ABSTRACT
The greatest requirement of the Union Bank Plc Garden Avenue Enugu is a
qualitative personnel or manpower. This human resources requirement is
inevitable if the bank is to meet banking in a fast developing country like
Nigeria. In order to be able to perform his duty effectively and optimally the
need for professionalism in the banking system is very paramount and cannot be
over emphasized. To achieve this well trained and stalled manpower is required.
In view of this fact the Union Bank authoirt has embarked on a number of in-service
training programme for the officers and other Gardners of staff of the Union
Banks to ensure that the goods and aspiration of the Bank are realized to
highlight the significance of these in-service training this project has
therefore set out that is can be at best provide a basic framework upon which
the Union Bank can develop the manpower needed for efficient and
effective performance. The main finding unveiled the fact that problems abound
which many impede the implementation of a successful in-service training
programme while development of a successful in-service training programme on
productivity was revealed in course of the investigation.
Also, it has been deduced that some companies or banks do not adequately
utilize the in-service training programme as it has not been seen to improve
the efficiently and intelligence of workers sometimes due to the banks
inability to find the in-service training programme the banks fail to provide
adequate fund which will serve as sure way of promoting excellence and the
derived knowledge that will bring about the efficiency of discouraged above.
Based on my findings the following recommendations are made:
i
Qualified teachers should be posted to financial institution so that meaningful
achievement won’t be made for a better in-service training scheme.
ii
Training should be given sufficient food allowance which is the basic
requirement for the physical body.
iii
Dedicated and committed office should be posted as a teaching staff of the
institution.
iv
Adequate teaching aids should be provide to the teacher to enhance their
classroom teaching.
v
Trainees should be paid their traveling course allowance to motivate them to
attend in-service training programme.
vi
The nominations of trainee should be based on merit and not indiscriminate to
ensure that only officers who are willing to progress in the bank are given the
opportunity to attend in-service training programme.
vii
Experts and those who are technically skilled in the field of teaching and
learning should be to prepare the intricate time table for rational scheme.
Finally, the Union Bank
authority should provide adequate facilities and equipment to enable the
institution to up-grade the service it renders.
TABLE OF CONTENTS
CHAPTER ONE
Introduction
1.1 Background
of the
Study
1.2 Statement
of the
Problem
1.3 Purpose
of the
Study
1.4 Scope
of the
Study
1.5 Research
Question
1.6 Research
Hypothesis
1.7 Significance
of the
Study
1.8 Definition
of
Terms
Reference
CHAPTER TWO
Literature
Review
2.1 Procedures
for effective
Training
Reference
CHAPTER THREE
Research Design and
Methodology
3.1 Research
Design
3.2 Area
of the
Study
3.3 Population
of the
Study
3.4 Sample
and Sampling Procedure/Technique
3.5 Instrument
for Data
Collection
3.6 Validation
of the
Instrument
3.7 Reliability
of the
Instrument
3.8 Method
of Data
Collection
3.9 Method
of Data
Analysis
Reference
CHAPTER FOUR
Data Presentation and
Analysis
4.1 Presentation
and Analysis of
Data
4.2 Testing
of
Hypothesis
4.3 Summary
of
Result
Reference
CHAPTER FIVE
Discussion,
Recommendation and Conclusion
5.1 Discussion
Result
5.2 Limitation
of
Study
5.3 Conclusion
5.4 Implication
of the Research
Finding
5.5 Recommendation
5.6 Suggestion
for further
Research
Reference
Bibliography
Appendixes
LIST OF TABLES
4.1 Problems
of In-service Training and development employee productivity.
4.2 Teachers
use sufficient teaching aid to organize their classroom
4.3 Union
Bank authority pay the trainers command traveling allowance as a means of encouraging
the course participants.
4.4 Developing
manpower in the In-service programmes
4.5 People
believe that Bank job does not requires integument thinking
4.6 Bank
work is it meant for only illiterates
4.7 Giving
enough food to the course participant during in-service training programme
4.8 In-service
training make Bankers in Union Bank Garden Avenue Enugu intelligent.
4.9 Union
Bank authority provide opportunity to officers and men to attend in-service
training.
4.10 Bankers
work hard to pass their examination during in-service training.
4.11 Examination
conducted during in-services training promotes knowledge
4.12 Development
on employee productivity through in-service training is it a way of increasing
productivity.
4.13 Union
Bank Plc Garden Avenue has performed excellently within or outside Nigeria.
CHAPTER ONE
INTRODUCTION
The impact of in-service Training and
development on employee productivity a case study of Union Bank Plc Garden
Avenue Enugu.
This introduction is talking about the effect of in-service training and
development and improves productivity, it is mainly made for workers to enhance
manpower development for manager supervision and other senior workers while
training is for junior to create learning opportunities, skill and experience
and the right attitude in relation to the job.
1.1
Background of the Study
This will look into the background of the study of in-service training
development and productivity it will also look into statement of problem.
Purpose of the study significant of the study and scope of the study, research
question definition of terms and research hypothesis.
