ROLE OF MANPOWER TRAINING AND DEVELOPMENT IN THE ACHIEVEMENT OF ORGANISATIONAL OBJECTIVES IN NIGERIA BANKING
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
ROLE OF MANPOWER TRAINING AND DEVELOPMENT IN THE ACHIEVEMENT OF ORGANISATIONAL OBJECTIVES IN NIGERIA BANKING
ABSTRACT
This study was carried out to find out the role of manpower training and development and assess if training may be an instrument of accomplishing organisational goals in Nigeria Banking.
The relevant information was gathered using a 21-item questionnaire that covered the subject area. The data collected and provided in the study were analysed using chi-squared.
The study’s findings were consistent with previous research on the topic. This study confirmed that training inspires people to work harder, enhances knowledge and skills, and changes attitudes.
It was also discovered that there could still be significant improvements in the performance of bank employees through training and development.
Based on the findings of the study, one can conclude that the role of manpower training and development is clearly substantial, lending credence to the proven fact presented in the study.
It is undoubtedly obvious, if not tautological, to state that an organization’s quality, image, responsiveness, and efficiency are inextricably linked to its employees’ outlook, orientation, motivation, and dedication.
Chapter one
1.0 Background of the Study
Training and development are critical to staff utilisation, productivity, dedication, motivation, and growth, hence their importance cannot be overstated in any organisation.
Employee development and training are part of the personnel manager’s responsibilities. The primary goal of training and skill development is to raise individuals’ competences to targeted levels for current or upcoming tasks. Most organisations or corporations have training programmes for their personnel that use modern methodologies (Fanibuyan, 2001).
Thus, training could be defined as the systematic process of changing employees’ behaviour and or attitudes in order to increase organisational goal achievement, or as an effort by the employer to provide opportunities for employees to acquire job-related skills, attitudes, and knowledge (Banjoko, 2000).
Management development courses are often designed to educate supervisors and staff beyond the immediate technical requirements of the job, with the primary goal of improving the effective performance of all managers.
The role of management in staff training is founded on the assumption that human resources are the most dynamic resources in any organisation. It requires significant attention from the organisation if they are to achieve their maximum potential in their work. Staff is important but pricey.
To maintain economic and effective performance, it is critical to maximise employees’ contributions to the organization’s goals and objectives; thus, training should be considered as an integral part of the whole quality management process.
Training and development also increases the productivity of the individual and the organisation in question, as well as contributing to the nation’s workforce development.
Training is also viewed as a motivator, propelling individual employees to meet basic urges such as connection and the need for achievement, which in turn signals a desire for productivity.
Training can be a tool for change; if an organisation views the pursuit of higher efficiency as an ongoing process and attempts to adapt to change, the environment in which it operates is constantly changing.
These changes are the consequence of a variety of circumstances, including a new administration’s policy orientation and work pace, negative economic trends, a shift in the political climate, and the loss of other changes.
In a nutshell, personnel training and development is concerned with assessing the organization’s current manpower and anticipating the organization’s future manpower requirements. The process entails developing plans for analysis for recruiting, discharge, transfer, leave, and promotion.
1.2 Statement of the Problem
Most African countries, including Nigeria, have been undergoing economic recessions for more than a decade. This circumstance has caused the supply of labour to exceed the demand for it.
As a result, most organisations avoid investing in worker training programmes because they believe they can easily replace any person who does not achieve the required standards.
Problems that could arise as a result of such an act include low worker productivity, low quality output, increased waste, low profitability, low pre-capital income, absenteeism, and the firm’s and estate’s overall survival in Nigeria’s highly dynamic commercial environment.
Most organisations have not met expectations in terms of human resources, training, and development. This highlights the necessity to assess the efficiency of the United Bank for Africa’s (UBA) manpower training and development programmes.
1.3 RESEARCH QUESTIONS
Most organisations are currently struggling to attract and retain qualified professional workforce. This has resulted in a shortage of adequately trained personnel for successful organisational operation. In light of the foregoing, the problem of manpower training will be investigated by responding to the following research questions.
i. How does the United Bank for Africa PIc. (UBA) assess its training requirements?
ii. Does training and development increase organisational effectiveness?
iii. Is there a strong association between manpower training and staff productivity?
iv. Which important facilities can significantly improve training and development?
v. What problems/constraints do the organisation face in achieving its training objectives?
1.4 PURPOSE OF THE STUDY
The goal of this research study is to identify and quantify the significance of manpower training and development in achieving organisational objectives in the banking sector, utilising the United Bank for Africa (UBA) Plc as a case example.
i. To understand how UBA determines its training needs.
ii. Determine whether training and development improves organisational effectiveness.
iii. Determine whether there is a significant association between manpower training and staff productivity.
iii. To assess the effectiveness of the organization’s training facilities in meeting the training and development objectives.
v. Investigate the benefits and purpose of manpower training and development for the organisation and individual personnel.
vi. Finally, make recommendations when major deviations are observed.
1.5 Statement of Research Hypotheses.
A hypothesis is a conjectural assertion regarding a relationship that must be tested and ultimately accepted or rejected. Using this definition, we will develop and test the following hypothesis to determine their validity.
i. Ho: Manpower training and development does not improve organisational performance or employee productivity.
Hi: Manpower training and development improves organisational effectiveness and workforce productivity.
ii. Ho: Training facilities have no direct association with productivity.
Hi: Training facilities have a direct association with productivity levels.
1.6 Significance of the Study
This study aims to encourage managers in the banking sector, as well as other private or government-owned commercial organisations, to identify necessary training in workforce development.
The banking industry, as exemplified by United Bank for Africa (UBA) PIc., is the engine that allows money to serve those tasks successfully, and its importance to any economy cannot be overstated.
So, any effort targeted at helping the sector to meet the challenges it faces as it performs its responsibilities in society can be deemed valuable, and the findings of this study will benefit the management of banking institutions the most.
It is also intended that the knowledge gained from the research study will benefit the entire workforce, as it is well acknowledged that human resources are critical to achieving organisational goals and that training is the primary source of creativity, innovation, and improvement. It should play a significant role in boosting productivity and driving the country’s economic growth.
1.7 Scope and Limitations of the Study
This research study will look at all aspects of manpower training and development, including management policies and the direction of training activities, as well as their implementation and effectiveness, and will narrow it down to information gathered in the field and from individual bank publications.
It is important to note at this point that there were some constraints that were working against this research study, such as finance, because at this time of economic crisis,
the cost of transportation and materials is very high, and the short time frame in which this research is to be carried out will be a major impediment to the completion of this study.
This research study may have limitations because it is limited to or concentrated on Nigerian banking institutions, with the United Bank for Africa (UBA) Plc serving as a case study.
However, measures will be made to assure the research’s success, including substantial use of literature research.
1.8 Organisation of the Study
The research study is organised into five chapters. In the first chapter, the introduction will cover the study’s background, the statement of the research problem, and the hypothesis. The second chapter will cover the theoretical framework and literature review.
The methodological analysis will be discussed in Chapter 3. Chapter four will address data presentation, analysis, and interpretation, while chapter five will conclude the research process by discussing the summary, conclusion, and recommendations.
REFERENCES
Asika, N. (1991). Research methods in the Behavioural
Sciences, Lagos; Longman Nigeria Plc, Lagos.
Banjoko, S.A.(2000) Human Resource Management: An
Expository method. Ibadan: Oluseyi Press Limited.
Fanibuyan, A. (2001). Contemporary issues in human resources.
Management and Organisational Behaviour, Lagos: Peniel Ventures.
Need help with a related project topic or New topic? Send Us Your Topic