ABSTRACT
Human capital is agreed
by all and sundry to be the most valuable asset among the assets in the banking
sector as all other assets cannot function appropriately without their
systematic combination by the human aspect of these resources. Educating and
training of this human aspect on how perfectly to combine other resources can
go a long way in making the goals of the society as a whole (the government,
shareholders, the banking industry and the employees) realizable, hence the
human capital development in the banking industry. Necessary training and
motivational techniques were highlighted as enunciated by the various authors
for the purpose of this study to be achieved.
Universe of interest of
the objective of this study were the 24 banks and non-probability sampling
method was used as I restricted this study to Edo State alone. 100
questionnaires were used as the research instrument and chi-square method of
data analysis was adopted in converting data collected into information for
useful decision making. Responses from the studied banks were analyzed which I
in-turn used to test my raised hypotheses that all favoured alternative hypotheses.
As a result of the
foregoing it was discovered that human capital development can put a stop to
the problems witnessed in the Nigerian banking industry through appropriate
development of human capital stock.
TABLE OF CONTENTS
CHAPTER ONE:
INTRODUCTION
1.0 Background
of Study
1.1 Statement
of the Problem
1.2 Scope
of the Study
1.3 Objective
of the Study
1.4 Significance
of the Study
1.5 Research
Hypothesis
1.6 Research
Methodology
1.7 Limitation
of the Study
1.8 Definition
of Terms
CHAPTER TWO LITERATURE
REVIEW
2.1 Introduction
and Origin of Human Resource Management
2.2 Definition
of Human Resource Management
2.3 The
Challenges of Human Capital Development Practice in Nigeria
2.4 Economics
and Human Resource Capital Development
2.5 Human
Resource Planning in Banks
2.6 Prospects
(Importance) of Human Resources Planning in Banks
2.7 Problems
of Human Capital Development in the Banking Industry
2.8 Employee
Development and Training in Banks
2.9 The
Role of the Trainer
2.10 Environment of Human
Resource Management
2.11 Types of Human Resource
Environment
2.12 Training as a Panacea to
Human Capital Development in the Banking
Industry
2.13 Selection and Placement in
the Banking Industry
2.14 Employee Involvement
CHAPTER THREE: RESEARCH
METHODOLOGY
3.1 Population
3.2 Research
Design
3.3 Sample
Method
3.4 Sample
3.5 The
Research Instrument
3.6 Measurement
of Variables
3.7 Method
of Data Analysis
3.8 Field
Work
CHAPTER FOUR:
PRESENTATION OF DATA AND ANALYSIS
4.1 Analysis
of Data
4.2 Analysis
of Data
4.3 Hypothesis
I
4.4 Hypothesis
II
4.5 Hypothesis
III
CHAPTER
FIVE: SUMMARY, FINDINGS, CONCLUSION
AND RECOMMENDATIONS
5.1 Summary
5.2 Findings
5.3 Conclusion
5.4 Recommendation
Bibliography
Appendix
CHAPTER ONE
1.0 BACKGROUND
OF STUDY
Human capital refers to
investment in education and training. Recent surveys reveal that although
business executives firmly believes that people are the most important asset
that the organization can use to meet its goal, they are at a loss to prove
that investment in people lead to improved business results.
However, common metrics
like Economic Value Added (EVA) and Return on Investment (ROI) shed little
light on how organizations human assets are performing.
Among the 4M’s namely:
Money, Materials, Machines, and Man, what actually makes the organization thick
is Man. The Nigerian Banking Industry is very vibrant and the most active in
the economy. The sector is presently what makes the economy buoyant, active
hence the human capital development needs to be adequate and consists of
people’s skills. The right people should occupy the right places at the right
time within the organization/industry. A peep into what constitutes the human
capital requirement reveals that people with core competences are what most
banks employ. The number of workers employed by banks are usually small in
nature but of high quality. For efficient human capital development to take
place in the banking industry, the members must evolve the learning and
development processes. What this means in essence is that the organization must
find ways of developing and mobilizing the intelligence, knowledge and creative
potential of human beings at every level of organization and become
increasingly skilled in placing quality people in key places and developing
their full potentials. It will also become increasingly important to recruit
people who enjoy learning and relish change and to motivate employees to be
intelligent, flexible and adaptive.
Kauter (1992) expresses
this as the need to develop people as a key lever in human resource management
and makes the correction between the learning of organizational member and the
survival and effectiveness of the organization.
1.1 STATEMENT
OF THE PROBLEM
As earlier mentioned,
human capital development hold the key to success of any organization. For this
to happen the Nigerian banking industry must be able to train and retrain their
staff. To do this will amount to paying huge sums of money to conduct Seminars
(in-house or outside). Remember that even when the fund for training is
available, the employees must develop the right mental attitude for the
training. The organization must also create the right environment for its
employees. Human resources environment can either be internal or external in
nature. The internal environment consists of those sets of controllable factors
or variables and forces within the confines of the organization e.g. the value
of top management and the technology in use in the organization, for example,
if the top management values people and sees them as critical Success Factor
(CSF) and adequately rewards them when the need arises, the employees will be
at their optimum and the banking industry will continue to grow. Another to consider
if the banking industry and its human resource capital development will grow is
the technology in use. During this era of I.T. and globalization, banks should
stand up to the challenge. For instance the use of ATM machine has shapen the
future of human capital development in most banks who can afford it. Human
Capital Development in the Nigerian banking industry is as important as the
sector itself. However, there are some problems envisaged such as:
1. Will
human capital development solve the problems of banking in Nigeria?