These in-service training programme include development for managers supervisor
and other junior workers this particular course has function of about three
week and it covers training activities on administrative studies Banking
studies, management, bookkeeping, law public relation, English language etc
another enhance manpower development and improves productivity which is the
refresher course. This course is designed to last for a period of twenty
four (24) weeks. It is an important training with an expanded scheme of work
created with a much disciplinary approach and each subject ranges from Banking,
law, psychology, economics, English language, management and Administration.
The banking people needs most to carry out the delicate work of transaction of
money dealing with customers and dealing with the day to day functions of
banking, if the quality of the people who are willing to do this job is to be
maintained, the value placed upon regards to this the promotion of the Union
Bank officers became a necessary parameter for assigning greater responsibility
there are several promotion courses available in Union Bank system and such
courses provide a good in-service training for members, these promotion courses
include supervisor to manager having a duration of two weeks intensive studies
with a competing and of course examination which provides eligibility for
advancement to managerial rant (manager). These is remarkably a manager to area
manager promotion course which is also specified for two months duration to
prepare officers who are to hold administrative officers.
1.2
STATEMENT OF THE PROBLEM
Based on the earlier discussion, the role of the Union Bank authority as a
trainer of it. Manpower can be seen to be one of working out of which each
banker need to learn providing him with the condition under which he can learn
to and keeping a check on his progress feeding him back with the essential
knowledge of result. The Union Bank however in both local and foreign
operational service has an outstanding records of performance as the best in
the country.
This recommendation is as a result of the type of orientation and training
scheme designed for Union Bank in the performance of its duties, there is still
the motion that the Union Bank in Enugu is a hatch patch or it is composed of
semi-illiterates it has also been argued that the bankers in Enugu Union Bank
are poorly trained and therefore cannot perform adequately in a complex and
fast developing nation like Nigeria. It is on the basis of this that the writer
of this project has decided to undertake a study of the impact of in-service
training and development on employee productivity in Union Bank Plc using the
Union Bank as a case study.
1.3
PURPOSE OF THE STUDY
The purpose of the study is to highlight the Union Bank officials most of the
factors that are responsible for the negative publicity by the Nigeria society
that the Union Bank in Enugu are poorly trained and that is the root cause of
the low professional performance of the Union Bank Plc Garden Avenue Enugu. In
addition, it will be recalled that this project is designed to enlighten the
Enugu Union Bank on the prospect of in-service training as yardstick for
optimum manpower development and increasing productivity, it will also furnish
adequate information or better training programmes. Finally, it will make
necessary recommendation for the improvement of the in-service training schemes
and curriculum for the Union Bank.
1.4
SCOPE OF THE STUDY
The area covered by this study include that no attempt was made proceed to
other Union Bank colleges. In the country which also take care of manpower
development.
The research have due consideration for over-wheeling financial constraints and
the limited time available for this work.
1.5
RESEARCH QUESTION
Research involves problem identification and finding solution to such problems,
a number of factors contributed to the impact of in-service training and
development on employed productivity these include the following question.
1. Do
you agree that in-service training is capable of improving manpower in the bank
system.
2. Does
the in-service training afford opportunity for better education advancement of
bankers.
3. Do
the bank authority pay the trainees course traveling allowance as a means of
encouragement in course participants.
4. Is
it true that in-service training does not make bankers intelligent?
5. How
often do Union Bank attend in-service training in a year?
1.6 RESEARCH
HYPOTHESIS
The following hypothesis have been used in this
study.
HO: In-service training
is not a tool false enhancing the financial status of the banker through
elevation of the next rank promotion.
HI:
In-service training is a tool for enhancing the financial status of the bankers
through elevation of the next rank (promotion).
HO: In-service training
is not a parameter for increased productivity.
HI:
In-servicing is a parameter for increased productivity.
1.7
SIGNIFICANCE OF THE STUDY
It is hoped that when
this study is consummated to findings it will be of great significant to the
Directors and officers of Union Bank Garden Avenue Enugu, hence it will give
them adequate information with regard to the banking system. In recent times,
most people want the training programme for the Union Bank to be expanded and
improved. Based on this motion, the Union Bank directors has taken upon
themselves the taste of retraining of the bank officers in order to facilitate
the acquisition of more skills, attitude and values necessary to excel to
greater height in the performance of their duties. If the government should
provide for them quality facilities, adequate welfare in-service incentive as a
means of encouragement and motivation then efficiency and effectiveness will be
reached in Union Bank system. The Union Bank authority will benefit a lot from
the project, it will provide a guide to better training plan for improved
manpower development and increase on productivity.
1.8
Definition of Terms
Manpower: This implies the human resources requirement
for an
efficient banking.
Trainee: This is the aspect of a working population of
bankers
enlisted to attend various in-services training
in the various financial college.
Promotion: This is the process or elevation of any bank
officer to
occupy a new position in
bank stratum.
Development: This is the process of gradual growth of one
individual from a
partial and stage to another.
Productivity: Productivity is a process through which output
is
increased in any
organization.
In-service
Training: This is the process of
teaching people how to
do their work while actually at a job.
Department | Business Administration and Management |
Project ID Code | BAM0055 |
Chapters | 5 Chapters |
No of Pages | 67 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
|
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Contact Us On | +2347043069458 |