STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVIG AN ORGANIZATION’S OBJECTIVE
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STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVIG AN ORGANIZATION’S OBJECTIVE
CHAPITRE ONE
1.0 INTRODUCTION
1.1. BACKGROUND OF THE STUDY
Human resources are the most dynamic of all the resources available to an organisation. They require significant attention from the organization’s management if they are to reach their full potential at work. Thus, management must deal with issues like as motivation, leadership, communication, job reorganisation, payment methods, and training and development.
The majority of these issues will be addressed in this study, but it is now time to explore the function of training and development activities in the organisation. Because of the changing nature of the business environment
as a result of modern technology, workers must adapt to this new technology, so the need for effective training and development should be seriously emphasised,
which will result in the impartation of new skills, knowledge, and so on that an individual worker will require in order to lead to greater productivity and higher performance in an organisation where there is training and development. It contributes to the organization’s achievement of its goals and objectives.
However, training and development are concerns for individual organisations to resolve. The remainder of this research will look at how organisations go about satisfying their training and development needs.
IN BRIEF: THE FIRST BANK OF NIGERIA
For almost a century, First Bank of Nigeria Plc has distinguished itself as a prominent financial organisation. Sir Alfred Jones, a shipping magnate, founded the bank as a limited liability company on March 31, 1894,
with its headquarters in Liverpool. During its early years of existence, the bank experienced rapid expansion and collaborated closely with the colonial government.
To legitimise its West African presence, branches were established in Accra, Ghana in 1876 and Freetown, Sierra Leone in 1898. In 1900, the bank opened its second branch in Nigeria in old Calabar, and two years later, services were expanded to Northern Nigeria. Its name was changed from Bank of British West Africa to Bank of West Africa in 1957.
In accordance with the corporations decree of 1968, the bank was incorporated locally as Standard Bank of Nigeria Limited in 1969. In 1979 and 1991, the bank was renamed First Bank of Nigeria Limited and First Bank of Nigeria Plc, respectively. The bank implemented a decentralised structure with five regional administrations in 1985.
In 2003, this was restructured into sixteen area offices to improve the bank’s operational efficiency. Given the foregoing, it was a natural progression when, in 2001, the bank began the process of transforming its corporate identity to reflect its revitalised focus.
The bank’s expanding skill base has been extended by a range of training provided to its employees, whose opportunities for career advancement within the bank have thus been enhanced. Training is provided at various levels via both internal and external courses.
1.2. STATEMENT OF THE PROBLEM
Most organisations have challenges in some form or another, and First Bank Plc is no exception. One of the problems found is that employees are not motivated to work in order to contribute to the organization’s efficiency and effectiveness. This is because the majority of these personnel are not being properly trained and developed.
Training and development are critical because they eliminate personnel shortcomings in an organisation. The organisation will attain its goals and objectives if training is done correctly. However, the study’s main focus is on staff training and development as vital instruments for attaining an organization’s goals.
1.3 GOALS AND OBJECTIVES
The rationale for this research is to conduct an intensive investigation into staff training and development with a specific reference to the banking sector in Nigeria and the problems that the sector is facing on the subject, with the goal of offering solutions for how these problems should be solved.
The study’s goal is to determine how well the banking industry uses training and development initiatives to achieve its goals and objectives. Among the various goals and objectives of this research are:
to improve the quality of employees’ work performance
Reduce employee turnover, absenteeism, and waste.
to comprehend the significance of staff training and development in an organisation
Finally, the data collected by the researcher of this research will be analysed in a more simplified manner, and all technical items will be avoided to the greatest extent possible, and where they are unavoidable, they must be explained within this research work, so that even a layman can understand and benefit from this research work.
1.4. RESEARCH HYPOTHESIS
According to Kerlinger (1973), a hypothesis is a “conjectural” statement of the relationship between two or more variables.” This study aims to evaluate hypothesis on staff training and development as crucial instruments for accomplishing an organization’s goals. The researcher is considering the following hypotheses.
Ho: Employee training and development have little effect on an organization’s aims or objectives.
Hi: Staff training and development have an impact on an organization’s ability to achieve its goals or objectives.
1.5. SIGNIFICANCE OF THE STUDY
The importance of this study stems from the fact that the findings will provide many individuals, groups, and organisations with a very good supply of literature review material for any study related to the topic.
Second, organisations, particularly those in the banking sector, would undoubtedly find this research extremely beneficial in understanding the nature of training and development and its significance to employees.
Finally, it is hoped that the study will be useful to readers who want to gain a better understanding of staff training and development and how to harness and reactivate these resources in order to address the challenges that the banking sector and the world’s new economic order are currently facing.
1.6. SCOPE OF THE STUDY
Although this study is seeking to review staff training and development as vital instruments for accomplishing an organization’s objectives, the research will address First Bank Nigeria Plc Kaduna throughout the course of writing.
For this study, the population includes management and various levels of workers. The research will also be limited to a library evaluation of relevant literatures and will be based on collections of documents, books, projects, speeches, and other media facts.
1.7. LIMITATIONS OF THE STUDY
The study, like other research studies, has significant limitations. The following are some of the restrictions encountered:
One of the study’s major limitations is a lack of resources (finance) to perform a satisfactory and detailed analysis of an organization’s training development policies.
Employees of the organisation who are in a position to assist in the acquisition of data will be unwilling to provide information or data for security reasons. As a result, they did not reveal much.
It was also difficult to obtain materials such as textbooks that would provide important knowledge to the researcher.
The time limitation for completing this study task has limited how far the researcher can go in sourcing for information.
The school being an academic setting, acquiring information was not a simple process given the number of books in the library, as well as other academic activities that must be considered.
1.8. KEY DEFINITION OF TERMS
TRAINING: This usually refers to preparation for a certain occupation or skill; it is a more limited idea than education or development. It is also defined as an organised process in which certain skills and knowledge are learned.
Development refers to a broader view of knowledge and skill growth than training. It is more concerned with potential than with immediate skill.
Organisations: Organisations are complex human tactics developed to attain specific goals (Argyris 1960). Pugh (1971) defines it as a system of interrelated human beings.
Staff (Employees): A group of people who work together under the supervision of a manager or a leader. Staff can also be defined as individuals employed in any workplace.
Training requirements are deficiencies in ability, knowledge, or experience that must be taught in order for an employee to perform a certain job or task to the needed standard.
On-the-Job Training: This is a training programme that is provided to a worker while he is on the job.
Off-the-Job Training: This is training provided to an employee outside of the organisation.
Banking Sector: A financial institution established for the safekeeping of money and valuables, with money paid out on the customer’s order.
Career Development: A person’s perceived sequence of attitudes and behaviours linked with work-related experience and activities over the course of their working life is referred to as career development.
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