THE COMPREHENSIVE APPRAISAL OF THE COST, BENEFIT AND STATUS OF TRAINING AND MANPOWER DEVELOPMENT
TABLE OF CONTENTS
Table of Contents
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
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
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
4.0 INTRODUCTION AND DATA PRESENTATION 44
4.1 Introduction 32
4.1.1 Core research questions 36
4.2 Test of hypothesis 47
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
1. 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.
1.1 STATEMENT OF THE PROBLEM
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:
I. To examine the pattern and trend of human development in banking industries.
II. To estimate the relationship between economic growth of banking industries
1.3 RESEARCH QUESTIONS
I. Does training and development motivate staff?
II. Does training and development improve the quality of service in the bank?
III. Does training modify behaviour, attitude, skill and knowledge of individual staff
IV. 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
Rand menally & co. (1976) gave the definition of training as the systematic process of altering the behaviour or attitude of in other to achieve a desire standard or level of performance. He therefore throw more of this by saying that there is need for an environment in which there is need for an environment in which both employer and employees see training as a means of improving performance of individual or group with an expected pay off in improve organization performance.
1.8 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.
Is the state or condition of yielding a financial profit or gain?
Is an expert valuation for taxation, tariff duty
This skill general or specific acquired by an individual in the course of training and work experience.
Is the quality of being productive or having the power to produce.
The term methodology refers to all the activities in the collection of the necessary data and information required for the research work.
The sources of data can be simplify means the ways or method used to obtain information or data in the process of research work. There are basically two sources of data collection method namely:
Primary data: basically questionnaire and oral interview
Secondary data: are textbooks, journals, seminar magazine newspaper and internet..