its effectiveness.
1.3 RESEARCH QUESTIONS
The problems, which most organizations are now facing, are the inability to attract and retain competent professional manpower. This has led to the shortage of adequate trained manpower for effective organizational operation. In the light of the above, the problem of manpower training will be looked at by providing answer to the following research questions.
i. How does United Bank for Africa PIc. (UBA) determine its training needs?
ii. Does training and development enhance organizational effectiveness?
iii. Is there any significant, relationship between manpower training and employee productivity?
iv. What major facilities can effectively enhance training and development?
v. What are the problems/constraints are confronting the organization in the realization of its training objectives?
1.4 OBJECTIVE OF THE STUDY
The objective of this research study is to identify and establish in precise term to what extent the role of manpower training and development in the achievement of the organizational objectives in the banking sector, using the United Bank for Africa (UBA) Plc, as a case study includes.
i. To know hoe UBA determine its training need.
ii. To ascertain whether training and development enhance organizational effectiveness
iii. To determine whether there any significant relationship exist between manpower training and employees productivity.
iv. To examine the adequacy of the organization training facilities in the realization of the training and development objectives.
v. To examine the benefits and purpose of the manpower training and development to the organization and individual employees.
vi. Finally, to give recommendation where significant deviation are noticed.
1.5 STATEMENT OF RESEARCH HYPOTHESES
Hypothesis is a conjectural statement about the relationship that needs to be tested and subsequently accepted or rejected. Taking this definition into consideration, the following hypothesis will be formulated and later tested· to ascertain their validity or otherwise.
i. Ho: Manpower training and development does not enhance organizational effectiveness and employee’s productivity.
Hi: Manpower training and development enhance organizational effectiveness and employee’s productivity.
ii. Ho: There is no direct relationship between training facilities and level of productivity.
Hi: There is direct relationship between training facilities and level of productivity.
1.6 SIGNIFICANCE OF THE STUDY
This research is aimed at encouraging the management of banking sector especially and other private or government owned business organization in identifying the essential training in manpower development.
The banking sector, United Bank for Africa (UBA) PIc., as a case study of this research is the engine that enable money to play those roles effectively and is significance to any economy therefore, cannot be contested. So any effort aimed at enabling the sector meets the challenges it faces, as it plays its roles in the society can be considered worthwhile, and management of the banking institution will be the major beneficiaries of the result of this study.
It is also hoped to better off the entire personnel with the knowledge which the research study will, elicit since it is already acknowledge that human resources are crucial to the achievement of the organizational goals and training is the primary source of creativity, innovation and improvement. So,it must f be made to play a major role In the process of increasing productivity and gearing overall· economic development of the country.
1.7 SCOPE AND LIMITATION OF THE STUDY
This research study will cover all aspect of manpower training and development, the management policies and the direction of training activities and its implementation and effectiveness will also be examined and narrowed to the information gathered on the field and those derived from individual bank publications. It is important to bring up at this stage that these were also some constraints that were militating against this research study like finance because at this period of economic crunch the cost of transportation and materials are very high, and also the little time within which this research is to be carried out will constitute a major impediment to the completion of this study.
This research study may not be without its own limitation as this study shall be limited or centred on the banking institutions of Nigeria economics with the United Bank for Africa (UBA) Plc, as a case study.
However, attempt would be made to ensure success of the research and considerable efforts will be made to utilize literature research extensively.
1.8 ORGANISATION OF THE STUDY
This research study divided into five’ chapters. In chapter one, the introduction part, the background of the study, the statement of the research problem, and hypothesis will be discussed. Chapter two will deal with the theoretical framework and the literature review.
The methodology analysis will be examined in chapter three. Data presentation, analysis and interpretation will be covered in chapter four while the concluding part of the research work will be chapter five where in a nutshell, the summary, conclusion and the recommendation will be discussed.
REFERENCES
Asika, N. (1991), Research methodology in the Behavioural
Sciences, Lagos; Longman Nigeria Plc. Lagos.
Banjoko, S.A. (2000) Human Resource Management: An
Expository approach. Ibadan; Oluseyi Press Limited.
Fanibuyan, A. (2001) Contemporary Issues in Human Resources
Management and Organizational Behaviour, Lagos; Peniel Ventures.
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