EFFECT
OF TRAINING AND DEVELOPMENT ON THE PERFORMANCE OF BANK EMPLOYEES IN NIGERIA
CHAPTER ONE
INTRODUCTION
1.1 Background
of the Study
“No
well to do institute leaves the teaching of its business techniques to the
traditional methods only, the method of watch-the master perform after he is
done”. In transmitting business techniques in modem times, the apprentice
watches but he also listens to formal instructions, analyse cases, plays
business games, carries out exercises and takes formal examination before going
back to the institution to put in practice what he l1as learnt.
The
Interest in management education is evident in all sectors of the Nigerian
economy. It will not be long before attendance at one of the short management
courses becomes essential for upward mobility into and within the level of
management. This would almost overstretch the resources of the institution. It
is hoped that in the near future Nigeria
would be strong enough to meet the challenges of management education in Nigeria”.
(Ejiofor 1987).
We
quite agree with the view of Ejiofor on importance attached to training and development
of bank employee’s performance with growth and modernization of the banking
industry.
1.2 Statement of Problem
A
look into some banks and other financial institutions has shown that many have
neglected or shown a little concern for the role of training and development in
the achievement of the stated goals and objectives.
i. The
employee always seems to lack the necessary induction training in regard to the
activities of the employee and this has resulted in low output.
ii. Many
banks do not have a proper career path programme for their workforce, and if
this seen and properly implemented, it will lead to low performance of the
institution.
iii. Poor
selection of development program(s) for the top executive in the banking
industry. Most of the development programmes are unrelated to the job and
therefore failed to address the professionalism in decision making.
iv. The
inability of the trainee to understand or comprehend training methods and
programmes; training must be continuously and specifically detailed. Managers
are beginning to realize that personal growth and development is a life long
process and that trends and opportunity comes at all stages of life.
v. Government
regulation, an increasing customer sophisticated and demand for better service
is apparent.
vi. Training
not being able to reflect on recent happenings for example computer training,
most bankers, if not all should be computer literates and be abreast of the
recent developments such as the internet and the digital banking system.
Therefore, the project was embarked on to verify the impact of training and
development of employees on the overall success of the banking industries with
particular reference to First Inland Bank Plc.
1.3 Objectives
of the Study
The
objectives of this study include: To,
i.
Identify the effect
of training and development on bank employee’s performance.
ii.
Evaluate the
relationship between training and output.
iii.
Identify the adequacy
or relevance of training course contents to the need of employees.
iv.
Highlight the
constraints associated with the implementation of training and development
contents.
v.
Identify the effect
of training and development on the expectation of employees.
vi.
Make recommendation
that could be improved upon on the effect of training and development on bank
performance.
1.4 Scope of the Study
The
scope of the evaluation of the effect of training and development is having on
bank employee’s performance with focus on the First Inland Bank Plc. It
highlighted both the positive and negative effects of training and development
courses on employee performance.
Training
and development of employees performance can be said in so many ways relative
it to all organizations set up in Nigeria but for this study it is limited to
bank employees performance with focus on First Inland Bank Plc.
1.5 Significance
of the Study
The
Banks in Nigeria,
in order to enhance the level of professionalism and therefore efficiency in
the banking industry as for the provisions in the banking Act 1959 amended by
the banking decree 1969, established a training center in the early 1970. This
is with a view to providing the necessary highly skilled manpower required by
the industry, so as to promote the growth of the banking industry. Apart from
the training center, the bank also sponsored many of its staff or employees on
various courses locally and abroad. Despite the various banking centers that
are established in Nigeria,
it does not seem as though much is achieved in view of the not so encouraging
performance of its employees. This is evident from the competent of members of
the public and workers in the bank. Increase in the rate of fraud and most
especially the numerous calls of the governor of the bank for f. improved
performance. Also in view of the declining performance of employees, team of
lecturers from the training center embarked on a nation-wide performance
post-training evaluation of employees and even staff generally. This is with
the view of assisting on the spot the effect of training and development on job
performed.
1.6 Limitation
of the Study
This
study is limited to evaluation of the effect training and development have on
the bank employees performance of which First Inland Bank Plc is been focused
on. Several factors militated against this study. The main factor being lack of
adequate data and time to effectively appraise data can not be over emphasized.
The illness of the supervisor also contributed to the difficulty faced during
the study because this period the research work stopped completely. Lack of
adequate finance was also one of the factors that limited the scope of this
research project, as the cost of data collection was very high.
1.8
Definition of Terms
Training:
– This is the process of preparing human resources for the best services to
their organization. At one extreme, training consists of a few hours or minutes
of induction by the supervisor who gives the new employees, skeletal outline of
the bank policies; location etc. as designed to develop qualified specialists.
Training is designed to change the behavior pattern of a worker to achieve
organizational objectives.
Development:
– This is the process that involves a long time planning specifically designed
for management staff with changes in technology and management method, all aim
at improving managerial effectiveness.
System:
– It is a series of element inter-dependent and inter-related to form a whole
and it has three stages the input i.e. the teaching, conversion process i.e.
assimilating the teaching and output i.e. the carrying out of what has been
thought.
Appraisal:
– Itis a continuous
process aimed at assisting or advising and encouraging the appraised (employee)
performance.
Introduction:
– Itis the process of
arrangement made by or on behalf of the management to familiarize the new
employee with the working condition in this new employment.