2. How
does Human Capital Development assist government and monetary authorities?
3. Which
positive effect does it have on the shareholder, inventors and the general
public?
4. How
best will organization prevent labour unrest turnover irrespective of
development of it human resources.
5. Does
time and money spent on human capital development correlate with output and
returns from the employees?
6. is
human capital development a panacea to performance by employees?
7. Does
human capital development reflect in the organization (banks) profitability?
8. What
measures should be taking by banks in terms of human capital development to
usher in more profits?
9. What
prospects does human capital development have for the banking industry?
10. It
is right for the employees to be over used just in the name of making more
profits?
1.2 SCOPE OF
THE STUDY
The scope of the study
is on human capital development in banking industry in Nigeria.
Human capital refers to
investment in education which in embedded in the workers. Some of the training
“general” or “transferable” skills which can be used equally productively
across different organization. Others provide organization specific skills
which enhance the workers productivity within the training organization only.
These latter skills tend to be those which are best learned or can be learnt on
the job. Workers having organization specific skill will only be able to obtain
a wage premium in respect of that skill within the organization where they were
trained, to leave would mean to seek job in a place where they will be less
productive and hence less paid. Two things follow from this, firstly there is
an incentive for such workers to remain with the organization in which they
acquired their skills. This give the employers a measure of monopoly power over
the workers. Secondly however, the loss of specific skills would involve the
organization in costly training of new workers. This study has been designed
and organized to include a comprehensive evaluation of human capital
development with a case study of Intercontinental Bank Plc and Union Bank, Bank
PHB, Guaranty Trust Bank and Access Bank Plc. It will highlight the problems
and prospects inherent in the industry as a whole.
1.3 OBJECTIVE
OF THE STUDY
The research work is
expected to contribute to knowledge, that is existing knowledge will be of
great benefit to the following categories:
a. Government
b. Investors
c. Bank,
etc.
Hence the purpose of the
study is:
1. To
ascertain the problems of human capital development in the banking sector in
Nigeria.
2. To
evaluate and measure how human capital development will contribute and to
increased productivity in the Nigerian banking sector.
3. To
evaluate the ability of the present human capital development to fit into the
global market and face global competition.
4. To
proffer solutions to the problems of human capital development in the banking
industry (filling the existing gap).
5. To
recognize the importance of human capital as panacea to success and continuous
growth in the banking industry in Nigeria.
1.4 SIGNIFICANCE
OF THE STUDY
1. To
the Banking sector, this research human capital development will contribute
immensely and impressively to the growth of Nigerian banking industry.
2. It
will play an important role and aid management to realize adequate returns on
investment.
3. To
the employees human capital development serves as a veritable tools in
equipping themselves in terms of skill for the present and future challenges.
4. With
adequate investment in human capital development in the banking industry, the
investors will be double sure of their investment being in safe hands because
no matter how robust the other factors of production are without labour (human
capital) will yield negative result.
5. It
will serve as reference to future researchers who may wish to carry out
research work on problems and prospects of human capital development.
6. To
make recommendations based on the forging study.
1.5 RESEARCH
HYPOTHESIS
A hypothesis is an
assertion, assumption or a statement of facts which has not been proved.
However, for our research project, the following hypothesis will be tested:
Ho
= shall be used for Null hypothesis
H1
= shall be used for Alternative hypothesis
Hypothesis 1
Ho: Human capital
development will not solve the problems of the Nigerian banking industry.
H1: Human capital
development will solve the problems of the Nigerian banking industry.
Hypothesis 2
Ho: Human capital
development is not a panacea to efficiency in the Nigerian Banking industry.
H1: Human capital
development is a panacea to efficiency in the Nigerian Banking industry.
Hypothesis 3
Ho: Human capital
development does not aid management in measuring performance.
H1: Human capital development
will aid management in measuring performance.
1.6 RESEARCH
METHODOLOGY
For our research to be
complete and reliable, we must collect data. In this case we can source for
information through primary and secondary sources. Primary data can be
collected using Questionnaire and through personal interview and physical
observation. Questionnaire can be administered to the members of staff of any
intending organization but in this case banks.
Secondary data can also
be of use to our study. These can be got from textbooks, annual accounts, and
reports of organization. Since we are dealing with Nigerian banking industry,
we can obtain their data from their annual reports.
More essential is the
use of online facilities such as the Internet. Computers have made work through
research easy hence it continued usage by accountants, scientist etc.
1.7 DEFINITION
OF TERMS
a. ATM
= Automatic Teller Machine: A machine that automatically pays when
withdrawal is made.
b. Controllable
Factors: Factors operating within an organization, that is within the
confines of an organization such as size of the organization, value of the top
management and technology in use etc.
c. IT
= Information Technology: The use of computer within the organization.
d. Human
Capital: Investment in education and training.
| Department | Banking and Finance |
| Project ID Code | BFN0283 |
| Chapters | 5 Chapters |
| No of Pages | 125 pages |
| Methodology | Chi Square |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦5000, $15 |
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| Contact Us On | +2347043069458 |
| Contact Us On | +07043069458 |
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