ABSTRACT
This research focused on the effect of Training and Development on Employees’ Performance in Financial Institution of Nigeria with reference to First Registrars of Nigeria) also attention was drawn on certain specific areas of workers performance. Statistical Package for the Social Sciences (SPSS) along with percentage mean items, factors analysis were used to analyze eighty (80) questionnaires while ANOVA was used to test the hypotheses. There is increasing awareness of the need for staff training and development in the context of many firm’s development activities through the adoption of systematic approach in accessing the training needs of their workers which should be programme in line with set objectives. Proper staff selection methods should be adopted, while close job analysis followed by a careful assessment of the employees. Training and development was found to be an effective agent of change in an organization. However, other areas such as monetary incentive, free transportation to and from work, length of service of workers and selection for further training are also important as motivators to complement training and development of workers in an organization.
CHAPTER ONE
INTRODUCTION
1.0BACKGROUND TO THE STUDY
The ultimate aim of every training and development program is to add value to human resource. Any training and development program that would not add value should be abandoned. Organizations should therefore make training and development of their employees a continuous activity.
Arnoff (2011) observes that training and development foster the initiative and creativity of employees and help to prevent manpower obsolescence, which may be due to age, attitude or the inability of a person to adapt him or herself to technological changes. According to Obisi (2010) training is a process through which the skills, talent and knowledge of an employee is enhanced and increased. He argues that training should take place only when the need and objectives for such training have been identified Scott, Clothier and Spriegel (2007) agree that training is the corner-stone of sound management, for it makes employees more effective and productive. They argue that training is actively and intimately connected with all the personnel and managerial activities. It would be difficult for a new employee to grow on the job and become a manager without adequate training and development.