CHAPTER
ONE
INTRODUCTION
1.1 Background of the Study
It is very paramount to know and understand that
the key to success of any organization is human resource (Labour), which
comprises of skilled, semi-skilled and unskilled Labour.
Human resources otherwise known as employees are
the most useful resource in any organization and should be well managed by
employers because without them machinery and equipment can never function. So
how they are handled affects the long term plan of the organization, which is
result oriented.
The study is particularly, is aimed at knowing how
management can help staff to help themselves with diversification going on all
around training and development will nevertheless increased productivity in
terms of increased skills knowledge out look performance and also minimize and
eradicate redundancy lay off and procrastination.
Organization should view employees as assets, so
therefore they should invest and pay attention to the employees in an organization.
1.2 Statement
of the Problem
Every organization is faced with one problem or the
other in training and developing its staff. When an employee is not trained in
the job his performance will not contribute positively to the organization
productivity but if trained the employee will contribute positively to the
organizations productivity. Also, after training an employee for some months or
weeks and the employee is notable to perform to a certain standard, there will
be a fall short in the organization productivity. The following are some of the
problem.
a.
How can
people be motivated?
b. How can training need be distinguished for an
organizational need that can be satisfied in some other ways?
c.
What are
the relative utilities of various training method and devices?
d. How it can be determined? To what extent has the
objectives of the training programme been achieved.
1.3 Objectives
of the Study
The need for training and development of employees
can never be over emphasized, essence of training and development is to upgrade
all categories of staff.
With this knowledge any growing organization will
demand to train and develop its employees through educational programmes to
stand the test of time. Most especially in the field of information technology
where there is direct need for all employees to be acquainted with this study,
was undertaken with the following objectives.
1.
To examine
the need for training and development in banking industries
2.
To
identify the nature of training and development in the organization.
3.
To
identify problem of training and its nature in UBA.
4.
To check
whether the organization (UBA) is motivating its staff after training and
development.
5.
To
identify the means of evaluating the effectiveness of the training programmes
and to give useful recommendations and solution to the problems in UBA.
1.4 Statement
of Hypothesis
The researcher intent to state the hypothesis as
follows:
Ho: Effective
training and development of employees does not enhances
manpower productivity in UBA.
H1: Effective
training and development of employees enhances manpower
productivity in UBA.
1.5 Significance
of the Study
The prevailing situation of organization is the
growing concern for efficiency and productivity of their employees. It hope
that this study will provide information on the remote and immediate causes of
inefficiency and low productivity in an organization.
The information will serve as a guide to the
organizations to know their strengths and weaknesses in order to improve for
the better. The study will also help to treat and prove some of the existing
theories of training and development as they apply to organizations existence.
It is hoped that the findings of this study will
contribute to existing knowledge and information in the areas of research.
It is also expected that findings and
recommendations will guide the organizations, which has a direct contact with
the employees to enter meaningful dialogue or how to improve efficiency and
productivity, there by discovering area important for training.
The study will be useful to the employees who
always complain that organizations (UBA) does not have adequate training and
development programmes.
Finally, it may be useful to student who may wish
to write or make some research on similar topic and using this as point of
reference and to direct them towards their profession.
1.6 Scope
of the Study
The study intents to view, how United Bank Plc
Kaduna uses training and development in motivating their employees. Each of the
areas to be covered by this study
therefore has direct or indirect bearing on the subject matter. To
further facilitates this research the areas to be covered are narrowed down
under the following headings:
1. Effective training and development programmes
2. Objective of the training and development policy
3. The advantage of training and development to the
organization under review
4. Training, development and productivity force of
the organization problem encountered in the training and development process.
1.7 Limitation
of the Study
In the course of this study, a number of problems
and constrain were encountered and these includes
i.
Time
ii.
Finance
iii.
Convenience
iv.
Co-operation
-
Time
despite these short coming the researcher was able to gather enough materials
necessary for the successful accomplishment of the research
-
Finance
much money was spent in purchasing statement, material and but transport to the
bank and wastage of money to pen and book.
-
Convenience
the task of combining academic work in the school with project work was tedious
and required the use of intelligence and initiative as well as creativity.
-
Co-operation
in the process of sourcing for a relevant materials in meeting the people in
the bank and other people in other to gather information, is too hard because information
are hard to access.
Despite these short coming the researcher was able
to gather enough materials necessary for the successful accomplishment of the
research.
1.8 Historical Background of Case Study
The United Bank for
Africa {UBA} is the product of merger of Nigeria’s third {3rd} and
fifth {5th} largest banks, namely the old UBA and erstwhile standard
Trust bank plc{STB} respectively ,and a subsequent combination of erstwhile
continental Trust Bank limited{CTB}. The union emerged as the first successful
corporate combination in the history of Nigerian banking.
The history dates back
to the founding of UBA in 1961, and the erstwhile STB and CTB both in 1990.
Although today’s UBA emerged at a time of industry consolidation induced by
regulation, the consolidated UBA was born out of a desire to lead the domestic
sector to a new area of Global relevance by championing the creation of the
Nigerian consumer finance market,
leading a private public sector partnership, and supporting the acceleration of
the Nigerian’s economic development, and growing the institution from, banking
to a one-step of financial services institution, spreading its foot prints
across Africa to earn the reputation as the face of banking in the continent.
Furthermore, the
consolidated UBA is the largest financial service institution in West Africa
with a balance sheet size in excess of one Trillion Naira {under USD 8b} and
more than six million {6m} customer’s accounts, operating out of the two most
vibrant economies in the sub-region- Nigeria and Ghana, It has over six hundred
and thirty {630} retail distribution centers across Nigeria, its main
operational base and 8 branches in Ghana. Outside Africa, it also has presence
in New York and Cayman Island.
1.9 DEFINITION
OF MAJOR TERMS
There are some major terms used in this project
work the meaning of which would enable one to understand all that is described
in the project.
These terms include:
Training: Training
is the deliberate effort by an organization to change the work related
behaviour and attitude of employee. This training aims at providing new
knowledge advancing skill and changing the attitude of workers.
Development: development
is programmes designed to assist employees/managers in preparing themselves for
future responsibilities of a difference nature, or a higher degree of
proficiency in their present job.
Motivation: motivation
standard definition calls a motive “strong and persistent internal stimulus
around which behaviour is organized, motivation factors that stimulate human
behaviour to a desired level.
Instinct: Instinct
are natural selection in which those particular physical and behavour
characteristic of a species that are adoptive to the environment and enable it
to survives are transmitted genetically to
individual member of the species.
Learning: learning
is a relatively permanent change in behaviour that result from reinforced
practice or experience. This it is the process by which employees acquire
behavour pattern both desirable and indesirable.
Management: management
is a process whereby a suitable environment is created efforts to be organized
to accomplish desired goals. Thus management can also be process of getting
things done through people, a manager is a person who makes it possible for his
subordinate to produces.
Organization: Organization
is a coordinated social unit composed of two or more people that function to
achieve a common goals.
Consumer
behaviour: Consumer
behaviour can be defined as how consumers allocates search resources that is
there to various goods and service keeping at a glance.
Stimulus: Stimulus
can be defined as an event that causes certain behaviour responses